Recruitment and selection process reliance life insurance
1. A
SUMMER TRAINING REPORT
ON
RECRUITMENT AND SELECTION PROCESS AT Reliance Life
Insurance
SUBMITTED IN PARTIAL FULFILMENT FOR THE REQUIREMENT OF
THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION
TO
MAHARSHI DAYANAND UNIVERSITY
ROHTAK
SUBMITTED BY:
RITESH SAINI
Roll No-2839
MBA (3rd
sem)
AMITY BUSINESS SCHOOL
MANESAR, GURGAON
2008-10
DECLARATION
1
2. I, Ritesh Saini, Roll No.2839, M.B.A (3rd
Semester) of the Amity Business School,
Manesar, hereby declare that Summer Training Report entitled, “Recruitment and
Selection Process at Reliance Life Insurance ”, is an original work and the same has not
been submitted to any other institute for the award of any other degree. A seminar
presentation of the Training Report was made on 09.10.09 and the suggestions by the
faculty were duly incorporated.
Presentation Incharge Signature of the Candidate
(Faculty)
Countersigned
Director of the Institute
For Life Advisors
1. What is your qualification?
QUALIFICATION RESPONDENTS FREQUENCY
12th
10% 2
Graduation 60% 12
Post graduation 20% 4
professional course 10% 2
any other 0% 0
2
3. Interpretation
According to survey qualification of most of the Life Advisor are graduation.
2. Marital status
Marital status response
Married 40%
Unmarried 60%
3
4. Interpretation
More than half the number of employees out of sample are unmarried.
3. How much time you living in Gorakhpur?
Living status Respondents
below 5yrs 20%
5-10yrs 30%
10-15yrs 20%
4
5. 15-20yrs 20%
above 20yrs 10%
Interpretation
Maximum 30% respondents are living in Gorakhpur since 5-10 years.
5. Are you satisfied with training sessions provided by
company?
SATISFACTION LEVEL %AGE
strongly agree 0%
0%
5%
10%
15%
20%
25%
30%
35%
below 5yrs 5-10yrs 10-15yrs 15-20yrs above 20yrs
Series1
5
6. Agree 60%
Neutral 10%
Disagree 30%
strongly disagree 0%
Interpretation
There are more respondents satisfied with the training sessions provided by
company in comparison to others.
6. Are you satisfied with commission of Life Advisor?
RESPONDENTS %AGE
strongly agree 0
Agree 25%
Neutral 0
6
7. Disagree 75%
strongly disagree 0
Interpretation
Most of the respondents are dissatisfied with commission of Life Advisor
8. Are you doing this job as part time or full time?
JOB %AGE
part time 10%
full time 90%
7
8. Interpretation
Most of them does full time job
ACKNOWLEDGEMENT
This report has been made possible due to invaluable support of a number of people to
whom I own my heartfelt gratitude and without whose help I may not have been able to
complete this report.
I would like to thank Prof (Dr) R C Sharma, Advisor, Amity Business School,
Manesar, for extending full help in my project. His consistent support and cooperation
showed the way towards the successful completion of the project.
8
9. I would like to acknowledge the support of my faculty guide, Ms Poonam Sharma,
Lecturer, Amity Business School, Manesar, for her constant guidance in this project and
for providing me the necessary information whenever required. A heartfelt thanks to
other faculty members of Amity Business School, Manesar, for their support and co-
operation.
I am very grateful to my project guide Mr Himanshu, Agency Manager, for providing
me constant support and inspiration during the summer training.
My overriding debts continue to be to the management and all employees of Reliance
Life Insurance for their co-operation and guidance, which made my summer training
project possible.
Finally I would like to give special thanks to my family and my friends who make it all
happen and make it worth while.
Ritesh Saini
TABLE OF CONTENTS
Certificate
Declaration
Acknowledgement
Chapter I
• Introduction 2
• Significance of the study 3
• Conceptualization 4
• Focus of the study 20
• Objectives of the study 21
9
10. • Limitations of the study 22
Chapter II
• Industry Profile 24
• Company Profile 29
Chapter III
• Review of Existing Literature 40
• Research Methodology 42
Chapter IV
• Analysis and Interpretation 44
Chapter V
• Findings 63
• Recommendations 64
• Conclusions 65
Bibliography
Annexure
Organization’s Structure
RELIANCE LIFE INSURANCE
REGIONAL OFFICE
10
13. INTRODUCTION
The insurance sector has gone through a number of phases and changes. Since 1999,
when the government opened up the insurance sector by allowing private companies to
solicit insurance and also allowing FDI up to 26%, the insurance sector has been a
booming market.
The insurance sector in India has come a full circle from being an open competitive
market to nationalization and back to a liberalized market again. The business of life
insurance in India in its existing form started in India in the year 1818 with the
establishment of the Oriental Life Insurance Company in Calcutta by Anita Bhavsar.
Despite the fact that general insurance business has been growing at a healthy rate of 16
per cent annually between 2004-05 and 2008-09, its penetration level is just 0.60 per cent
of India’s GDP against world average of 2.14 per cent. India ranks 136th
on penetration
levels and Life Advisors behind China(106), ThaiLife Advisornd (87), Russia(86),
Brazil(85), Japan(61), and the US(9). The penetration of general insurance in india
remains low on account of low consumer preference, Life Advisorrgely untapped rural
markets and constrained distribution channels (Crisil & Assocham).
Recruitment and selection is the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
13
14. most appropriate person for the job.Human Resource Management includes all activities
used to attract & retain employees and to ensure they perform at a high level in meeting
organizational goals. It means employing people, developing their resources, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirements.
SIGNIFICANCE OF THE STUDY
A research has its own importance in any business organization. It is a systematic and
scientific investigation of any idea either precise or abstract from continuous basis of
learning. As we know in present times, the modern world is progressing at a very high
pace. Due to high competition and increased expectations, every organization needs
effective recruitment and selection process. By this study new segments of recruitment
and selection has been discovered. This will help to enhance the capability of Reliance
Life Insurance in using the recruitment and selection process more effectively.
This project would be significant for researcher because this is the opportunity for putting
theortical knowledge into practical application.
This project would be significant for the readers as it is providing them knowledge about
recruitment and selection process.
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15. CONCEPTUALIZATION
Recruitment
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for prospective
employees and stimulate them to apply for jobs in the organization.” Recruitment is a
‘linking function’-joining together those with jobs to fill and those seeking jobs. It is a
‘joining process’ in that it tries to bring together job seekers and employer with a view to
encourage the former to apply for a job with the Life Advisor.
In order to attract people for the jobs, the organization must communicate the position in
such a way that job seekers respond. To be cost effective, the recruitment process should
attract qualified applicants and provide enough information for unqualified persons to
self-select themselves out.
Recruitment is distinct from Employment and Selection. Once the required number and
kind of human resources are determined, the management has to find the potential Life
Advisors where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable candidates for
jobs. All this process is generally known as recruitment. Some people use the term
“Recruitment” for employment. These two are not one and the same. Recruitment is only
one of the steps in the entire employment process. Some others use the term recruitment
for selection. These are not the same either. Technically speaking, the function of
15
16. recruitment precedes the selection function and it includes only finding, developing the
sources of prospective employees and attracting them to apply for jobs in an organization,
whereas the selection is the process of finding out the most suitable candidate to the job
out of the candidates attracted (i.e., recruited).Formal definition of recruitment would
give clear cut idea about the function of recruitment.
PURPOSES AND IMPORTANCE OF RECRUITMENT
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of the selection process by reducing the number of
visibly, under qualified or overqualified job applicants.
• Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
• Begin identifying and preparing potential job applicants who will be appropriate
candidates.
• Induct outsiders with a new perspective to lead the company.
• Infuse fresh blood at all levels of the organization.
• Develop an organizational culture that attracts competent people to the company.
• Search or head hunt/head pouch people whose skills fit the company’s values.
• Devise methodologies for assessing psychological traits.
• Search for talent globally and not just within the company.
• Design entry pay that competes on quality but not on quantum.
• Anticipate and find people for positions that do not exist yet.
• Increase organizational and individual effectiveness in the short term and long
term.
