project of mine

8/6/2019 Project of Mine

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A Project report on

RECRUITMENT OF FINANCIAL ADVISOR

A PROJECT REPORT PREPARED FOR PARTIAL FULFILLMENT OF REQUIREMENT

OF BBA DEGREE OF UNIVERSIY OF BIKANER

By

Rashmeet Kaur

(BBA 3rd Year)

UNDER THE GUIDENCE OF

Prof. INDU MIDHA and RITA MUDAI

SETH G.L. BIHANI S.D. (P.G.) COLLEGE SRIGANGANAGAR


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ACKNOWLEDGEMENT

I, undersigned express my sincere gratitude to following persons who helped me in the completing theproject work.

First of all I would like to express my thanks to our Professor M.L Sharma principle, Seth G.L. Bihani

S.D. (P.G) College, Sri Ganganagar, Prof. R.K. Aggarwal, vice principle, Seth G.L. Bihani S.D. (P.G)

College, Sri Ganganagar, Mr. Gurmeet singh, Sales manager, Max New York Life Insurance,

Hanumangarh and college authorities first for providing me the opportunity to work with one the

prestigious organization.

With a deep sense of gratitude and humble submission I would like to express my heartiest

gratefulness to my faculty guide Prof. Rita Mudai and Indu Middha, Seth G.L. Bihani S.D. (P.G)

College, Sri Ganganagar, whose help, stimulating suggestions and encouragement helped me in all the

times of research for and writing of the thesis.

Date: Rashmeet Kaur

Place: (BBA 3rd year)


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STUDENTS DECLARATION

I, undersigned Rashmeet Kaur hereby declare that the project work entitled

Recruitment of Financial Advisor And A Working Analysis of The Insurance Sector Max New

York Life Insurance Company Ltd. Hanumangarh Junction undertaken during the period from

24th February 7th June 2009, is the result of my own efforts and the same has not been previously

submitted to any examination of the Maharaja Ganga Singh University ,Bikaner.

Date: (Rashmeet Kaur)

Place:


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TABLE OF CONTENTS

S.NO. PARTICULARS

Acknowledgement

Students Declaration

Executive summary

Introduction

Introduction of the industry

Introduction of industry

Objective of study

History of life insurance

Benefits and roles

Various types of life insurance plan

Introduction of the company

Max India ltd.

New York life insurance

Max new York life insurance

Management team

Products

Survey

Insurance advisor

Why to be an advisor

Recruitment process

Recruitment funnel

The nine point system

Training

Findings and recommendations

Findings and recommendations

References

Conclusions


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Executive summary

In todays corporate and competitive world, I find that insurance sector has the maximum growth and

potentialas compared to the other sectors. Insurance has the maximum growth rate of

70-80% while as FMCG sector has maximum 12-15% of growth rate. This growth

potential attracts me to enter in this sector and Max New York Life Insurance has

given me the opportunity to work and get experience in highly competitive and

enhancing sector.

Success story of good market share of different organizations depends upon the availability of

the product and services near to the customer, which can be distributed through a distribution

channel. In insurance sector, distribution channel includes only agents or agency holders of the

company. If a company like Max New York Life, Bajaj Allianz, Tata AIG, etc has adequate

agents in the market they can capture big market as compared to the other companies.

Agents are the best way for a company of insurance sector through which policies and benefits

of the company can be explained to the customer.


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INTRODUCTION

All the human beings on the earth know that they will die in future but they dont want to die. They

want to fulfill all the dreams, which they had thought, but there are times when all these dreams cant

come true. Death is inevitable and yet we live our lives obvious to reality that may strike- when we

have no idea. And when it happens, all the dreams come crashing down.

In the words of D S Hansell Insurance may be defined as a social device providing financial

compensation for the effects of misfortune, the payment being made from the accumulated

contributions of all the parties participating in the scheme

Life insurance is the only tool to secure our life in future. It also provides a safe guard to the

uncertainty of our life. Life insurance is the cheapest investment tool in which we can earn more in a

short period of time.

The function of insurance is to protect you against losses you can't afford. This is done bytransferring the risks of a person, business, or organization -- the "insured" -- to an insurance

company, or "insurer." The insurer then reimburses the insured for "covered" losses -- i.e., those losses

it pays for under the policy's terms. As the insurance consumer, you pay an amount of money, called a

premium, to the insurer to transfer the risk. The insurer pools all its premiums into a large fund, and

when a policyholder has a loss, the insurer draws funds from the pool to pay for the loss. Life is full of

unexpected events that can create large financial losses. For example, whenever you drive, it is possible

that you may have a costly accident. Risks affect you by causing worry about potential loss and how to

deal with the consequences. Insurance reduces anxiety over a possible loss and absorbs the financial

brunt of its consequence.

The global life insurance market stands at $1,521.2 billion while the non-life insurance market

is placed at $922.4 billion.

India takes the 23rd position with US $9.933 billion annual premium collections and a meager

0.41% share.


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Out of one billion people in India, only 35 million people are covered by insurance.

Indian insurance market is set to touch $25 billion by 2010, on the assumption of a 7 per cent

real annual growth in GDP.

In 3 years time we would expect the 10% of the population to be under some sort of an insurance cover.

This assuming a premium of Rs. 5000 on an average, amounts to 100 million x Rs.5000 = Rs. 500 bn.

This has made the sector the hottest one in India after IT. With social security and security to the public

at large being the agenda for opening the sector, the role of the regulator becomes all the more serious

and one that would be carefully watched at every step.

OBJECTIVE OF STUDY

Is to recruit advisors for the company.

To make people aware about the career option as an advisor.

Make aware them about career option in Max New York Life Insurance Company Ltd.

HISTORY OF LIFE INSURANCE

Insurance concept had been found out way behind in 13th and 14th century. The earliest reference to

insurance has been found Babylonia, the Greeks and the Romans. The use of insurance appeared in the

account of North Italian Merchant Bank that then dominated the international trade in Europe at that

time.

The oldest and earliest record of insurance come in the form of marine insurance where ships and the

cargo were insured against perils such as pirates, storm, mutiny and wars.


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The first company known as the Sun Insurance Office Ltd. was set up in the Calcutta in the years 1710.

After that a number of companies were established for marine and general insurance. The history of

life insurance in India dates back to 1818 when it was conceived as a means to provide for English

Widows. Interestingly in those days a higher premium was charged for Indian lives than the non-Indian

lives as Indian lives were considered more risky for coverage.

