sachan reliance

8/9/2019 Sachan Reliance

1/101

TRAINING PROJECT REPORTTRAINING PROJECT REPORT

ONON

LEARNING AND EXECUTION & SM MENTORINGLEARNING AND EXECUTION & SM MENTORING

To be submitted in Partial Fulfillment of MBATo be submitted in Partial Fulfillment of MBA

(Master of business administration)(Master of business administration)

UNDER GUIDENCE OFUNDER GUIDENCE OF

Mr. R.B.TRIPATHIMr. R.B.TRIPATHI

Prepared By:-

FATMI KAFEEL

Institute of Co-operative & Corporate Management,

Research & Training

Lucknow


2/101

ACKNOWLEDGEMENT

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

B.R. Tripathi under whose valuable guidance, constant interest and

encouragement, who has devoted their ever-precious time from their

busy schedule and helped me in completing the Project.

This co-operation is not only useful for this project but will

be a constant source of inspiration for us in the future.

I am also thankful to all the members of the HR

Department without whose guidance I would have not been able to

complete this project. Their valuable guidance, constant interest and

encouragement, which devoted their ever-precious time from their busy

schedule has helped me learn a lot.

I am also thankful to those who helped us intellectually in

preparation of this project directly or indirectly.

2


3/101

TABLE OF CONTENTTABLE OF CONTENT

CONTENTS PAGE-NOCONTENTS PAGE-NO

ACKNOWLEDGEMENT 8 ACKNOWLEDGEMENT 8

AIM OF THE STUDY 9 AIM OF THE STUDY 9

SCOPE OF THE STUDY 10 SCOPE OF THE STUDY 10

INTRODUCTION 12-13 INTRODUCTION 12-13

PROFILE OF THE COMPANY 14-24 PROFILE OF THE COMPANY 14-24

BACKGROUND 14-17 BACKGROUND 14-17

LEADERSHIP TEAM 18-24 LEADERSHIP TEAM 18-24

VISION & MISSION 25-26VISION & MISSION 25-26

VISION 25VISION 25

MISSION 25 MISSION 25

GOAL 26GOAL 26

ACHIEVEMENT 27-28 ACHIEVEMENT 27-28

PRODUCT LINEPRODUCT LINE

PRODUCT PLAN 29 PRODUCT PLAN 29

PROTECTION PLAN 30 PROTECTION PLAN 30

3


4/101

SAVING AND INVESTMENT 31-32 SAVING AND INVESTMENT 31-32

CHILD PLAN 33CHILD PLAN 33

RETIREMENT PLAN 34 RETIREMENT PLAN 34

TRADE POLICIES 35-38TRADE POLICIES 35-38

BRIEF HISTORY OF INSURANCE SECTOR 39-40 BRIEF HISTORY OF INSURANCE SECTOR 39-40

MILE STONES MILE STONES

RELIANCE LIFE INSURANCE 60-62 RELIANCE LIFE INSURANCE 60-62

ANCILLARY BUSINESS OF RELIANCE 63 ANCILLARY BUSINESS OF RELIANCE 63

COMPETETORSCOMPETETORS

DIRECT COMPETETORS 64-67 DIRECT COMPETETORS 64-67

INDIRECT COMPETETORS 67-68 INDIRECT COMPETETORS 67-68

PROMOTERS OF THE COMPANY 69 PROMOTERS OF THE COMPANY 69

HIERARCHY OF THE COMPANY 70-73 HIERARCHY OF THE COMPANY 70-73

HR-POLICIES OF THE COMPANY 74-79 HR-POLICIES OF THE COMPANY 74-79

ATTRACTIVE FEATURES OF THE COMPANY 80-90ATTRACTIVE FEATURES OF THE COMPANY 80-90

PRODUCTS PRODUCTS

ASSIGENMENT PROFILE 97-149, ASSIGENMENT PROFILE 97-149,

177177

4


5/101

INDUSTRY MAP 15 INDUSTRY MAP 15

FINDING 178-179FINDING 178-179

SUGGESTION SUGGESTION

LEARNING LEARNING

LIMITATION LIMITATION

EXPERIENCE EXPERIENCE

CONCLUSION 190CONCLUSION 190

LETTER OF THANKS 191 LETTER OF THANKS 191

5


6/101

AIM OF THE STUDYAIM OF THE STUDY

The main aim of the report is:

To mentor the trainee sales managers and advisors of

Reliance Life Insurance.