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17. • Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a
company, and eventually decide whether they wish to work for it. A well-planned and
well-managed recruiting effort will result in high-quality applicants, whereas, a
haphazard and piecemeal effort will result in mediocre ones. High-quality employees
cannot be selected when better candidates do not know of job openings, are not interested
in working for the company and do not apply. The recruitment process should inform
qualified individuals about employment opportunities, create a positive image of the
company, provide enough information about the jobs so that applicants can make
comparisons with their qualifications and interests, and generate enthusiasm among the
best candidates so that they will apply for the vacant positions.
The negative consequences of a poor recruitment process speak volumes about its role
in an organization. The failure to generate an adequate number of reasonably qualified
applicants can prove costly in several ways. It can greatly complicate the selection
process and may result in lowering of selection standards. The poor quality of selection
means extra cost on training and supervision. Furthermore, when recruitment fails to
meet the organizational needs for talent, a typical response is to raise entry-level pay
scales. This can distort traditional wage and salary relationships in the organization,
resulting in avoidable consequences. Thus, the effectiveness of a recruitment process can
play a major role in determining the resources that must be expended on other HR
activities and their ultimate success
SOURCES OF RECRUITMENT
Every organisation has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the
organisation itself (like transfer of employees from one department to other, promotions)
to fill a position are known as the internal sources of recruitment. Recruitment candidates
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18. from all the other sources (like outsourcing agencies etc.) are known as the external
sources of recruitment.
SOURCES OF RECRUITMENT
FACTORS AFFECTING RECRUITMENT
Potential advantages
Internal
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19. Worker morale and motivation is enhanced
Organization has a better opportunity to assess knowledge & skills of the
candidate
Candidate has existing knowledge about the organization
Less orientation may be needed
May generate unhealthy competitiveness for promotions
Additional training may be required
Pool of candidates may be restricted
Those not selected may feel rejected and discontented
External
• New ideas and insight
• New knowledge and experience
• Larger pool of talent to recruit from
• Recruiting and selecting may be more time-consuming
• Longer adjustment period may be needed
• Induction costs may be higher
• Less opportunity to assess knowledge & skills
Please note that these pros and cons may or may not apply when recruiting for all
positions. Weigh up possible pros and cons for each recruitment situation before making
your decision regarding sources
Undesirable consequences of poor recruitment:
Poor recruitment choices (i.e., poor person-job fit t) can have a range of undesirable
consequences for the organization and the worker including:
• Higher rates of turnover
• Reduced performance effectiveness
• Lowered job satisfaction
• Reduced work motivation.
19
20. .Challenges to recruitment of effective staff include:
Lack of qualified applicants
Inadequate salary packages
Lack of resources (including funds)
Limited scope for advancement and promotion
Lack of job security
Remoteness of services
Stigma attached to working in the AOD field.
Strategies for successful recruitment
Recruitment and selection is not only about choosing the most suitable candidate. The
recruitment and selection experience can also impact on the likelihood that a candidate
will accept a job offer and on their commitment to remaining with the organization.
Committing time and resources to develop a comprehensive recruitment strategy is a
worthwhile investment. Poor recruitment choices (i.e., poor person-job fit) can have a
range of undesirable consequences for the organization and the worker including:
Higher rates of turnover
Reduced performance effectiveness
Lowered job satisfaction
Reduced work motivation.
Effective recruitment process:
Step 1: Ensure an up-to-date job description
Step 2: Develop an effective recruitment strategy
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21. Step 3: Evaluate the recruitment strategy.
A clear, accurate and up-to-date job description is crucial to ensuring a good person-job
fit. It is worthwhile spending some time making sure that the job description matches the
everyday reality of the job.
A job description contains two types of information:
Specific tasks and activities required for a particular job (e.g., conduct counseling
sessions, write client reports)
The knowledge, skills and abilities required for effective performance by the job
incumbent (e.g., good communication skills, capacity to establish good client
rapport).
Most positions within the AOD field are complex, characterized by challenging work,
multiple roles and changing work demands. In these circumstances, the best person-job
fit t may be achieved by focusing on the tasks and activities as well as the knowledge,
skills and abilities of an effective performer.
The accuracy of a job description is likely to be improved by gathering information from
different sources. Different perspectives on the knowledge, skills, responsibilities,
challenges and demands of a position are likely to be provided by supervisors and
workers in the same or similar roles.
Useful information to gather from supervisors and coworkers includes:
What knowledge, skills, abilities and other personal characteristics (KSAOs) are
necessary for the position?
What KSAOs can be practically and reasonably expected?
21
22. What KSAOs are essential for effective job performance?
What KSAOs distinguish between good and poor performers on the job?
It may also be useful to consider whether the organization is willing to take on
less experienced workers and provide professional development activities (in-
house or external) to build up their knowledge and skills.
Step 2: Develop an effective recruitment strategy
Two important issues to consider when developing a recruitment strategy are:
• The source of recruitment (i.e., advertisements, personal referrals, employment
agencies, direct applications)
• The recruiter (i.e., the “personal face” of the organization).
The source of recruitment
A range of strategies (e.g., newspaper advertisements, personal networks) can be used to
recruit new workers. There is evidence that hiring new staff through referrals from
existing staff or direct (unsolicited) applications is likely to result in lower turnover rates
and higher job satisfaction compared to more traditional avenues of recruiting (e.g.,
newspaper advertisements.)
MODERN TECHNIQUES:
Walk-in: - As per this technique, the potential candidates are required to attend for an
interview directly and without a prior application on a specified date, time and at a
specified place.
Consult-in: - The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs.
22
23. Head-hunting: - These are also known as search consultants. The companies request the
professional organizations to search for the best candidates particularly for the senior
executive positions.
Body Shopping: - Professional organizations and the hi-tech training institutes develop
the pool of human resources for the possible employment. The prospective employers
contact these organizations to recruit the candidates. These professional and training
institutions are called body shoppers and these activities are known as body shopping.
Business Alliances: - Business alliances like acquisitions, mergers and take-over help in
getting human resources. The company with surplus human resources offers the services
of their employees to other needy organizations.
Tele-Recruitment: - This technique involves the use of the Internet, to advertise job
vacancies and also for the candidates to apply online.
Overview of selection techniques
Evidence-based best practice for three of the most commonly used selection techniques is
outlined below.
1. Curriculum vitas / résumés and written applications
A curriculum vitae (CV) / résumé provides valuable information relating to a person’s
professional Qualifications and experience. All information in the CV should be verified
where appropriate (e.g., asking applicants to explain gaps in employment history).
Requesting job applicants to address specific c selection criteria (i.e., essential and
desirable) can improve the efficiency of reviewing CVs.
2. Conducting interviews
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24. Structured interviews are recommended. A structured interview involves asking each
candidate the same set of questions and assessing their responses on the basis of pre-
determined criteria. Questions and assessment criteria should be based on accurate,
updated job descriptions. It is also helpful to develop criteria to categories responses
(e.g., as excellent, good, average and unsatisfactory). An interview panel consisting of a
representative selection of people may also be helpful. Two common types of structured
interview questions are:
• Situational questions which ask candidates about hypothetical scenarios that may be
encountered in the job and how they would respond in that situation
• Experienced-based questions which focus on specific examples of the candidate’s prior
work experiences and their responses to past situations that are relevant to the job in
question.
3. Reference checks
Referees are useful for identifying past employment problems and clarifying the accuracy
of information presented in an interview or CV. Only a small percentage of all reference
checks are negative, therefore, it is often difficult to differentiate between candidates on
the basis of reference checks alone.
Induction and orientation of new workers
An effective induction helps new workers understand their role and where they “fit”
within the organization. It also equips them with the tools they need to perform their
work role. Two useful induction tools are:
1. Induction manual / kits which may contain:
24
25. • An induction checklist
• Organizational philosophy / ethics / history
• Strategic values of the organization
• An organizational chart / structure
• An employment manual on policies and procedures
• An orientation to the workplace (including parking and safety issues)
• Information about episodes of care, the duty system, supervision, staff meetings, etc.
2. Mentoring / “buddy” system
New workers can be paired with experienced workers from a similar area to “show them
the ropes”.