The Bombay Mutual Life Insurance Society started its business in 1870. It was the first company to

charge same premium for both Indian and non-Indian lives. The Oriental Assurance Company was

established in 1880. The first general insurance company- Tital Insurance Company Limited was

established in 1850. Till the end of nineteenth century insurance business was almost entirely in the

hands of overseas companies.

Insurance regulation formally began in India with the passing of the Life Insurance Companies Act of

1912 and the provident fund Act of 1912. Several frauds during 20's and 30's sullied insurance business

in India. By 1938 there were 176 insurance companies. The first comprehensive legislation was

introduced with the Insurance Act of 1938 that provided strict State Control over insurance business.

The insurance business grew at a faster pace after independence. Indian companies strengthened their

hold on this business but despite the growth that was witnessed, insurance remained an urban

phenomenon.

The Government of India in 1956, brought together over 240 private life insurers and provident

societies under one nationalized monopoly corporation and LIC was born. Nationalization was justified

on the grounds that it would create much-needed funds for rapid industrialization. This was in

conformity with the Government's chosen path of State led planning and development.

The (non-life) insurance business, however, continued to thrive with the private sector till 1972. Their

operations were restricted to organized trade and industry in large cities. The general insurance industry

was nationalized in 1972. With this, nearly 107 insurers were amalgamated and grouped into four

companies- National Insurance Company, New India Assurance Company, Oriental Insurance

Company and United India Insurance Company. These were subsidiaries of the General Insurance

Company (GIC).


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A brief history of the Insurance sector

The business of life insurance in India in its existing form started in India in the year1818 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 was consolidated and amended by the Insurance Act with the objective of

protecting the interests of the insuring public.

1956: 245 Indian and foreign insurers and provident societies were 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 crores 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. Some of the important milestones in the general insurance business in India are:

1907: The Indian Mercantile Insurance Ltd. set up, the first company to transact all classes of general

insurance business.

1957: General Insurance Council, a wing of the Insurance Association of India, frames a code of

conduct for ensuring fair conduct and sound business practices.

1968: The Insurance Act amended to regulate investments and set minimum solvency margins and the

Tariff Advisory Committee set up.

1972: The General Insurance Business (Nationalization) Act, 1972 nationalized the general insurance

business in India with effect from 1stJanuary


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1973: 107 insurers amalgamated and grouped into four companys viz. the National Insurance

Company Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company Ltd. and the

United India Insurance Company Ltd. GIC incorporated as a company.

BENEFITS OF LIFE INSURANCE

Superior to Any Other Savings Plan

Unlike any other savings plan, a life insurance policy gives protection against risk of death. In the event

of death of a policyholder, the insurance company makes available the full sum assured to the

policyholders' near and dear ones. In comparison, any other savings plan would amount to the total

savings accumulated till date. If the death occurs prematurely, such savings can be much lesser than the

sum assured. Evidently, the potential financial loss to the family of the policyholder is sizable.

Encourages and Forces Thrift

A savings deposit can easily be withdrawn. The payment of life insurance premiums, however, is

considered sacrosanct and is viewed with the same seriousness as the payment of interest on a

mortgage. Thus, a life insurance policy in effect brings about compulsory savings.

Ready Marketability and Suitability for Quick Borrowing

A life insurance policy can, after a certain time period (generally three years), be surrendered for a cash

value. The policy is also acceptable as a security for a commercial loan, for example, a student loan. It

is particularly advisable for housing loans when an acceptable LIC policy may also cause the lending

institution to give loan at lower interest rates.

Disability Benefits

Death is not the only hazard that is insured; many polices also include disability benefits. Typically,

these provide for waiver of future premiums and payment of monthly installments spread over certain

time period.


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Accidental Death Benefits

Many policies can also provide for an extra sum to be paid (typically equal to the sum assured) if death

occurs as a result of accident.

Tax Relief

Under the Indian Income Tax Act, the following tax relief is available

a) 20 % of the premium paid can be deducted from your total income tax liability.

b) 100 % of the premium paid is deductible from your total taxable income.

When these benefits are factored in, it is found that most polices offer returns that are comparable or

even better than other saving modes such as PPF, NSC etc. Moreover, the cost of insurance is a very

negligible.


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ROLE OF LIFE INSURANCE

Security and Stability

Investment

Preservation of Health

Increase Efficiency

Self Reliance

Mental Peace

Planning of future

Safe guard against statutory liability

Capitalization of earning capacity

Exemption from Tax Liability

Safety to Investment Mode.


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TODAY IN THE LIFE INSURANCE MARKET THERE ARE 13 PLAYERS AND TOTAL 149

VARIOUS PLANS AVAILABLE.

Insurer

Total Premium U/WTotal No. of Policies

Issued

Average Premium Per

Policy

Feb-09 Apr-Feb 09 Feb-09 Apr-Feb 09 Feb-09 Apr-Feb 09

1 ICICI 11900 57714 79752 340511 14922 16949

2 TATA AIG 2754 14287 16368 136990 16826 10429

3 OM KOTAK 974 6961 4789 38925 20328 17882

4 BIRLA SUNLIFE 5248 24752 19792 112254 26514 22050

5 MAX NEW YORK 1420 10518 18137 117351 7830 8963

7 HDFC 2218 15002 19058 167769 11639

8942

8 MET LIFE 269 1828 2912 19497 9225 9377

9 ALLIANZ BAJAJ 2008 11397 17168 142536 11694 7996

SBI 2037 11617 10025 60121 20315 19323

11 AVIVA 944 5935 7558 56478 12492 10509


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12 AMP SANMAR 264 2100 3105 36843 8506 5700

SUB TOTAL 30718 166628 207079 1288500 14833 12932

13 LIC 159078 1137127 2570814 19341707 6188 5879

GRAND TOTAL 189796 1303755 2777893 20630207 6832 6320


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Max India Ltd.

Founded in 1985, Max India Limited is a Public Limited Company listed on the NSE and

BSE of India with over 26,000 shareholders.