To know the gap between learning vs. execution

6


7/101

7

ADVISORS

TSM

STM

BM

RM

MM

MM


8/101

HEIRARCHIAL STRUCTUREHEIRARCHIAL STRUCTURE

REGIONAL MANAGER

BRANCH MANAGER

SALES TRAINING MANAGER

TRAINEE SALES MANAGER

REGIONAL MANAGER

The regional manager of the company is responsible for the

overall target assigned within a region.

8


9/101

Policies adopted by the HR departmentPolicies adopted by the HR department

1) RECRUITMENT AND SELECTION POLICY1) RECRUITMENT AND SELECTION POLICY

This policy is made to have best recruitment and selection of

personals in the company. This policy includes three sub

policies

Minimum qualification required in prospectiveemployees

o There is a minimum qualification required for each post.

This has been the main feature of the selection and

recruitment policy.

o The sources from where lab our supply can be tapped.

o This means that from where the target lab our for the

company can be found who are having necessary skills

and talent that is must for the company.

o Selection test.

o This is very important to check that whether the selected

candidate is up to the mark or not. This can be checked

by the help of various selection tests such as -:

o Personality tests

o Intelligence tests

9


10/101

o Aptitude test

o Achievement tests

o Interest tests

2) PROMOTION AND TRANSFER POLICY) PROMOTION AND TRANSFER POLICY

The policy covers different plans for promotion and transfer of

the employees. Their are different categories according towhich an employee is transfer or is promoted. These all things

are mentioned in this policy.

An employee is promoted or transferred based on three

categories-:

a) Relevance of seniority

An employee is promoted or transferred first of all on the basis

of his seniority. An employee who is more senior will be

preferred more under this.

b) Relevance of merit

An employee who has scored high when his performance has

been evaluated will be given priority than others and this

totally depends on his work and skills and talent which heshows in achieving his goal.

c) Bases of transfer

10


11/101

Some times employee is promoted based on transfer. An

employee gets promotion only if he is ready to take the charge

of a new location.

3) Training policyTraining policy

Whenever an employee enters in the company he needs to be

mentored and trained, both at personnel and professional level

.so how an employee will be trained and mentored these all are

covered under training policy.

The programs, which are there in this policy, are

a) Induction training

First feature of this policy is induction training.

b) Type of training

This covers, which training should be given to whichemployee. This also covers on the job and of the job training

of the employees. In this, there is a fixed period for which the

employee will be trained and in this period, he will be taught

both practical and theoretical work.

C) Training of executive and operative employee

As discussed earlier there are different training program for

different categories of employees. The executives are not

trained in the same way as operative employee. Each employee

is first categorized based on his or her work and then

according to that they are trained.

11


12/101

4) Compensation policyCompensation policy

1) Minimum wages

As some workers of the company are not permanentemployees. They work on daily wages. so its the duty of hr

department to fix their minimum daily wages which they get

according to their work. This is some times based on hourly

bases or shift bases.

b) Non financial incentives

These are incentives or perks given to the employees which arenon monetary .like here in the company the employees get free

passes for movies as well as discounts in some branded

showrooms

c) Incentive plans

The employees are given incentives and perks which are

monetary to motivate them .they are given to them on monthly

basis. The incentives depends upon the an employee sincerity

towards his work.

D) Bonus

Employees are subjected to get bonus annually or six monthly.

However, that depends on the grade, which they get while

working from their superiors .seniority and experience is also

counted in giving bonus to the employees.

5) Welfare and safety policyWelfare and safety policy

These policies include the safety measures and the welfare

measures, which are to be taken for the welfare and d the

12


13/101

safety of the employees. I the company there is a welfare club

for each department and the employees use to contribute some

money in that monthly which will be further use for welfare

purposes.6) Human relations policy

In any organization, it is must to maintain a coordinal and

healthy relation between the employees of the organization. So

the organization decides certain norms according to which the

human relations are built and are maintain in the company.

This includes

a) handling of grievances

Handling the grievances of the employees is must for any

company because if the employees of the company are not

satisfied then how can a company even think of bringing

success to the business.

Therefore, the problems of the employees should be listened

and then should be properly handled so that they can work

in the company with full satisfaction.

b) Participative management

The best policy that the company is having is participative

management approach in which every body is having the

right to participate up to a certain level in anymanagements decision.

13


14/101

14


15/101

Assignment profileAssignment profile

Objective/project titleObjective/project title

Using training techniques to increase sales productivity.

Training periodTraining period

8 weeks

Data sourceData source.