Alternatively, a more formal / structured mentoring system can be a useful induction
strategy in
Which new workers are paired with a mentor who can assist them with their ongoing
professional development?
Best practice in selection techniques
A wide selection of techniques are available which range from intensive (and expensive)
activities (e.g., multi-day assessment centers), to the more commonly used interviews and
reference checks. Based on the evidence alone, best practice in selection requires a
comprehensive program that, Includes realistic tests of work practice and the use of
validated psychometric instruments. This is clearly an unrealistic expectation for most
AOD organizations.
The next section describes evidence-based best practice for three of the most commonly
used selection techniques:
Curriculum vitaes / résumés and written applications
Conducting interviews
Selection tests.
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26. Curriculum vitaes / résumés and written applications
Information about a person’s professional qualifications and experience can be obtained
from their curriculum vitae (CV) / résumé and their written applications. This
information needs to be verified as far as possible before the person is hired. When
reviewing the CV / résumé and written application, look for items that may need further
clarification such as:
Unexplained gaps in employment history
Ambiguous wording
Unanswered or partly answered questions
Inconsistent information
Frequent job changes.
Consider requesting job applicants to address specific selection criteria (i.e., essential and
desirable) for the job position. The onus is then on the applicant to summarise their work
experience and qualifications and present it in an accessible manner. This makes for a
more efficient and time-saving
process to find relevant information about each applicant that matches the criteria for the
job.
Conducting interviews
In order to obtain the best person-job fit (i.e., matching the right person for the right job),
a Structured interview format is recommended. A structured interview involves asking
each candidate the same set of questions and assessing their responses on the basis of pre-
determined criteria. The questions and assessment criteria are based on an accurate,
updated job description.
The more common types of structured interview questions are situational
and experience-based.
Situational questions
26
27. Situational questions ask candidates about hypothetical scenarios that may be
encountered in the job and how they would respond in that situation.The questions
directly tap into the work related experience and problem-solving style of the candidate.
For example, situational interview questions may include:
Your case load has increased to the point of being unmanageable - how would
you address this?
What would you do if a client did not attend an appointment?
You are the team leader and two team members have had an argument with one
another about the way the work tasks should be assigned. How would you handle
this?
If you disagreed with the work practices of a coworker or team member, how
would you deal with this situation?
A client arrives to a session intoxicated. How would you manage this?
A client complains to you that another staff member has acted inappropriately.
What would you do?
During a counselling session, it becomes apparent that a client has problems to
manage that are beyond your skill level (e.g., mental health issues or abuse). How
would you handle this?
Experience-based questions
Experience-based questions focus on specific c examples of the candidate’s prior work
experiences and their responses to past situations that are relevant to the job in question.
One advantage of experience-based questions is the opportunity to tap into actual
behavior and feelings rather than hypothetical ones.
Examples of experience-based questions include:
27
28. • Please describe a situation where you had to deal with an aggressive client and outline
how you dealt with this. What were some of the strengths and weaknesses in your
approach?
• Can you give an example of when you had to manage a complex project and describe
the strategies you used to do this?
Developing criteria to assess candidates’ responses
To effectively distinguish between candidates, it is recommended that structured
questions are accompanied by a pre-determined scoring key. The scoring key should
contain examples of excellent, good, average, and unsatisfactory answers against which
candidates’ answers can be compared. Advantages of pre-determined scoring criteria
include:
• Reduced reliance on interviewers’ memory or written notes
• Increased cLife Advisorrity regarding the criteria against which candidates are assessed
(i.e., what is a “good” answer?)
• Consistency of assessment across candidates and between interviewers (if a panel is
used).
Interview panels
It is recommended that an interview panel, rather than a single interviewer, is used. Using
a panel of interviewers can help to minimize potential biases, as well as provide the
opportunity to compare evaluations of the candidate before a final decision is made.29
Where appropriate, the panel should be
representative of gender and professions. Representation on an interview panel can
provide frontline workers / team members with an opportunity to participate in the
recruitment and selection process.
28
29. Selection tests
Purpose
• To judge potential ability/job related problems
• To eliminate the possibility of biasness on the part of interviewer
• To uncover talents not identifiable by interviewer.
Types
There are mainly four kind of tests:-
1. achievement test(profeceancy test): to test the skills or knowledge acquired by the
candidate due to his training and achievement for example typing test,shorthand
test,operating calculators etc.
2. Aptitude test(Potential test): to judge latent ability to learn a new job,in order to
judge memory,reasoning,speed of perception,fluency in language,to judge the
capacityto learn a particular type of mechanical work etc.
3. Pschometer or skill test: measure to ability to do a specific job
4. Personality test: to judge individual value system,emotional
reaction,maturity,confidence,to judge the dominance,selfconfidence,self
sufficiancyetc.
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31. FOCUS OF THE PROBLEM
The insurance industry is expanding very fast and there is big scope in this sector in
future, insurance companies recruit Life Advisors and take work from them on
commission bases. The whole growth of company depends upon the capability of Life
Advisor.So the main problem is to recruitment and selection of capable candidates for life
advisors
31
32. OBJECTIVES OF THE STUDY
To study and understand the process of recruitment and selection of Life Advisor
at Reliance Life Insurance
To find out the different sources of recruitment.
To study the effectiveness of Recruitment and Selection process.
To suggest the various profiles for getting capable Life Advisor in Reliance Life
Insurance
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33. LIMITATIONS OF THE STUDY
Time was the biggest limitation. The project requires a thorough study which
requires a considerable amount of time.
The study is based on both primary as well as secondary data and has the
limitations pertaining to the usage of both kinds of data.
Respondents may be biased while filling the questionnaire.
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35. INDUSTRY PROFILE
History of insurance sector in india
In India, insurance has a deep-rooted history. It finds mention in the writings of Manu (
Manusmrithi ), Yagnavalkya ( Dharmasastra ) and Kautilya ( Arthasastra ). The
writings talk in terms of pooling of resources that could be re-distributed in times of
calamities such as fire, floods, epidemics and famine. This was probably a pre-cursor to
modern day insurance. Ancient Indian history has preserved the earliest traces of
insurance in the form of marine trade loans and carriers’ contracts. Insurance in India has
evolved over time heavily drawing from other countries, England in particular.
1818 saw the advent of life insurance business in India with the establishment
of the Oriental Life Insurance Company in Calcutta. This Company however failed in
1834. In 1829, the Madras Equitable had begun transacting life insurance business in the
Madras Presidency. 1870 saw the enactment of the British Insurance Act and in the last
three decades of the nineteenth century, the Bombay Mutual (1871), Oriental (1874) and
Empire of India (1897) were started in the Bombay Residency. This era, however, was
dominated by foreign insurance offices which did good business in India, namely Albert
Life Assurance, Royal Insurance, Liverpool and London Globe Insurance and the Indian
offices were up for hard competition from the foreign companies.
35
36. In 1914, the Government of India started publishing returns of Insurance Companies
in India. The Indian Life Assurance Companies Act, 1912 was the first statutory measure
to regulate life business. In 1928, the Indian Insurance Companies Act was enacted to
enable the Government to collect statistical information about both life and non-life
business transacted in India by Indian and foreign insurers including provident insurance
societies. In 1938, with a view to protecting the interest of the Insurance public, the
earlier legislation was consolidated and amended by the Insurance Act, 1938 with
comprehensive provisions for effective control over the activities of insurers.
The Insurance Amendment Act of 1950 abolished Principal Agencies. However, there
were a large number of insurance companies and the level of competition was high.
There were also allegations of unfair trade practices. The Government of India, therefore,
decided to nationalize insurance business.
An Ordinance was issued on 19th
January, 1956 nationalising the Life Insurance
sector and Life Insurance Corporation came into existence in the same year. The LIC
absorbed 154 Indian, 16 non-Indian insurers as also 75 provident societies—245 Indian
and foreign insurers in all. The LIC had monopoly till the late 90s when the Insurance
sector was reopened to the private sector.
The history of general insurance dates back to the Industrial Revolution in the
west and the consequent growth of sea-faring trade and commerce in the 17th
century. It
came to India as a legacy of British occupation. General Insurance in India has its roots in
the establishment of Triton Insurance Company Ltd., in the year 1850 in Calcutta by the
British. In 1907, the Indian Mercantile Insurance Ltd, was set up. This was the first
company to transact all classes of general insurance business.