Businesses of:

Healthcare (Max Healthcare)

Life Insurance (Max New York Life Insurance)

Clinical Research (Neeman Medical International)

Max also Maintains Interests in:

Specialty Plastic Products for the packaging industry (Max Specialty Products)

Healthcare Staffing (Max Health Staff)

Till 1999, The Companys Main Interests and Partnerships were the following:

Business

Bulk Active Pharmaceuticals

Electronic Component Distribution

Mobile Telephony

V-SAT Communications

Plating Chemicals

Information Technology

Partners


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DSM Gist Brocades

Motorola, USA

Avnet Inc., USA

Hutchison Telecom Ltd. Hong Kong

Comsat Investment Inc., USA & Lockheed Martin, USA

Atotech, Germany

Mind Crossing, USA


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New York Life Insurance

New York Life Insurance Company (www.newyorklife.com) a Fortune 100 company founded

in 1845, is the largest mutual life insurance company in the United States and one of the largest

life insurers in the world. Headquartered in New York City,

Company offer life insurance, annuities and long-term care insurance.

New York Life Investment Management LLC provides institutional asset management and

retirement plan services.

New York Life is one of the largest and strongest life insurance companies in the world with

more than USD$215 billion assets.


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MAX NEW YORK LIFE INSURANCE

Max New York Life Insurance company ltd. is a joint venture between New York Life, a

Fortune 100 company and Max India Limited, one of Indias leading Multi-business Corporation. The

company has positioned itself on the quality platform, in line with its vision to be the most admired life

insurance company in India, it has developed a strong corporate governance model based on the core

values of excellence, honesty, knowledge, caring, integrity and teamwork. The strategy is to establish

itself as a trusted life insurance specialist through a quality approach to business.

In line with its values of financial responsibility, Max New York Life has adopted prudent

financial practices to ensure safety of policyholders funds. The Companys paid up capital is Rs 907.4

crore, which is more than the norm laid down by IRDA.

Max New York Life has identified individual agents as its primary channel of distribution.

The Company places a lot of emphasis on its selection process, which comprises four stages-screening,

psychometric test, career seminar and final interview. The agents advisor is trained in-house to ensure

optimal control on quality of training.


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Max New York Life invests significantly in its training program and each agent is trained

for 152 hours as opposed to the mandatory 100 hours stipulated by the IRDA before beginning to sell

in the marketplace. Training is a continuous process for agents at Max New York Life and ensures

development of skills and knowledge through a structured program spread over 500 hours in two years.

This focus on continuous quality training has resulted in the company having amongst the highest agentpass rate in IRDA examinations and the agents advisors have qualified for the Million Dollar Round

Table (MDRT) membership in 2007.MDRT is an exclusive congregation of the worlds top selling

insurance agents and is internationally recognized as the standard of excellence in the life insurance

business.

Having set a best in class agency distribution model ion place, the companys is

spearheading a major thrust into additional distribution channels to further grow its business. The

company is using a five-pronged strategy to pursue alternative channels of distribution. These include

the franchisee model, rural business, direct sales force involving group insurance and telemarketing

opportunities, banc assurance and corporate alliances.

Max New York Life offers a suite of flexible products. it now has 43 life insurance products

and 8riders that can be customized to over 800 combinations enabling customers to choose the policy

that best fits their need.

Management Team

Rajesh Sud

Managing Director and CEO,

Max New York Life

Rajit Mehta

Chief Operating Officer

Anil Mehta


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Senior Director - New Markets SBU

Sunil Kakar

Senior Director & Chief Financial Officer

Ajay Seth

Senior Director- Legal & Compliance

Debashis Sarkar

Senior Director & Chief Marketing Officer

John Poole

Appointed Actuary

Products

Individual

Protection

Five Yr Renewable and Convertible

Level Term Policy

Children

Children's Endowment to 18 (Par)

Children's Endowment to 24 (Par)

SMART Steps TM

SMART Steps Plus TM

SMART Steps TM Single Premium

Investment


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Life Maker TM Premium

Life Maker TM Platinum

Life Maker TM Gold

Smart Express TM

SMART Assure

Retirement

Easy Life TM Retirement (Par)

SMART Invest TM Pension

Health

Life Line MediCash TM

Life Line MediCash TM Plus

Life Line Wellness TM

Life Line Wellness TM Plus

Life Line Safety Net TM

Life Line Healthy Family TM


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Savings

Whole Life Participating

20 year Endowment (Par)

Endowment to Age 60 (Par)

Life GainTM

Plus 20 (Par)

Life Gain TM Plus 25 (Par)

Life Pay TM Money Back

Life Gain TM Endowment

Life Partner Plus TM

Rural

Easy Term Policy

Additional Distribution


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Max Mangal TM

Max Vriksha TM

Capital Builder

Max Amsure

Future Builder

Bonus Builder

Minimum Eligibility

Age 18 years and above

Education 12th Pass

Skill Sets

Initiative.

Hard work and Discipline

Relationship building

Communication skills

Do you want a new career?

Do you want to earn lots of money?

Do you want the satisfaction of helping others achieve their dreams?

If the answer is yes, then Max New York Life is the place for you.


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SURVEY

INSURANCE ADVISOR

Persons who sell insurance policies, for a single insurance company, in return for a commission are

called ADVISORS.

Insurance Advisors are the bridge or the channel partners between the policyholder and insurance

company. They make the base for the insurance company. In other words, it can be said that advisors

are those people in the organization who can give business to the company.

They are the representatives of an insurance company who sells insurance. An insurance advisor

locates prospective insurance customers, determines the insurance needs of each customer, and assists

the customer in applying for insurance. Typically, an insurance advisor will deliver the policy when the

application is approved, will collect the initial premium, and will provide customer service to policy

owners. An advisor is also called a field underwriter or a life underwriter.

Some other ways to sell insurance policies are:


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Bancassurance and Corporate Agency.

WHY TO BE AN ADVISOR?

No start up capital required

Flexible working environment

Be your own boss

Unlimited earning potential

To be part of a world-class team


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Target Audience

Chartered Accountants

Company Secretaries

Tax Consultants

Businessmen

Beauty Parlors

Management Consultants

Advocates

Engineers

Tour and Travels owners

Air ticket bookings

Two and Four wheeler finance companies

Courier services

Retailers of different products

Computer Hardware Business

Software Business

Furniture shops


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Recruitment Process

Recruitment is the process of finding the right people for the right job or function. To ease your job as a

Recruiter, MNYL had designed a Recruitment process. This recruitment process is based on the

practical experience and feedback received from the general officers. The recruitment process map is

depicted as follows:

The Recruitment Process Map

Recruitment Process

Additional Interview

Career Interview

Evaluate P200

Career Seminar/Administer P200

Reference Check

Screening Interview

Name Gathering

Every time the Recruiter and the prospective candidate meet, they are meeting for different reasons

(Value addition takes place at each stage). At every stage, the Recruiter gets to know more about the

prospective candidate and the prospective candidates gets to know more about the job opportunity and

the company. It also checks the prospective candidates interest and conviction about the job. Lets

discuss this process step-by-step.