Data given by the company on various training methods used by

them to mentor and train their employees.

Working hours per dayWorking hours per day

8 hours(approx)

TimingTiming

9:30am 5:00 pm

15


16/101

OBJECTIVES OF TRAININGOBJECTIVES OF TRAINING

The general objectives of training are as follows-:

(a)To improve job related skills

some employees are not able to perform their jobs well. They

possess inadequate skills and knowledge of their assignment with

the result that they produce poor quality and volume of output,

waste resources, damage equipment tools, respond insufficiently to

the supervisors instructions and so on. They need a training

course for the purpose of removing their deficiencies and fitting

them to their jobs.

(b)To update knowledge and skills

Organizations need to help their employees to keep up their

knowledge and skills in tune with the contemporary trends. This is

especially so in these days of explosive improvements and

innovations in science and technology .Organizations should

support their personnel in the battle against skill obsolescence.

Personnel are to be exposed to refresher courses and

developmental programs with a view to improve their utility to the

organization.

16


17/101

(c) To prepare for higher responsibilities

The personnel need to have opportunities for advancement in their

careers .Concurrently; they should also be striving for assuming

higher responsibilities and performing tasks that are more complex

with competence. For this purpose, an organization may design asystem whereby opportunities are made available to personnel for

their career advancement and simultaneously preparing them

through for higher positions.

(d)To develop proper job-related attitudes

The employees have to be trained to develop positive and helpfulattitudes toward their jobs, superiors, colleagues and juniors, the

goals, policies and procedures of the organization and to the

environment of the work place. Employees sometimes tend to be

ignorant, indifferent and even hostile towards their jobs in their

inter-personnel relations and to the work culture. Attitude

development and socialization of the personnel is essential for

generating teamwork, ensuring discipline and maintaining

consistent behavior. It is a question of proper training and

orientation ,both for new incumbent and others.

17


18/101

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

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

the changes in technology, and other environmental changes .New

methods, techniques, processes and equipments have to be adopted.

New and innovative approaches to planning, structuring,motivation, leadership, and control and conflict management have

to be evolved. The personnel have to be conditioned to learn new

skills and capabilities to enable them to be receptive to required

changes and to assimilate them .For this purpose, they are to be

properly trained. Training of personnel is one of the approaches

for the organization to win over their resistance to change which iscaused by fear, anxiety and unfamiliarity.

18


19/101

NEED AND IMPORTANCE OF TRAININGNEED AND IMPORTANCE OF TRAINING

Training is a necessity not a luxury. Many big companies spendhuge amounts on training, as it is generally felt that it motivates

employee to put hard work. if employees understand their job well,

their morale increases and there is also a sense of recognition

among the employee that they are the valued members of the

enterprise.

Importance of training to the organization-

1) systematic learning

A systematic training program helps to reduce the learning

time to reach the acceptable level of the performance. The

employees need not learn by trial and error or by observing

others and waste if the formal training program exists in theorganization.

2) Better performance

19


20/101

A trained employee usually shows better productivity and

higher quality than an untrained employee does. Training

increases the skills of the employee in the performance of a

particular job. An increase in skill helps in increase in skillusually helps in increase in both quantity and quality of

output.

3) Recruitment through promotion

When very new skills are required by an organisaaon, it

has to face great difficulties in the selection process.training can be used in spotting out promising men and in

removing defects in the selection process. It is better to

select a train from within the organization rather than seek

the skilled employee from outside sources.

4) Better utilization of machines and material

Machines and materials are handled economically

resulting in the elimination of wastage. It leads to reduction

in cost of production.

5) Economically supervision

If the employee are given proper training ,the responsibility

of supervision is lessened training does not eliminate the

need for supervision, but it reduces the need for detailed

and constant supervision.

20


21/101

6) Uniform procedures

With the help of training, the best available methods of

performing the work can be standardized and madeavailable to all employee .standardization will make high

levels of performance rule rather than the expectation.

7)Reduction in accident

Since the workers are trained in handling machines and

are taught various safety measures, he rate of accidents

falls considerably.

8)High morale

Training helps in reducing absenteeism, labor turn over

and grievances among the employees. This increases the

morale of the workers.

9)Better climate

An endless chain of positive reaction results from training

such as higher productivity ,better quality ,efficient use of

resources, more financial incentives, stress on promotion,

less conflicts and so on.