1957 saw the formation of the General Insurance Council, a wing of the Insurance
Associaton of India. The General Insurance Council framed a code of conduct for
ensuring fair conduct and sound business practices.
36
37. In 1968, the Insurance Act was amended to regulate investments and set minimum
solvency margins. The Tariff Advisory Committee was also set up then.
In 1972 with the passing of the General Insurance Business (Nationalisation) Act, general
insurance business was nationalized with effect from 1st
January, 1973. 107 insurers were
amalgamated and grouped into four companies, namely National Insurance Company
Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company Ltd and
the United India Insurance Company Ltd. The General Insurance Corporation of India
was incorporated as a company in 1971 and it commence business on January 1sst 1973.
This millennium has seen insurance come a full circle in a journey extending to nearly
200 years. The process of re-opening of the sector had begun in the early 1990s
and the last decade and more has seen it been opened up substantially. In 1993, the
Government set up a committee under the chairmanship of RN Malhotra, former
Governor of RBI, to propose recommendations for reforms in the insurance sector.The
objective was to complement the reforms initiated in the financial sector. The committee
submitted its report in 1994 wherein , among other things, it recommended that the
private sector be permitted to enter the insurance industry. They stated that foreign
companies be allowed to enter by floating Indian companies, preferably a joint venture
with Indian partners.
Following the recommendations of the Malhotra Committee report, in 1999, the
Insurance Regulatory and Development Authority (IRDA) was constituted as an
autonomous body to regulate and develop the insurance industry. The IRDA was
incorporated as a statutory body in April, 2000. The key objectives of the IRDA include
promotion of competition so as to enhance customer satisfaction through increased
consumer choice and lower premiums, while ensuring the financial security of the
insurance market.
The IRDA opened up the market in August 2000 with the invitation for application for
registrations. Foreign companies were allowed ownership of up to 26%. The Authority
has the power to frame regulations under Section 114A of the Insurance Act, 1938 and
37
38. has from 2000 onwards framed various regulations ranging from registration of
companies for carrying on insurance business to protection of policyholders’ interests.
In December, 2000, the subsidiaries of the General Insurance Corporation of India
were restructured as independent companies and at the same time GIC was converted into
a national re-insurer. Parliament passed a bill de-linking the four subsidiaries from GIC in
July, 2002.
The insurance sector is a colossal one and is growing at a speedy rate of 15-
20%. Together with banking services, insurance services add about 7% to the country’s
GDP. A well-developed and evolved insurance sector is a boon for economic
development as it provides long- term funds for infrastructure development at the same
time strengthening the risk taking ability of the country.
Tracing the developments in the Indian insurance sector reveals the 360-degree turn
witnessed over a period of almost 190 years.
The business of life insurance in India in its existing form started in India in the year
1818 with the establishment of the Oriental Life Insurance Company in Calcutta.
Some of the important milestones in the life insurance business in India
are:
1912 - The Indian Life Assurance Companies Act enacted as the first statute to regulate
the life insurance business.
1928 - The Indian Insurance Companies Act enacted to enable the government to collect
statistical information about both life and non-life insurance businesses.
1938 - Earlier legislation consolidated and amended to by the Insurance Act with the
objective of protecting the interests of the insuring public.
38
39. 1956 - 245 Indian and foreign insurers and provident societies taken over by the central
government and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956,
with a capital contribution of Rs. 5 crore from the Government of India.
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.
Insurance Regulatory and Development Authority(IRDA)
The Insurance Regulatory and Development Authority (IRDA) is a national agency of
the Government of India, based in Hyderabad. It was formed by an act of Indian
Parliament known as IRDA Act 1999, which was amended in 2002 to incorporate some
emerging requirements. Mission of IRDA as stated in the act is "to protect the interests of
the policyholders, to regulate, promote and ensure orderly growth of the insurance
industry and for matters connected therewith or incidental thereto."
39
40. Company profile
ABOUT RELIANCEGROUP
The Reliance Group founded by Dhirubhai H. Ambani (1932-2002) is
India's largest business house with total revenues of over Rs 99,000 crore
(US$ 22.6 billion).
The Group's activities span exploration and production (E&P) of oil and gas,
refining and marketing, petrochemicals (polyester, polymers, and
intermediates), textiles, financial services and insurance, power, telecom and
infocom initiatives. The Group exports its products to more than 100
countries the world over. Reliance emerged as India's Most Admired
Business House, for the third successive year in a TNS Mode survey for
2003.
Reliance Group revenue is equivalent to about 3.5% of India's GDP. The
Group contributes nearly 10% of the country's indirect tax revenues and over
6% of India's exports. Reliance is trusted by an investor family of over 3.1
million - India's largest.
One out of every four investors in India is a Reliance shareholder.
With globally competitive capital and operating cost positions, Reliance
Group dominates the rapidly growing Indian market deriving over 80% of its
revenues from the domestic market.
40
41. There was a split in Reliance group in 2005 and it was broken into two
separate companies:
• Reliance Industries Limited
• Reliance Anil Dhirubhai
Ambani Group (ADA Group)
VISION
To build a global enterprise for all our stakeholders, and
A great future for our country,
To give millions of young Indians the power to shape their destiny,
The means to realize their full potential…
VALUES
41
42. • Shareholder Interest
We value the trust of shareholders, and keep their interests
paramount in every business decision we make, every choice we
exercise
• People Care
We possess no greater asset than the quality of our human capital
and no greater priority than the retention, growth and well-being of
our vast pool of human talent
• Consumer Focus
We rethink every business process, product and service from the
standpoint of the consumer – so as to exceed expectations at every
touch point
• Excellence in Execution
We believe in excellence of execution – in large, complex projects as
much as small everyday tasks. If something is worth doing, it is worth
doing well.
• Team Work
The whole is greater than the sum of its parts; in our rapidly-changing
knowledge economy, organizations can prosper only by mobilizing
diverse competencies, skill sets and expertise; by imbibing the spirit
42
43. of “thinking together” -- integration is the rule, escalation is an
exception
• Proactive Innovation
We nurture innovation by breaking silos, encouraging cross-
fertilization of ideas & flexibility of roles and functions. We create an
environment of accountability, ownership and problem-solving –
based on participative work ethic and leading-edge research
• Leadership by Empowerment
We believe leadership in the new economy is about consensus
building, about giving up control; about enabling and empowering
people down the line to take decisions in their areas of operation and
competence…
• Social Responsibility
We believe that organizations, like individuals, depend on the support
of the community for their survival and sustenance, and must repay
this generosity in the best way they can.
• Respect for Competition
43
44. We respect competition – because there’s more than one way of
doing things right. We can learn as much from the success of others
as from our own failures
The Reliance Anil Dhirubhai Ambani Group works in:
• Reliance Communication
• Reliance Energy
• Reliance Capital
• Reliance Mutual Fund
Reliance Life Insurance
• Reliance General
Insurance
44
48. • Reliance Capital
Reliance Capital is one of India’s leading and fastest growing private sector
financial services companies, and ranks among the top 3 private sector
financial services and banking companies, in terms of net worth.
The company has interests in asset management and mutual funds, life and
general insurance, private equity and proprietary investments, stock broking
and other activities in financial services.
• Reliance Communications Limited
The flagship company of the Reliance – ADA Group, Reliance
Communications Limited, is the realization of our founder’s dream of
bringing about a digital revolution that will provide every Indian with
affordable means of communication and a ready access to information.
The company began operations in 1999 and has over 20 million subscribers
today. It offers a complete range of integrated telecom services. These
include mobile and fixed line telephony; broadband, national and
international long distance services, data services and a wide range of value
added services and applications aimed at enhancing the productivity of
enterprises and individuals.
• Reliance Energy Limited
Reliance Energy Limited, incorporated in 1929, is a fully integrated utility
engaged in the generation, transmission and distribution of electricity. It
48
49. ranks among India’s top listed private companies on all major financial
parameters, including assets, sales, profits and market capitalization.
It is India’s foremost private sector utility with aggregate estimated revenues
of Rs 9,500 crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$
2.4 billion).