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1. Name Gathering

Name gathering or prospecting is the first step in the Recruitment Process. It is the process of gathering

names of individuals who can be prospective Agent Advisors.

If the Recruiter is able to generate names, the Recruiter would be able to select suitable Agent Advisors

and let go of prospective candidates who are not meeting the standards. Without any prospecting skills,

the Recruiter would appoint Agent Advisors who are significantly less than ideal, and would hang on

to poor performers long after they should have left the organization.

The name gathering sources can be categorized into controllable and uncontrollable sources. Common

controllable name gathering sources are nominators centers of influence, and agent referral program.

Magic questions during personal observations, spotters, direct mailers, and advertisements are

common uncontrollable sources of name gathering.

We will know about these sources in greater detail in next session, Name Gathering.

2. Screening Interview

After gathering names, the next step is to conduct the Screening Interview. This interview is the first

interview with the prospective candidate, which the Recruiter would always conduct at his or her

office. The screening consists of the following activities:

a. Initial Screening Interview

b. Competency Based Interview (CBI)

Lets learn about each one in detail.

a. Initial Screening Interview

The initial screening interview is an interview conducted with an objective to literally screen the

prospective candidate and determine whether to continue the interview process or not.

b. Competency-Based Interview

The objective of this interview is to assess the prospective candidate for desired competencies such as

entrepreneurship skills and perseverance.


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3. Reference Checks

After the Screening Interview, the next step is to perform the reference checks. Two types of reference

checks should be performed at this stage, Professional Reference Check and Personal Reference Check.

4. Career Seminar and Administering P200

After the Recruiter has done the reference check, the next step is to arrange for a career seminar and

administer P200.

The career seminar answers queries that the prospective candidate might have about the role of an

Agent Advisor. The Career Seminar is conducted by the Office Head and this is the first platform in

which the prospective candidate and the office head interact. In Career Seminar, the compensation and

training program offered to an Agent Advisor are also discussed in detail.

If the prospective candidate is comfortable with the offer, the next step is to begin identifying the

natural market of the prospective candidate. To identify the natural market, the project 200 (P200) can

be used. P200 is a tool that focuses on prospecting. The prospective candidate is asked to list the names

and contact details of 200 qualified prospects in P200. A qualified prospect is a person who:

Has the authority to decide about the purchase

Can pass the underwriting requirements

Has a need for the products

Can afford to pay a premium

Can be seen as favorable

Has the disposable income to pay the premiums.

5. Evaluate P200

After arranging the Career Seminar and Administering P200, the next step for the Recruitment

Manager is to identify whether the prospective candidate will be able to survive in the insurance

business or not. For an Agent Advisor to survive in the insurance business, it is essential that the Agent

Advisor experience some initial success in the natural market. For this success, it is essential that the


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prospects listed in the P200 are qualified prospects. If not, it is likely that the Agent Advisor will not be

able to continue for long in the business.

If the prospective candidate is not able to list down names of qualified prospects in P200. the

Recruitment Manager should not waste his or her valuable time pursing the prospective candidate.

6. The carrier Interview

Carrier interview is usually the last round of interview between the Office Head and the prospective

candidate. The main task of the Office Head is to explain to the prospective candidate about the

opportunities of the career and motivate him or her to become an Agent Advisor. The Office Head must

also motivate the prospective candidate and prepare him or her. Beside motivation, the office Head

must also checks the prospective candidate`s understanding of the career, whether he or she is concious

about the career, whether he or she has any apprehensions, if he or she is suitable for the job, or if the

opportunity has been oversold to him or her.

7. Additional Interview

An Additional Interview can be conducted if there is doubt in the mind of the prospective candidates.

Besides the office Head, the Associate Partner and Training Manager can also be involved in the

interview. This may also involve the Office Head calling the spouse during the additional interview.

Recruitment Funnel

The Recruitment Process is structured to ensure that you get the best team. The process is like a funnel,

which filters all the candidates and allows only the best to join your team.

120 Now names per month

40 Screening interviews per month

32 Competency based interviews per month

16 Carrier seminars per month

12 Project -200 / Market surveys

8 Career interviews

4 Agent Contracts per month


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To be successful in your career you need to rigorously gather names, Notice the ration or input is to

output in the funnel. However, don`t be afraid. If you gather names carefully, out of 20 recruits 4

prospective candidates will reach the stage of Career Interview. If you understand the perspective of

your office heads all the prospective candidates will clear the Career Interview.

Secret to Successful Recruitment: Rule of 62

Gather 6 New names of prospective Agent Advisors everyday.

Book 2 screening interview appointment everyday.

Recruiting is most successful when it is treated like a marathon- uniformly measured and paced all

year through. If you are able to generate enough quality candidate names, you will be able to select

and hire top quality candidates.

Studies of high retention and high productivity agencies have found that these offices interview

more candidates per hire than agencies with low retention. If you have a steady flow of candidates

for initial interview, you will be better able to weed out unsuitable candidates and let go to Agent

advisors who are not performing well. So make recruiting a daily event.

Sources of Name Gathering

A recruiter can recruit from two recruiting sources, controllable and uncontrollable sources.

Sources of recruitment are classified as controllable or uncontrollable based on whether the

Recruiter has control or does not have control over the source. Controllable and uncontrollable

sources can be distinguished by asking the following for filter questions:-

Can I do this activity?

Is the reach measurable?

Is the response instant?

Can the name be qualified?

If answers to all the above four questions are yes, then the sources is controllable.

Controllable Sources

Controllable sources are the sources in which a Recruiter can be proactive in gathering names of the

prospective candidates. When using controllable sources, Recruiters need not rely on external

factors to begin Name Gathering. Some controllable sources are:


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Centers of influence (COI)

Nominators

Magic Question

Agent Advisor Referrals

Personal Observation

Policyholders

Friends and family

Let`s learn about each one in detail.