21


22/101

METHODS OF TRAININGMETHODS OF TRAINING

A wide range of training methods and program has been devised

over the years by organization and training experts. different

training methods and programs are suitable categories of

personnel in the organization :managerial and non managerial,

technical ,administrative ,skilled ,unskilled, senior ,junior ,and so

on. Each organization has to make choice techniques and program

relevant for its training needs and organizational condition.

The various methods of training may be classified into the

following categories-

(!)Vestibule training

(2) On-the-job training

(3) Of the-training

(!)Vestibule training(!)Vestibule training

The employee are taken through a short under working condition

that are similar to actual shop, sales or office condition. It gets its

name from the resemblance of the school to a vestibule throughwhich one passes before entering the main hall of a house.

Vestibule schools are adapted to the same general type of training

problem that is faced at the actual place of work. An attempt is

22


23/101

made to create working condition, which are similar to the actual

work environment.

Vestibule training is suitable where it is not desired to put theburden of training on line supervision and where a special

coaching is required .the staff of the vestibule school consists of

expert and specialist instructors. The trainee avoids confusion and

pressure of the work situation and is thus able to concentrates on

training. Their activities do not interfere with the regular processes

of production. Moreover, trainees get an opportunity to become

accustomed to work routine and recover from their nervousness

before going on to actual jobs.

(2) on the job training2) on the job training

This is considered the most effective methods of training the

operative personnel. Under this method, the worker is trained on

the job and at his work place; .this enables him to get trainingunder the same working condition and with the same processes.

Materials and equipments that he immediate supervisor who knows

exactly what the trainee should learn to do or to some outside

instructor, who is the training specialist in the field .Effective on

the job training depends primarily upon qualified trainers. Without

them, it is simply the old hapzard practice of putting new workerwith old hands who have neither the inclination nor the ability to

teach the newcomers properly.

23


24/101

On the job training has main advantage of strongly motivating the

trainee to learn .it permits the trainee to learn at the equipment and

in the environment of the job. On the job, training methods are

relatively cheaper and less time-consuming .moreover, linesupervisor take an important part in training their subordinates.

(3) Off-the job training(3) Off-the job training

As the name implies, off the job training is provided to the

employee away from his job. It is generally theoretical in nature

and is imparted in a classroom type atmosphere. It is generallytheoretical in nature and is imparted in a classroom type

atmosphere. It is associated more with knowledge than with skills

.thus training is used when concepts, theories, problem solving

skills and new attitudes are to be taught.

There are certain aspects of nearly all jobs that can be learnt better

in the classroom than on the job. Orientation about organizationand safety training can be accomplished most effectively in the

classroom. The standard instruction method suitable for operative

employee is a formal lecture by an instructor to the trainees. The

instructor possesses a considerable depth of knowledge of the

subject at hand. He seeks to communicate his thought in such a

manner as to interest the class and cause them to retain what hehas said. The trainees generally take notes as aid to learning.

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

training.

24


25/101

Learning Solutions focusLearning Solutions focus

Product Training

Business process and Underwriting training

Advanced Selling skills

Financial Planning

Front Line Manager Induction training

Coaching skills

25


26/101

Experiential Training Programs

Middle and Senior Management Programmes

Domain training

Team Building

Handling Sales to Institutions (Group Products)

Managing Channel Partners

Call Center Training

The organization offers different management development

programme for different management level.

Some of them are-:

26


27/101

Leadership Skills E-Mail and Video Conferencing

Etiquette

Performance Management Effective

Communication Skills

Stress Management Emotional Quotient

Interviewing Skills Positive Thinking and Attitude

Organizational Values and Ethics Coaching and

Mentoring

Managing Employee Conflicts Personal

Effectiveness

Interpersonal Skills Strategic Management

27


28/101

Customer Care Management Creating Business

Proposals

Business Writing Skills Creative Problem Solving

Team Building Time Management

28


29/101

Interviewing Skills

In today's highly competitive market, successful recruitment

presents an ongoing challenge. This practical Interview andSelection skills training programme will provide individuals with

the skills and techniques essential for conducting a successful

selection process. This programme will deal with preparation for

an interview, developing interview questions and their value and

interview techniques. The programme includes group discussions,

exercises, role-play and a questionnaire based on interview skills.

Organisational Values and Ethics

This programme will help participants understand the values and

work ethics of their organisation through various activities, and

enable them to align personal values and work ethics with the

organisations values, for self-development and organisational

growth. Also, participants will recognise that the benefits of being

proactive are enormous: improvements in organisational

reputation, stakeholder good will, employee recruitment and

retention, organisational effectiveness, and cost savings associated

with minimising ethical mistakes.