Reliance Energy Limited distributes more than 21 billion units of electricity
to over 25 million consumers in Mumbai, Delhi, Orissa and Goa, across an
area that spans 1,24,300 sq. kms. It generates 941 MW of electricity,
through its power stations located in Maharashtra, Andhra Pradesh, Kerala,
Karnataka and Goa.
The company is currently pursuing several gas, coal, wind and hydro-based
power generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh
and Uttaranchal with aggregate capacity of over 12,500 MW. These projects
are at various stages of development.
Reliance Energy Limited is vigorously participating in emerging
opportunities in the areas of trading and transmission of power. It is also
engaged in a portfolio of services in the power sector in Engineering,
Procurement and Construction (EPC) through a network of regional offices
in India.
• Reliance Health
49
50. In a country where healthcare is fast becoming a booming industry, Reliance
Health is a focused healthcare services company enabling the provision of
solution to Indians, at affordable prices. The company aims at providing
integrated health services that will compete with the best in the world. It also
plans to venture into diversified fields like Insurance Administration, Health
care Delivery and Integrated Health, Health Informatics and Information
Management and Consumer Health.
Reliance Health aims at revolutionizing healthcare in India by
enabling a healthcare environment that is both affordable and
accessible through partnerships with government and private
businesses.
• Reliance Media & Entertainment
As part of the Reliance - ADA Group, Reliance Entertainment is
spearheading the Group’s foray into the media and entertainment space.
Reliance Entertainment’s core focus is to build significant presence for
Reliance in the Entertainment eco-system: across content and distribution
platforms.
The key content initiative are across Movies, Music, Sports, Gaming,
Internet & mobile portals, leading to direct opportunities in delivery across
the emerging digital distribution platforms: digital cinema, IPTV, DTH and
Mobile TV.
Reliance ADA Group acquired Adlabs Films Limited in 2005, one of the
largest entertainment companies in India, which has interests in film
processing, production, exhibition & digital cinema.
50
51. Reliance Entertainment has made an entry into FM Radio through Adlabs
Radio, having won 45 stations in the recent bidding, which will soon be the
Radio station with the largest footprint in India.
Reliance Capital
Reliance Capital is one of India’s leading and fastest growing private sector
financial services companies, and ranks among the top 3 private sector
financial services and banking companies, in terms of net worth.
The company has interests in asset management and mutual funds, life and
general insurance, private equity and proprietary investments, stock broking
and other activities in financial services.
• Reliance Communications Limited
The flagship company of the Reliance – ADA Group, Reliance
Communications Limited, is the realization of our founder’s dream of
bringing about a digital revolution that will provide every Indian with
affordable means of communication and a ready access to information.
The company began operations in 1999 and has over 20 million subscribers
today. It offers a complete range of integrated telecom services. These
include mobile and fixed line telephony; broadband, national and
international long distance services, data services and a wide range of value
added services and applications aimed at enhancing the productivity of
enterprises and individuals.
51
52. • Reliance Energy Limited
Reliance Energy Limited, incorporated in 1929, is a fully integrated utility
engaged in the generation, transmission and distribution of electricity. It
ranks among India’s top listed private companies on all major financial
parameters, including assets, sales, profits and market capitalization.
It is India’s foremost private sector utility with aggregate estimated revenues
of Rs 9,500 crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$
2.4 billion).
Reliance Energy Limited distributes more than 21 billion units of electricity
to over 25 million consumers in Mumbai, Delhi, Orissa and Goa, across an
area that spans 1,24,300 sq. kms. It generates 941 MW of electricity,
through its power stations located in Maharashtra, Andhra Pradesh, Kerala,
Karnataka and Goa.
The company is currently pursuing several gas, coal, wind and hydro-based
power generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh
and Uttaranchal with aggregate capacity of over 12,500 MW. These projects
are at various stages of development.
Reliance Energy Limited is vigorously participating in emerging
opportunities in the areas of trading and transmission of power. It is also
engaged in a portfolio of services in the power sector in Engineering,
Procurement and Construction (EPC) through a network of regional offices
in India.
• Reliance Health
52
53. In a country where healthcare is fast becoming a booming industry, Reliance
Health is a focused healthcare services company enabling the provision of
solution to Indians, at affordable prices. The company aims at providing
integrated health services that will compete with the best in the world. It also
plans to venture into diversified fields like Insurance Administration, Health
care Delivery and Integrated Health, Health Informatics and Information
Management and Consumer Health.
Reliance Health aims at revolutionizing healthcare in India by
enabling a healthcare environment that is both affordable and
accessible through partnerships with government and private
businesses.
• Reliance Media & Entertainment
As part of the Reliance - ADA Group, Reliance Entertainment is
spearheading the Group’s foray into the media and entertainment space.
Reliance Entertainment’s core focus is to build significant presence for
Reliance in the Entertainment eco-system: across content and distribution
platforms.
The key content initiative are across Movies, Music, Sports, Gaming,
Internet & mobile portals, leading to direct opportunities in delivery across
the emerging digital distribution platforms: digital cinema, IPTV, DTH and
Mobile TV.
Reliance ADA Group acquired Adlabs Films Limited in 2005, one of the
largest entertainment companies in India, which has interests in film
processing, production, exhibition & digital cinema.
53
55. PRODUCTS POLICIES
Reliance Life Insurancehas a wide array of insurance plans that have been designed with
the philosophy that different individuals are bound to have differing insurance needs.
The ideal insurance plan is one that addresses the exact insurance needs of the
individual that will depend on the age and life stage of the individual apart of the host of
other factors.
LIFE INSURANCE PLANS:
Under Life insurance plans, Reliance Life Insuranceoffers plans under the following
major categories:
Education Insurance Plans
Wealth creation Plans
Premium Guarantee Plans
Protection Plans
Saving&Investment
Plans
We all carry dreams in our lives.
You can realize these dreams by investing in a plan
that works as hard as you.
55
57. •
•
•
•
In life, you have always given your family whatever they have wanted. Yet,
there are some promises you have to fulfil, such as taking your family for a
vacation, or buying that dream house.
Set aside some money to achieve these specific goals with the help of
Reliance Savings & Investment Plans. The plan allows you to experience the
joys of life and provide for your family's needs.
Enjoy life without worrying about the promises you have made—we are
here to fulfil them.
Reliance Life Insurance Smart Maturity Benefit Plan
Reliance Life Insurance Super Endowment Plan
57
58. Reliance Life Insurance Guaranteed Money Back Plan
Reliance Life Insurance Money Multiplier Plan
Reliance Cash Flow Plan
Reliance Endowment Plan
Reliance Super Five Plus
Reliance Whole Life Plan
Reliance Connect 2 Life Plan
RETIREMENT SOLUTIONS:
The primary objective of retirement plan is to help you provide for your financial needs
in your post retirement years.
Forever Life
Life Time Super Pension
Life Link Super Pension
HEALTH PRODUCT SUIT:
Under Health Product Suit, Reliance Life Insuranceoffers plans under the following
major categories:
Health Assure
Health Assure Plus
Hospital Care
58
59. Cancer Care
Cancer Care Plus
Diabetes Care
Diabetes Care Plus
PRODUCT PORTFOLIO
Insurance Solutions for Individuals
Reliance Life InsuranceLife Insurance offers a range of innovative, customer-centric
products that meet the needs of customers at every life stage. Its products can be
enhanced with up to 4 riders, to create a customized solution for each policyholder.
Savings & Wealth Creation Solutions
Save'n'Protect is a traditional endowment savings plan that offers life
protection along with adequate returns.
CashBak is an anticipated endowment policy ideal for meeting milestone
expenses like a child's marriage, expenses for a child's higher education or
purchase of an asset. It is available for terms of 15 and 20 years.
59
60. LifeTime Gold is a unit-linked plan that offers customers the flexibility and
control to customize the policy to meet the changing needs at different life
stages. It offers 7 fund options - Preserver, Protector, Balancer, Flexi
Balanced Multiplier, R.I.C.H and Flexi Growth.
LifeStage RP is unit linked plan that provides you with an option of lifecycle-
based portfolio strategy that continuously re-distributes your money across
various asset classes based on your life stage. This will help you achieve the
right Asset Allocation to meet your desired financial goals.