Center of Influence

A center of Influence (COI) is an individual who knows large groups of people or is member of

these groups.Some characteristics of a COI are as following:

A COI has substantial influence over these groups of people he/she knows.

COIs typically come from natural markets.

A COI is an individual who has interest in your career.

Nominators

Another important for gathering names is Nominators. Nominators are individuals who can givereferrals, but with whom a Recruiter has not yet developed a COI relationship.

Magic Question

Magic question is a simple and direct question that a recruiter can ask effectively to garter names of

prospective candidates. It is easy to memorize and could be used on an impromptu basis.

A recruiter can ask the Magic Question to gather names of prospective candidates. The Magic

Questions can be asked in the following two styles to the nominator, center of influence, or the

prospective candidate:

Let me ask you, what in your mind makes a good salesperson?

What characteristics do you think someone needs to be successful in sales?

Agent Referral Program


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Agent Referral Program (ARP) is a unique tool that is used to gather names from successful Agent

Advisor. Under this program an Agent Advisor refers prospective candidates. If the prospective

candidates are selected a monetary award known as Agent Referral Commission (ARC) is paid to

Agent Advisor for recommending prospective candidates.

ARP also provides and additional income opportunity for Agent Advisors.One question that you might have is Would Agent Advisor be concerned about giving the Recruiter

their contacts?

Probably, but they may not voice their concerns. Therefore, the recruiter needs to anticipate

objections and be prepared to address Agent Advisors` concerns and sell them on the benefits of

providing names.

Personal observation

Personal Observation can be defined as a face-to-face contact made on an impromptu basis in order

to secure an appointment for a recruiting interview.

Effective recruiting requires consistent activity. Personal Observation is a method of Name

Gathering that enables the Recruiter to be always recruiting and taking advantage of every

opportunity that arises. These opportunities usually occur when the Recruiter is in the midst of

some other activity or event. For example, the Recruiter may be having lunch with an Agent

Advisor, attending a childs sporting event, working out at the gym or running errands on the

weekend.

Policy holders

Former clients of Agent Advisor can be a great source of referrals. The Agent Advisor has already

established relationships with them, and they view MNYL in a favorable light. The following are

some of the tips that the Recruiter can use for Name Gathering from policyholders:

Cultivate policyholders into Centers of Influence: When clients call for service, the Recruiter

should take time to share his role with them. Invite them to a seminar or suggest a meeting to solicit

their advice on potential Nominators or candidates. As the Recruiter meet clients from a servicing

relationship with time or her, continue to educate them on the markets he or she have targeted. They

may know influential people who may be good candidates or Nominators.


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Ask business policyholders for contacts of good sales people: Recruiters may ask business

policyholders to provide the business cards of impressive sales people who contact them. Ask them

to screen for him or her so that he or she get the names of only the best salespeople.

Help stimulate name sharing by referring business to the policy holders: Many policyholderswould know lawyers and accountants. Both business and personal clients would often have good

relationships with lawyers & accountants. These professionals can be excellent Nominators. Seek

introductions to them in his or her new role as a Recruiter, & evaluate them as potential COI.

Friends and Family

Another important source for Name Gathering is family and friends. The recruiter should never

hesitate to approach friends and family. As a Recruiter, the Recruiter is giving them the opportunity

to help himself or herself and the people they refer at the same time. The Recruiter should never

discount his or her friends and familys ability to expand his or her network of eyes and ears.

The Recruiter should approach friends and family as Nominators. Initially, the Recruiter should

include friends and family in his or her Nominator cultivation efforts. Some of the friends and

family members, who know his or her target markets well, may become COI. The Recruiter should

ensure that the prospective Agent Advisor are fully aware of the career opportunity and are kept

informed about the type of people he or she is seeking.

Uncontrollable sources

Once the Recruiter has evaluated and selected the controllable recruiting sources that best fit the

target markets of the Recruiter, uncontrollable sources must also be taken into consideration to

complete his or her plan. Uncontrollable sources require some external event or action to begin

Name Gathering. Uncontrollable sources provide a consistent name flow and once established, they

can become automatic parts of the recruiting process of Recruiter. Uncontrollable sources, also

known as supplemental sources, should not become the core of the recruiting process for a

Recruiter. They are effective at increasing name flow however; they are a passive approach to the

critical responsibility of gathering names of prospective candidates. In general, the uncontrollable

sources can be discussed as follows:

Newspaper advertising

Agent Advisor marketing Tools


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Direct mail and per-approach letters

Employment agencies

Seminars

Campus recruiting

HR Managers

Job Fairs

The Internet

Newspaper Advertising

Newspaper advertising can give the Recruiter access to a large audience in a short time, although it

could be expensive. Advertising in newspapers would increase the Recruiter interview activity.

Therefore, the Recruiter should advertise in newspapers and general publications with a specific target.However, these advertisements have to be pre-approved by MNYL.

Agent Advisor Marketing Tools

Agent Advisor Marketing Tools comprise of posters, advertisements and inserts. These tools have been

developed to help Agent Advisor in their business. All these tools have been showcased in the Agent

Advisor Marketing Tools catalogue available at nay MNYL office. The following are some of the tips

that the Recruiter can use while Name Gathering using newspapers advertisements and Agent Advisor

Recruiting Tools:

The Recruiter needs to interview placement consultants about their services and fees. Not only

would the Recruiter be better educated about how to target markets through different

publications, he or she may also develop the consultant into a Nominator, and possibly, into an

Agent Advisor.

The Recruiter could use Agent Advisor Recruiting Tools and scripts. Marketing and media

professionals have developed these texts, and they are compliance pre-approved.

The Recruiter can run targeted advertisements in different sections of the classifieds. For

example, the Recruiter places an advertisement targeting bankers in the banking section,

Accountants n the accounting section, and so on. Using these articles he or she would be able to

build his or her name recognition, prestige and presence in the community and targeted markets.


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Direct Mail/Pre-approach Letters

Many leading Recruiters use company-approved direct mail to obtain large numbers o prospective

Agent Advisors names. The name flow that direct mail generates can be worth the cost if he or she set

up an ongoing system that does not require too much of his or her time. The following are some of the

tips, which the Recruiter can use while using direct mail for Name Gathering: The Recruiter should ensure that his or her mailing system is efficient.

The Recruiter must use pre-approved direct mail letters.

The Recruiter just must keep records of his or her mailings. The Recruiter should consider

sending joint mailings to an established Agent Advisors client file.