LifeLink Super is a single premium unit linked insurance plan which
combines life insurance cover with the opportunity to stay invested in the
stock market.
Premier Life Gold is a limited premium paying plan specially structured for
long-term wealth creation.
InvestShield Life New is a unit linked plan that provides premium guarantee
on the invested premiums and ensures that the customer receives only the
benefits of fund appreciation without any of the risks of depreciation.
60
61. InvestShield Cashbak is a unit linked plan that provides premium guarantee
on the invested premiums along with flexible liquidity options.
LifeStage RP is a unique and powerful wealth creation insurance solution,
which combines the benefits of automatic asset allocation and quarterly
rebalancing along with increased protection.
Protection Solutions
LifeGuard is a protection plan, which offers life cover at low cost. It is
available in 3 options - level term assurance, level term assurance with return
of premium & single premium.
HomeAssure is a mortgage reducing term assurance plan designed
specifically to help customers cover their home loans in a simple and cost-
effective manner.
Education Solutions
SmartKid New ULRP provides guaranteed educational benefits to a child
along with life insurance cover for the parent who purchases the policy. The
61
62. policy is designed to provide money at important milestones in the child's life.
SmartKid plans are also available in traditional form.
Retirement Solutions
ForeverLife is a traditional retirement product that offers guaranteed returns
for the first 4 years and then declares bonuses annually.
LifeTime Super Pension is a regular premium unit linked pension plan that
helps one accumulate over the long term and offers 5 annuity options (life
annuity, life annuity with return of purchase price, joint life last survivor
annuity with return of purchase price, life annuity guaranteed for 5, 10 and 15
years & for life thereafter, joint life, last survivor annuity without return of
purchase price) at the time of retirement.
LifeStage Pension is a regular premium unit linked pension plan that
provides you with a unique lifecycle-based strategy that continuously re-
distributes your money across various asset classes based on your life stage,
eventually providing you with a customized retirement solution.
LifeLink Super Pension is a single premium unit linked pension plan.
62
63. Immediate Annuity is a single premium annuity product that guarantees
income for life at the time of retirement. It offers the benefit of 5 payout
options.
PremierLife Pension is a unique and convenient retirement solution with a
limited premium paying term of three or five years, to suit professionals and
businessmen, especially those who require more flexibility and customization
while planning their finances.
Health Solutions
Health Assure Plus: Health Assure is a regular premium plan which provides
long term cover against 6 critical illnesses by providing policyholder with
financial assistance, irrespective of the actual medical expenses. Health
Assure Plus offers the added advantage of an equivalent life insurance cover.
Cancer Care: is a regular premium plan that pays cash benefit on the
diagnosis as well as at different stages in the treatment of various cancer
conditions.
63
64. Cancer Care Plus: is a wellness plan that includes all the benefits of Cancer
Care and also provides an additional benefit of free periodical cancer
screenings.
Diabetes Care: Diabetes Care is a unique critical illness product specially
developed for individuals with Type 2 diabetes and pre-diabetes. It makes
payments on diagnosis on any of 6 diabetes related critical illnesses, and also
offers a coordinated care approach to managing the condition. Diabetes Care
Plus also offers life cover.
Diabetes Care Plus: is a unique insurance policy that provides an additional
benefit of life cover for Type 2 diabetics and pre-diabetics
Hospital Care: is a fixed benefit plan covering various stages of treatment -
hospitalization, ICU, procedures & recuperating allowance. It covers a
range of medical conditions (900 surgeries) and has a long term
guaranteed coverage upto 20 years.
Crisis Cover: is a 360-degree product that will provide long-term coverage
against 35 critical illnesses, total and permanent disability, and death.
64
66. Group Insurance Solutions
Reliance Life InsuranceLife also offers Group Insurance Solutions for companies
seeking to enhance benefits to their employees.
Group Gratuity Plan: Reliance Life InsuranceLife's group gratuity plan
helps employers fund their statutory gratuity obligation in a scientific manner
and also avail of tax benefits as applicable to approved gratuity funds.
Group Superannuation Plan: Reliance Life InsuranceLife offers a flexible
market linked scheme that provides substantial benefits to both employers and
employees. Both defined contribution (DC) and defined benefit (DB) schemes
are offered to optimize returns for members of the trust and rationalize cost.
Members have the option of choosing from various annuity options or opting
for a partial commutation of the annuity at the time of retirement.
Group Immediate Annuities: Reliance Life InsuranceLife realizes the
importance of prudent retirement planning. With this in mind, we have
developed a suite of annuity products that not only give you an income for life
but also provide you options to match your needs. In addition to the annuities
offered to existing superannuation customers, we offer immediate annuities to
superannuation funds not managed by us.
66
67. Group Term Plan: Reliance Life InsuranceLife's flexible group term
solution helps provide an affordable cover to members of a group. The cover
could be uniform or based on designation/rank or a multiple of salary. The
benefit under the policy is paid to the beneficiary nominated by the member
on his/her death.
67
68. Flexible Rider Options
Reliance Life InsuranceLife offers flexible riders, which can be added to the basic
policy at a marginal cost, depending on the specific needs of the customer.
1. Accident & disability benefit: If death occurs as the result of an accident during
the term of the policy, the beneficiary receives an additional amount equal to the
rider sum assured under the policy. If an accident results in total and permanent
disability, 10% of rider sum assured will be paid each year, from the end of the
1st year after the disability date for the remainder of the base policy term or 10
years, whichever is lesser. If the death occurs while traveling in an authorized
mass transport vehicle, the beneficiary will be entitled to twice the sum assured as
additional benefit.
2. Critical Illness Benefit: protects the insured against financial loss in the event of
9 specified critical illnesses. Benefits are payable to the insured for medical
expenses prior to death
3. Waiver of Premium: In case of total and permanent disability due to an accident,
the future premiums continue to be paid by the company till the time of maturity.
This rider is available with SmartKid, LifeTime Plus, LifeTime Super and
LifeTime Super Pension.
68
69. 4. Income benefit rider: In case of death of the life assured during the term of the
policy, 10% of the sum assured is paid annually to the nominee on each policy
anniversary till the maturity of the rider.
69
70. Some plans with detail
CASH BAK
Who can apply?
If you are 16 year old and not older than 55 years, the minimum sum is Rs. 75,000. You
have the option of paying yearly, half-yearly and also monthly premium.
Death benefit:
Sum assured + guaranteed additions (GA @ 3.5% compound annually on SA for the 4
years) + vested bonus (VB)
Maturity benefit:
50% of sum assured guaranteed additions for four years + VB ob entire sum assured.
Survival benefit:
At the end of the
year
SBAS % of S.S. End of the years SBAS % of S.S.
3 10% 4 10%
6 15% 8 15%
9 20% 12 20%
12 25% 16 25%
Maturity 50%+GA+VB Maturity 50%+GA+VB
Additional features:
70
71. For protection to your family against unfortunate health, hazards or eventuality, we offer
you the followings riders:
1. Critical illness Riders
2. Major surgical Riders
3. Accident & Disability benefit
4. accident benefit Riders
General features:
Surrender- after 3 policy years, you get certain amount on surrender of the policy.
SMART KID
Who can apply?
If you are a parent’s aged between 20 & 60 years with children in the age group of 0 to
15 years with minimum sum assured Rs. 1,00,000.
Death benefit:
Nominee get 100% sum assured + profit accrued on the plan till such date + Wavier of
premium
Survival benefit:
This policy pays out money at regular interval coinciding with important Miles tones in
child’s life. It has two options for payment.
71
72. Option 1:
At the end of Child Age Pay out
Term-7 5 years 0% of S.A.
Term-5 7 years 5% of S.A.
Term-2 0 years 5% of S.A.
Term 2 years 0% of S.A.+GA+VB
72
73. Option 2:
At the end of Child Age Pay out
Term-4 8 years 5% of S.A.
Term-3 9 years 20% of S.A.
Term-2 0 years 20% of S.A.
Terrm-1 1 years 0% of S.A.
Term 2 years 0% of S.A.