After sending direct mails, the Recruiter must follow up with a phone call, using a Nominator

talk. He or she should consider adding profiles of successful Agent Advisor in these letters and

target them accordingly.

The Recruiter should make follow-up phone calls from the Agent Advisor bay so that he or she

can lead by example, as his or her Agent Advisor make their calls.

Employment Agencies

Public employment agencies can be helpful in Name Gathering. Some employment agencies would let

the Recruiter use the opportunity to access the databases and would give his or her fax number to

receive resumes. The Recruiter should try to cultivate the agency manager into a Nominator / COI. The

competitors of the Recruiter may also use this source. Therefore, the Recruiter should ensure to

distinguish MNYL from the competition.

When using employment agencies for Name Gathering, resume-writing services such as naukri.com

may share the resumes they produce with him or her as a value-added service to their customers.

Recruiter should not approach private agencies that charge a fee or commission for their services

without the guidance of his or her Supervising Manager.

Spotters

A spotter is defined as a person who is well aware about the profile of a quality MNYL Agent Advisor.

The spotter identifies prospective candidates as well as individuals who have very good networking,

such as president trade bodies, and kitty party organizers.


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The modus operandi to use a spotter is to first identify a spotter. In the second step, explain to him or

her required profile, and finally agree on payment terms. The Recruiter bears the cost of such payment.

Seminars

Recruiting seminars enables the Recruiter to make a good impression with a well-rehearse professionalpresentation. In addition to recruiting seminars, sales seminars, continuing education seminars, or other

groups meetings can also provide opportunities to develop Nominators.

Campus Recruitment

Campus recruitment is another important source for Name Gathering. However, the Recruiter needs to

speak to the Supervising Manager about how he or she should integrate this source into his or her

recruiting plan. Supervising Manager can guide him or her, based on experience, to specific colleges,

departments, or placement officers.

The Recruiter can follow some of the following tips for campus recruiting:

The Recruiter should treat the campus placement officers, or other referral sources, as

Nominators or COI. If he or she develops a strong relationship with a placement officer, he or

she would have a source of quality, screened referrals.

The Recruiter should visit alumni offices and graduate school departments. Many colleges have

placement officers and newsletters to help graduates find employment.

The Recruiter should build relationships with business school professors who can be cultivated

into COI.

The Recruiter should look for alumni who may be re-entering the job market with some sales

experience.

The Recruiter should use company resources.

The Recruiter should avoid reinventing the wheel. Contact partner-Strategic Initiatives at

Home Office for specific assistance.

Jobs Fairs

Participating in career and job fairs could be expensive, but these could be great sources of quality

names. The following are some of the tips that can be used by the Recruiter:


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Do you research: When the Recruiter used the Internet to retrieve and use resumes; he or she

should explore alternatives before paying a per-resume fee. He or she should ask other

Recruiters who are using the Internet about the sites they are using to retrieve resumes. The

Recruiter could explore the web page for MNYL as well as web pages of related industry

association. For example, he or she can use an internet search engine, such as Yahoo, to searchfor specific information.

Know the relevant web sites restrictions: MNYL does not currently allow Recruiters or Agent

Advisor to put up their own Web pages. In addition, advertising on the Web is limited, and must

go through compliance prior to use.

Contacting COI in Person

(Name) as you may remember. I am now working for Max New York Life in the area of Life Insurance

(name) ___________ Max a leading Indian enterprise has grown very rapidly as the result of some

tremendous success in the areas of Health care and Life Insurance. And New York Life is out partner.

New York Life is one of the oldest, largest and finest insurance companies in the US. They have had

tremendous success in developing the bus9iness in the U.S and in many other Asian Countries. We are

looking for bright talented people to help us in this effort. The reason I am talking to you today is that

you may know someone who is not entirely happy with his or her current job and is looking for a new

opportunity. May be this is somebody who is not making enough money or may be he has to be away

from home for long period or may be he has progressed as far as he could in his current job. Does that

remind you of somebody you know?

(Wait for an answer. If you get names, just write them down!! Dont ask questions-yet! If no names,

proceed with scripts as follows)

(name) I am not surprised that you cannot think anybody; however, if you let me tell you a bit more

about what we are looking for may be that will help you. I know that the person who is most likely to

be successful will probably be about 25 years age or older; he will probably be married; most likely he

will be a graduate and he should definitely have been living is his present location for at least a couple

of years.

Allow me to suggest where you might find somebody who could be a good candidate for this

wonderful opportunity. Let me ask you what your favorite relaxation, pastime or sport is? What about

people you often meet there? Who amongst your neighbors is a very talented person who might like to


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earn more money? May be somebody you used to go to school with; perhaps somebody you worked

with in a prior job? There might be a very good sales rep who calls on you regularly.

Thanking COI on Suggesting Names

Great, I really appreciate you help. I am going to call ___ and tell him/her you had some very nicethings to say about him/her and to invite him/her to come into meet us and learn more about our

opportunity. Ill stay in touch with you and keep you informed about how things go. In the meantime if

you want to call _____ and tell him about our conversation that would great! Thanks again!

If you are still having trouble getting a positive response, then try the following:

________ Let me ask you a question; What in your mind makes a good salesperson? What

characteristics do you think someone needs to have to be successful in sales? Who do you know who

communicates well? Who is determined, pleasantly persistent salesman?

Record names 1st & then ask for detail later.

Presenting the Magic Question

A sample script of presenting the Magic Questions is as follows:

I know I caught you unaware today however, I am sure you come into contact with many people on a

regular basis. You probably have a pretty good idea of what qualities it take to make a good sales

person.

Next the Recruiter needs to pose the Magic Question.

Let me ask you what in your mind makes a good salesperson? What characteristics do you think

someone needs to be successful in sales?

If the COI cannot think of any characteristics of a good and successful salesperson, the Recruiter

should help them and gain their agreement. For example, he or she might use the following prompts:

Communicated well

Pleasantly persistent

Determined

Intelligent


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Friendly

When the Recruiter mention the first characteristic, Communicates well, he or she should also ask the

nominator about who is the first person that he can associate with this characteristic. After the

Nominator mentions a name, the Recruiter should ask Whether there is any other person that comes tohis or her mind who can be associated with the same characteristic.

The Recruiter should use a similar approach to help the Nominator identify names for the other

characteristics, such as pleasantly persistent, determined, intelligent, and friendly.

After the Nominator identifies few names, the Recruiter should then continue through the list. He or

she should ensure to establish the name flow first and then quality each name, The Recruiter then needs

go back to the first name mention and gather information about the prospective candidate. The

Recruiter can use the following script to gather additional information:

Can you tell me a little more about this individual? Why did this person come to mind?

Next, the Recruiter next needs to quality each of the names by asking more about their profile and the

business they do. At this point, the Recruiter should explain what he or she intends to do with these

names. The Recruiter can explain the purpose for his gathering names to the Nominator using the

following script:

Let me tell you what I would like to do. I would be calling upon them, inviting them to my office and

talk about the opportunity we have to offer. It would be wonder full if you can tell them about our

discussion

Do you have this first person`s phone number or business card?

The Recruiter should continue to secure phone numbers. The magic Question is also a very effective

talk to use in a Screening Interview.

Contacting Nominator

Nominator is individuals who can give referrals, but with whom a Recruiter has not yet developed a

COI relationship.


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Tips to Contact Nominators

Following are some of the tips, Which you as a Recruiter must follow while Name Gathering from the

Nominators.

Every Nominator is a potential COIThe Recruiter should have a strategy that ensures to follow up with each nominator. The recruiter

should always send a thank-you note and make a follow-up call after the nominator has nominated few

prospective candidates. When talking to Nominators, the Recruiter should use brochures to reinforce to

reinforce the Recruiters intended message.

Always be looking for Nominators

The Recruiter should always be looking for Nominator into his or her personal routine. For example,

the Recruiter could speak with the Recruiter of health club or a local store owner, he/she patronizes to

identity potential Nominators. Nominators can be approached while on field Observation and Drill

(FOD) with a new Agent Advisor. The approach would show the Agent Advisor the good business

habits he/she should look for and talking advantage of, every opportunity.

Nominators can be defined

Nominators are usually people with whom the Recruiter has no previous relationship. The primary

difference between a COI and a Nominator is in the degree of personal relationship. While COI

normally came from his or her natural markets, Nominators can be a source of names from other

markets. In choosing Nominators, the Recruiter should look for people who are successful and who

may know the types of candidates he or she is seeking. For example, trade association presidents,

mayors, editors, or pastors are people who could possibly by excellent Nominators.

Good Nominators may also be found in his or her daily work

In addition to defining Nominators, good Nominators may also be found within the daily work cycle of

the Recruiter. When the opportunity to get a good Nominator presents itself, the Recruiter could make

his or her presentation quickly and effectively.

Contacting Nominators using a Telephone


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Hello Mr. _______________________________________

You dont know me, my name is __________________. I am manger of sales for the Max New York

Life Insurance Company, here in ___________________________.

I would like to schedule a time to spend 15-20 minutes with you we may be in a position to help eachother, and I would like to take your advice.

Contacting Nominators in Person

Normally, the Recruiters initial approach to a Nominator is face to face. When he or she is on a sales

call during this phase of his or her development, the following approach should be tried as the

opportunity present itself.

Hello _______ my name is ________ working for Max New York Life. I am in the process of

expanding my distribution network. (Name) no one thought the selling of Life Insurance and financial

products as the most respected of careers in the past. All of that in the year 2007. we had 345 qualifiers

for the prestigious Million Dollar Round Table. These qualifiers earn well in excess of Rs. 6 lakhs in

their one year of business.

Our leading Agent Advisors come from all walks of life Import Government Private Business

Chartered Accountants Financial Services.

They are young (age 25 26 27)

They are mature 40-50

They are Men.

They are women.

They all have two characteristics:

Common (CAN DO ABILITIES)

o Can plan their time

o Can talk to people

Uncommon (WILL TO DO IT)

They make money, are famous & have changed their lives.


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o You may not know if your contacts are happy with their current position.

I will find that out.

o Who is the best person I should be speaking to for a career in Max New

York Life.

o

Somebody who is ambitious.o Somebody who is hardworking.

o Somebody who is respected.

The Nine Point System

Applicable Score

Age Below 25 25-35 Above 35

1 2 3

Marital Status Married Unmarried

2 1

Qualification Graduate Post Graduate Under Graduate

2 3 1

Gender Female Male

2 1

Lived in the city for 5 years No. Yes

1 2

II. Score on Numerical Ability Test __________________________

III. Source of Applicant (Tick One)

1) Center of Influence 5) Advertisement

2) Nominator 6) Observation by Sales Manger

3) Existing Agent referral; __________ 7) Employee referral;

_______________________________4) Applicants Initiative 8) Recruitment Initiative__________

(Not from ad or 3rd party)


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TRAINING

At Max New York Life., the importance is given to training in a dynamic business environment. The

advisors go through both generic and specific, professional programs that help them remain well

informed and knowledgeable about the companys products in the market. There is a further focus on

soft skills such as communication, managing long-term relationships and selling skills, which are very

relevant in a service-driven industry like life insurance.

State of the art infrastructure training facilities coupled with an excellent faculty, guarantee an

exceptional learning environment. For advisors who might be occupied with their daily

business/professional routines, Max New York Life also offers convenient training options such as

online and self-learning are also provided by the organization.

A 15-day training schedule covers the mandatory IRDA training requirements and Max New York Life

Insurance Company Ltd. product-training module. Revision session ensure that the candidates

thoroughly understand the course contents and are well prepared for the licensing examination.

Theoretical training is interspersed with practical appointment settings with potential customers, giving

advisors a feel of how their business will work from the very first day. All through, the Unit Manager

and the management provide continuous support to the advisors in achieving independence towards

garnering business.


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RECOMMENDATIONS

Expand Distribution Network In Semi Rural Areas

- Start business in all small towns.

Target Semi Rural Market

- Offer agencies to localities people.

- Open operation offices with highly educated team.

1. Provide lower premium policies so that we could target middle class people and generate good

cash flow for further growth.

As per BCG matrix to ensure long-term value creation, a company should have a portfolio of

products that contains both high-growth products in need of cash inputs and low-growth products

that generate a lot of cash. Max New York Life has high-growth product in urban market but

company should follow the low growth product strategy also in urban market.

2. Start advertisement campaign again on television, radio and Internet also. Do intensive marketing

for business opportunity and products both.