Riders:
1. Income benefit riders
2. Accident & Disability Benefit riders
3. Accident benefit riders
General features:
Surrender: after three policy years have been completed
Tex-benefit: Sec 80(c) on premium payment
Sec 10(10) D benefit on death & maturity claim.
73
74. FOREVER LIFE PENSION PLAN
Who can apply?
If a person age between 20 & 60 year with minimum term 5 years and maximum 30
years.
Life cover benefit:
Forever life pension plan provides life covers during the deferment phase. In unfortunate
event of the death, the spouse has the option to receive the sum assured with guaranteed
additions and vested bonuses(if any) as a lump sum or get an annuity that would provide
a regular income for life.
Maturity benefit:
1. Life Annuity: annuity for life
2. Life annuity with return of purchase price: life annuity for the annuitant with the
return of the purchase price.
3. Life annuity guaranteed for 5, 10, 15 years: guaranteed annuity paid for chosen
term and after that the annuity as long as the annuitant is alive.
4. Joint life, last survivor with return of purchase price: in this case, the annuity is
first paid to annuitant. After the death of annuitant, the spouse starts getting a
pension, which is an amount that equal to the annuity paid to the annuitant. After
the death of last survivor, the purchase price is return to the beneficiary.
74
76. REVIEW OF EXISTING LITRETURE
Philip G. Swaroff, Lizabeth A. Barclay, Alan R. Bass(2006) has written in his article
relations between recruiting source, employee tenure and productivity were examined for
a sample of 618 technical salespersons over a 2-year period. Unlike earlier research, a
relation between recruitment source and job tenure was not found, nor was recruiting
source found to be related to employee productivity. Explanations for differences
between the present findings and earlier research include: characteristics of this particular
job; the fact that multiple jobs and levels were not always considered; and the turnover
rate of the sample job. Additional findings lent some support to Schwab's (1982)
suggestion that recruiting sources may be differentially effective to the extent that they
reach different populations. A comparison of research results with text book presentations
and practitioner articles is also provided, with a discussion of the gap between research
and practice.
Charieoliver(2008) has said on her research paper that the key to successful recruitment
is to ensure that the criteria of suitability are overt and relevant to the job itself. Once
these criteria are agreed and shared it is possible to make more rational decisions about
someone's suitability for a job, based on evidence rather than ‘gut feeling’ or instinct.
Effective recruitment and selection should not be about the luck of the draw. Systematic
planning and preparation will increase the likelihood of taking on the right person. The
key to effective recruitment is preparation: knowing the job and what is required of
someone to perform it well. The costs of recruiting the wrong person can be significant.
The cost of employing someone may be at least twice their salary when factors such as
training, expenses and employer's contributions to their pension are added.
Rakesh sharma(2008) has written in his book that a company's success begins in the
recruitment process during which the screening and vetting procedures shape and convey
the company's demands to aspiring candidates. Therefore, it is essential for an
organization to construct an explicit and standardized mode by which skills,
qualifications and personal attributes are illuminated and used in the decision-making
76
77. process leading to employment. The author discusses a dual interview and supplementary
self-evaluation process to be used to fill a new position of print media editor.
Robert P. Vecchio(2004) Selection is the process of choosing from a group of applicants
the individual best suited for a particular position based on conventional and non-
conventional methods . Therefore, the effectiveness of recruitment has a significant
impact on the efficiency of the selection process. The selection process should provide as
much reliable and valid information as possible about applicants so that their
qualifications may be carefully matched with the job requirements.
BLife Advisorckman (2002) said in his book interviews are used widely for selection
purposes at senior or executive level (Campion, Palmer, & Campion, 1997; Garman,
2005). Research shows that to increase their reliability, validity and feasibility, interviews
should be based on a thorough job analysis and selection criteria, they should be semi-
structured and scored according to a behaviourally anchored rating scale. Multiple
interviews are often favoured over panel interviews, the modality of the interview should
be standardised across all candidates, and assessors should be trained .
77
78. RESEARCH METHODOLOGY
Research problem:- To get the potential Life Advisors for the sake of company’s
benefit.
Research Design :- Descriptive and Exploratory Research Design. Study is
descriptive because it describes the process of recruitment and selection and study is
exploratory because some more new profiles or segments are discovered for recruitment.
Universe & Sample size;- Reliance Life Insurance Gurgaon.
Agency Managers-20
Life Advisors-50
Sampling Technique;- convenient sampling
Data Collection and Sources:- Data is collected through primary and secondary
sources where primary data collection was done by structured questionnaire and
secondary data was collected from magazines,newspaper,books,etc.
Analysis pattern:- pie chart and bar chart were used for analysis.
78
80. ANALYSIS AND INTERPRETATION
RECRUITMENT PROCESS OF RELIANCE LIFE INSURANCE :
Primary Sources • Through Agency Manager References
• Cold Calling
• Through Interns
Kind Of Recruitment Process Basically, it is a 4 rounds procedure:
• Initially Candidate has to fill 750/-Rs. NAAF
(New Agent Application Form) then Screening is
done by Agency Managers.
• Business Opportunity Presentation (BOP) is
done by ADM (Agency Development Manager).
• Then, Branch Manager will Interview the
candidate.
• After this Training will be provided to
Candidate.
• And then Candidate has to undergo IRDA
Exam.
Strategies Followed No Strategies are followed as such.
Criteria for becoming
Financial Advisor(Life
Advisor)
Basic criteria is:
• Graduate.
• Age > 25
• Married Preferred.
• Female Preferred
• Min. of 5years of Residence in Gurgaon.
No. of days allocated for 18-20 days are allocated for Training.
80
81. training
In a month,no.of candidates
Recruited as Financial
Advisors
40-50 candidates are recruited as Life Advisors.
Training
Reimbursement/Commission
No Training Reimbursement is given to Life
Advisors.
In a year,no.of times
Training provided
Once in a month.
Reliance Life Insurance strictly follows the
norms of IRDA
so; if anyone is not fulfilling the criteria then
he cannot be awarded with any position in the
company.
Career Path Life Advisors get a good Career Path so they
can become Agency Manager as well as
Training Manager.
How is it Different Basically, Reliance Life Insurance concentrates
on :
• Professionalism
• Pragmatism
• Integrity
And also they want to become preferred
company for financial protection so, they take
candidate needs into consideration a lot as
they have multi-channel execution capability.
For agency managers
81
82. 1. From which segment people come and ready to do the job of LIFE
ADVISOR
segments Response
students 60% 12
Businessman 10% 2
govt. employes 10% 2
Housewives 5% 1
retired person 15% 3
100%
0%
10%
20%
30%
40%
50%
60%
students businessman govt.
employes
housewives retired
person
response
response
Interpretation
Most of the respondents said that the people come and ready to do the job of LIFE
ADVISOR are freshers..
2. What are the sources of recruitment?
82
83. Sources responses
employeement exchange 30% 6
consultancy firm 20% 4
Campus interview 0% 0
calling on random nos. 30% 6
References 20% 4
0%
5%
10%
15%
20%
25%
30%
employeement
exchange
campus
interview
references
Sources
Sources
Interpretation
According to survey the main source of life advisors are from employment exchange and
calling on random numbers.
3. Which one of the quality you want to see in your LIFE ADVISOR?
83
84. qualities Responses
communication skill 30% 6
Commitment 10% 2
Confidence 30% 6
social circle 30% 6
Punctuality 0% 0
0%
5%
10%
15%
20%
25%
30%
communication
skill
confidence punctuality
qualities
qualities
Interpretation
Communication skill,confidence and social circle are the main characteristics of LIFE
ADVISOR which agency manager want to see in the LIFE ADVISOR.
4. How many Life Advisor attend regular training sessions organized by
company?
84
85. Life Advisor in % Respondents
0-20 0
20-40 10%
40-60 45%
60-80 25%
80-100 20%
Respondents
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
0.5
0-20 20-40 40-60 60-80 80-100
Respondents
Interpretation
According to survey 40-60% Life Advisor attend the training sessions organized by
company.
5. How much time you can retain your active LIFE ADVISOR?
85
86. Time Respondents
0-1 year 40% 8
1-2 year 40% 8
2-3 year 10% 2
3-4 year 10% 2
4-5 year 0% 0
retain active LA
0-1 year
1-2 year
2-3 year
3-4 year
4-5 year
Interpretation
According to survey a company can retain LIFE ADVISOR only 0-2 years,after that
they change their company and join some other company of insurance.