3. Keep more seminar and target LI/GI agents, CAS, Tax consultant financial investor etc.

4. Provide best motivation to Agency holders.

5. Build trust upon customers through services and transparency in investment and other policy.

6. Provide all branches in local language.

7. Provide part time training.

8. Focus on any mass marketing activity for generating awareness of company among people and

offering them business opportunity too.

9. Do some social activities through which company could get benefit of marketing indirectly.

10. Try to collect data of Life/General insurance agents across India and invite them to associating

with Max New York Life Insurance Company Ltd.


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REFERENCES

Web sites www.irdaindia.org

www.indiacore.com

www.maxnewyorklife.com

Magazines

Insurance Plus

Business India

Economic Times

Material provided by the company

Survey

Search Engines

www.google.com

www.yagoohoogle.com

www.altavista.com

Conclusion

With largest number of life insurance policies in force in the world, Insurance happens to be a mega

opportunity in India. Its a business growing at the rate of 15-20 per cent annually and presently is of

the order of Rs 450 billion. Together with banking services, it adds about 7 per cent to the countrys

GDP. Gross premium collection is nearly 2 per cent of GDP and funds available with LIC for

investments are 8 per cent of GDP.
http://www.irdaindia.org/http://www.indiacore.com/http://www.maxnewyorklife.com/http://www.google.com/http://www.yagoohoogle.com/http://www.altavista.com/http://www.irdaindia.org/http://www.indiacore.com/http://www.maxnewyorklife.com/http://www.google.com/http://www.yagoohoogle.com/http://www.altavista.com/


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Yet, nearly 80 per cent of Indian population is without life insurance cover, health insurance and non-

life insurance continue to be below international standards. And this part of the population is also

subject to weak social security and pension systems with hardly any old age income security. This itself

is an indicator that growth potential for the insurance sector is immense.

A well-developed and evolved insurance sector is needed for economic development as it provides

long-term funds for infrastructure development and at the same time strengthens the risk taking ability.

It is estimated that over the next ten years India would require investments of the order of one trillion

US dollar. The Insurance sector, to some extent, can enable investments in infrastructure development

to sustain economic growth of the country.

With a large capital outlay and long gestation periods, infrastructure projects are fraught with a

multitude of risks throughout the development, construction and operation stages. These include risks

associated with project implementation, including geological risks, maintenance, commercial and

political risks. Without covering these risks the financial institutions are not willing to commit funds to

the sector, especially because the financing of most private projects is on a limited or non- recourse

basis.

Insurance companies not only provide risk cover to infrastructure projects, they also contribute long-

term funds. In fact, insurance companies are an ideal source of long-term debt and equity for

infrastructure projects. With long-term liability, they get a good asset- liability match by investing their

funds in such projects.

IRDA regulations require insurance companies to invest not less than 15 percent of their funds in

infrastructure and social sectors. International Insurance companies also invest their funds in such

projects.

Insurance is a federal subject in India. There are two legislations that govern the sector- The Insurance

Act- 1938 and the IRDA Act- 1999.


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RESEARCH METHODOLOGY

In this section of my project, the requirement is to describe the sources of collecting primary and

secondary data. For collecting primary data, method adopted was focus group method.

Source of primary data

1. Natural Market

Relatives

Friends

Neighbors

2. Stall Operation3. Survey

4. Seminar (Focus Group)

Source of Secondary Data

1. Yellow Pages

2. Database of different companies LI\GI Agents

3. Tele calling leads

4. Reference data.

CONTACT METHOD

Initially, the instructions given by the company were to work on natural market Company, i.e. relatives,

friends, neighbors or the known ones. But being new to the city, this constraint of not having the

natural market was there. One of the methods used in recruitment was to call people from Yellow

Pages and take their appointments. Once the meeting is fixed with that person, then a B.O.P i.e.

Business Opportunity Presentation has to be given to him. This presentation helps to a great extent in

making that person know about the Company, the benefits that he/she will get in getting associated


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with the Company. It just happens sometimes that a person might not concentrate on what is being told

to him but when that person looks at that presentation it becomes easy to convince him as he is focused

on the facts and figures mentioned in the presentation.

Another method that can be followed to recruit agents for the company is that of leads which are given

by the Company. These are those people who have shown their interest in having the agency to the

telecallers. Once those people are interested, an appointment has to be fixed with them and explain

them in detail about the agency business and answering their queries.

The third method that can be followed is that of making cold calls to corporate offices, shops or those

people whom a student feels can become advisors or who might be interested in becoming advisors.

Here, the duty is to tell them about agency business, what they will get out of it and finally closing the

deal. If they still have some queries or questions which could not be answered at that point of time, then

they are requested to visit our office so that they may enquire about their doubts from Unit Managers

and thus making them satisfied that their association with the Company is something which they will

not regret. This method is also called PROSPECTING.


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LIMITATIONS

As the movement throughout the city is not possible due to certain constraints so the

movement was quite restricted.

People are not ready to go for training. As the training period is of 17 days and it involves

full day, so it becomes difficult for them to leave their offices or shops for such a long time.

The compulsion of selling 12 policies in a year also restricts them from becoming advisors.

If they do not fulfill this target, then their license is cancelled after a year.

Lack of trust on any company of Private Sector.

Lack of knowledge about the products of Max New York Life Insurance Company and

their total and blind faith on LIC.

Sometimes, fresh graduates want to become advisors but the company denies making them

an advisor as they are very fickle-minded and also unreliable.

There is a problem in targeting Chartered Accountants. ICAI, which is the governing body

of Chartered Accountants, does not allow them to become advisors. However, now they

have permitted some CAs to become advisors, but these are only those ones who are doing

jobs somewhere and not allowed the ones who are doing their practice. So, still this decision

is very dicey.

Sometimes, even those people want to become advisors for the company who are not a

localities but then the major problem that they face is that they have got no natural market,

so they are very susceptible about their performance and whether they will be able to

generate business for the company or not, so they avoid to take up this challenge.

It was a great problem to get appointments from people in the month of March as most of

them were busy in filing their returns.

Some people ask about comparative analysis with LIC.

Some people consider IRDA fees Rs. 1000 as a constraint.

Non-availability of part-time training.

All small towns are not open for doing this business.

One person cannot take Life Insurance Agency of two different Companies.

Time constraint is the biggest constraint in taking up the study.


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QUESTIONNAIRE

NAME

ADDRESS

project of mine

Documents