6. How much % LIFE ADVISOR got permotion within company?
86
87. promotion Responses
10-20% 40% 8
21-30% 40% 8
31-40% 10% 2
41-50% 10% 2
51-60% 0% 0
promotion
10-20%
21-30%
31-40%
41-50%
51-60%
Interpretation
There is very small probability of permotion within company,this is only 10-30%.
7. Do you agree Life Advisor are doing good job?
87
88. respondents
StronglyAgree 0
Agree 25%
Neutral 25%
Disagree 50%
StronglyDisagree 0
StronglyAgree
Agree
Neutral
Disagree
StronglyDisagree
Interpretation
Most of the agency managers are not satisfied with the performance of Life Advisor.
8. Which segment do you want to give more priority?
88
89. Segments respondents
Businessman 15%
govt.employee 30%
retired person 30%
house-wife 10%
Fresher 15%
respondents
0%
5%
10%
15%
20%
25%
30%
35%
businessman govt.employee retired person house-wife fresher
respondents
Interpretation
According to survey managers want to recruit more businessman and retired persons as
compared to other options.
For Life Advisors
1. What is your qualification?
89
90. Qualification respondents
12th
10%
Graduation 60%
Postgraduation 20%
professional course 10%
any other 0%
respondents
0%
10%
20%
30%
40%
50%
60%
70%
12th
graduation
postgraduation
professionalcourse
any
other
respondents
Interpretation
According to survey qualification of most of the Life Advisor are graduation.
2. Marital status
Marital status response
90
92. Living status respondents
below 5yrs 20%
5-10yrs 30%
10-15yrs 20%
15-20yrs 20%
above 20yrs 10%
0%
5%
10%
15%
20%
25%
30%
35%
below 5yrs 5-10yrs 10-15yrs 15-20yrs above 20yrs
Series1
Interpretation
Maximum 30% respondents are living in Gurgaon since 5-10 years.
4. What is your family annual income?
family income(per annum)
Below 50000 0
92
93. 50000-100000 10%
100000-200000 20%
200000-300000 30%
above 300000 40%
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
below 50000 50000-100000 100000-200000 200000-300000 above 300000
Series1
Interpretation
Most of the respondents have more than three Life Advisorkh annual household income.
5. Are you satisfied with training sessions provided by company?
93
94. strongly agree 0
Agree 60%
Neutral 10%
Disagree 30%
strongly disagree 0%
strongly agree
agree
neutral
disagree
strongly disagree
Interpretation
There are half respondents satisfied with the training sessions provided by company and
one third are dissatisfied with the training sessions.
6. Are you satisfied with commission of Life Advisor?
strongly agree 0
94
95. Agree 25%
Neutral 0
Disagree 75%
strongly disagree 0
strongly agree
agree
neutral
disagree
strongly disagree
Interpretation
Most of the respondents are dissatisfied with commission of Life Advisor
7. Are you satisfied with promotion policy of company?
strongly agree 0
95
96. Agree 20%
Neutral 0
Disagree 70%
strongly disagree 10%
strongly agree
agree
neutral
disagree
strongly disagree
Interpretation
Most of the respondents are dissatisfied with the permotion policy of the company.
8. Are you doing this job as part time or full time?
part time 10%
full time 90%
96
98. Chapter-5
FINDINGS
• The agency managers can not retain the Life Advisor in company.
• There are very less number of Life Advisor who got promotion within the
company.
98
99. • About half number of Life Advisor are not attending the training sessions
provided by company.
• Most of the Agency Managers are not satisfied with the performance of Life
Advisor
• Most of the Life Advisor are not satisfied with their commission & promotion
policy of company.
• Agency managers mainly focus on students or freshers for life advisors .
• Reliance Life Insurance is new in insurance sector so people not know much abut
the company.
RECOMMENDATIONS
1. Company should focus more on profiles of Life Advisor while recruiting them,
for example, company should recruit people at the age of 28-32 years, company
should prefer married people who have a higher level of responsibility and
99
100. company should give preference to female life advisors such as female
entrepreneurs, divorced women.
2. Company should do some amendments in their promotion policy like they should
do internal promotion and stress on succession planning.
3. Company try to retain their active Life Advisors by giving some lucrative
incentives,quarterly bonus,tours based on their performance.
4. Company should do more interesting training sessions with the help of audio
visuals,two way communication,activities,practical training,etc.
5. Company should give more focus on advertisements so that they can lure more
people.
CONCLUSION
100
101. As we know Recruitment is distinct from Selection. Once the required number and kind
of human resources are determined, the management has to find the places where the
required human resources are/will be available and also they have to find the means of
attracting them towards the organization before selecting suitable candidates for jobs. The
present study has been done to analyze the effectiveness of recruitment process at
Reliance Life Insurance This study reveals that the company is not able to recruit
potential Life Advisors. Also the Life Advisors are dissatisfied with their commission
and promotion policy.
At the end of the study, we can conclude that though there is satisfactory recruitment
process but company have to do some amendments in their recruitment process to get
potential Life Advisors like company should choose suitable segment for Life Advisor.
BIBLIOGRAPHY
Books :
101
102. a) Blackman(2002), Human Resource Management, Tata Mcgraw Hill Publications.
b) Kotler Philips(2009),Marketing Management, Dorling Kindersley(India) Pvt.Ltd.
c) Kothari, C. R.(2005), Quantitative Technique, Vikas Publishing House Pvt.
Limited, New Delhi
d) Vecchio P Robert (2008), HRM Review, The Icfai University Press
Websites :
a) www.bhartiaxalife.com
b) www.citehr.com
c) www.irda.nic.in
d) www.paradize.com
Questionnaire
Hello sir/madam,
102
103. I am an M B A student and conducting a very prestigious marketing research project on “
Recruitment and Selection of Life Advisor in Reliance Life Insurance .” You are
requested to cooperate me by filling this questionnaire.
For agency managers
NAME ________________________________
GENDER a) Male b) Female
AGE a) Less than 25 b) 25-35 d) more than 35
1. From which segment people mostly ready to do the job of life advisor?
a) students(Freshers)
b) businessman
c) govt.employee
d) housewife
e) retired person
2. What are the sources of recruitment?
a) through employment exchange
b) through consultancy firm
c) through campus interview
d) calling on random numbers
e) through references.
3. Which one of the following quality you want to see in your LA?(rate 1-5)
a) good communication skill
b) commitment
c) confidence
d) social circle
e) punctuality
103
104. 4. How many LA’s attending regular training sessions organized by company ?(in %)
a) 0-20
b) 20-40
c) 40-60
d) 60-80
e) 80-100
5. How much time you retain your active LA’s?(in yrs)
a) 0-1
b) 1-2
c) 2-3
d) 3-4
e) 4-5
6. How much percent LA got permotion within company?
a) 0-20
b) 20-40
c) 40-60
d) 60-80
e) 80-100
7. Do you agree agents are doing good job?
Strongly Agree Agree Neutral Disagree Strongly Disagree
8. Which segment do you want to give more priority?
a) businessman
b) govt.employee
c) retired person
d) house-wife
e) fresher
104
106. AGE a) Less than 25 b) 25-35 d) more than 35
1. What is your qualification?
a) 12th
b) graduation
c) postgraduation
d) professional course
e) any other
2. Are you married?
a) yes b) no
3. How much time you living in gurgaon?(in years)
a) 0-5
b) 5-10
c) 10-15
d) 15-20
e) above 20
4. What is your family income?(in Rs per annum)
a) below 50,000
b) 50,000-1,00,000
c) 1,00,000-2,00,000
d) 2,00,000-3,00,000
e) above 3,00,000
5. Are you satisfied with training sessions provided by company?
Strongly Agree Strongly Disagree
1 2 3 4 5
6 .Are you satisfied with commission of LA’s?
Strongly Agree Strongly Disagree
106
107. 1 2 3 4 5
7. Are you satisfied with permotion policy of company?
Strongly Agree Strongly Disagree
1 2 3 4 5
8. Are you doing this job as part time or full time?
107