29


30/101

Managing Employee Conflicts

Conflicts are an integral part of working closely with people. This

conflict management programme will help participants identify

some of the ways they may be contributing to these problems and

offer some strategies that they can adopt at work and in their

personal lives.

Participants will share their personal experiences regarding

conflict at the work place and use role-plays to practice behavior

that minimizes conflict. This will help increase productivity byenabling employees to understand each other and work together

without causing conflicts or tension.

Interpersonal Skills

30


31/101

Interpersonal Skills are fundamental to our dealings in our

professional and personal lives. This programme on Interpersonal

Skills is designed to assess participants' current levels of

communication and the impact of behaviour on morale andperformance. It will equip individuals with a greater sense of self-

awareness and enhanced relationship skills in order to be more

effective in working relationships. This is a highly participative

programme, with emphasis on discussion and group learning.

Customer Care Management

In today's highly competitive markets where products and services

are similar, managing relationships with customers has become a

critical organizational competency. This programme takes

participants through winning strategies for acquiring and retaining

customers by leveraging the latest technologies. This programme

will teach participants on how to select the right tools for the

business, so it can grow. It will challenge participants to address

these issues in a practical way that clarifies the relationshipbetween customer care and overall business strategy.

31


32/101

Business Writing Skills

With all of us trying to squeeze in more and more into our 24-hour

day, professionals today do not have enough time to read their

correspondence. This programme will teach participants to produce

reader-oriented letters, memos, short reports and other everyday

business documents with greater ease, confidence and

effectiveness. It will enable them to become more skilled at writing

professional business documents that are brief but concise, clearyet direct, complete and correct. Participants are taken through a

number of hands-on exercises to practice writing to perfection!

Team Building

With increased specialization of jobs, individuals need to work with

different people. The objective of this programme is to turn a loose

group of individuals into a productive team. The programme will

help participants understand and apply the traits of an effective

team player, so they can contribute to achieving organizational

goals.

32


33/101

The programme is designed to provide participants with the skills

and attitude that will help build effective teams, through role-plays

and team building activities.

E-mail and Video Conferencing Etiquette

In today's world of instant communication, the use of e-mail and

video conferencing is becoming more extensive in business

communications. While a lot of people understand the importance

of following certain rules when writing a business letter, they often

forget these rules when composing an e-mail message. They may

also not know how to use video conference facilities or the right

behaviour at a video conference. This programme will help

participants write winning email messages and use video

conferencing effectively to achieve business objectives.

Effective Communication Skills

33


34/101

More and more organisations are recognising the value of effective

communication through effective listening and various techniques

to increase productivity and sales. This programme will help

participants reap the benefits of good communication by avoidingconfusion and misunderstanding, and reducing frustration and

stress. It will also help to gain an understanding of others

perspectives and to meet customer needs. The programme will

teach participants to be assertive without being aggressive and to

overcome barriers in communicating with other people. Using case

studies, role plays and facilitator-led discussions, the programmewill enable participants to develop more fulfilling interpersonal

relationships.

Emotional Quotient

Emotional Quotient or EQ has an extremely critical role to play in

our success as professionals and human beings. In the workplace,

it influences how we relate to others and how we handle

relationships. In this workshop, participants will explore theconcept of EQ, learn their EQ, understand ways in which their

current EQ can be enhanced and hone their social and personal

competencies

34


35/101

Positive Thinking and Attitude

Positive thinking and attitude is an extremely critical element of

stress management as it allows only those thoughts and feelings

into the mind, which encourage growth, success and well-being. In

this programme, participants will explore methods of inculcating

positive thinking, and learn to be more successful at the workplace.

Coaching and Mentoring

Coaching and Mentoring are some of the key responsibilities

handled by managers at all levels for growth and development of

their team, leading them towards overall organisational goals.

This programme will take participants through the process of

coaching, by developing and enhancing skills that help in ensuring

participation of the mentor and the mentored, and reviewing the

35


36/101

dos and donts of coaching and mentoring. By developing

managers into mentors, your organisation can create a credible

succession strategy built on a foundation of inclusion, self-

improvement and loyalty.

Personal Effectiveness

This programme will enable participants to enhance their personal

effectiveness, apply a principle-centred approach to life and living,

master the art of balancing work and personal lives, measure

personal effectiveness with respect to life goals and take corrective

action for planning and follow up.

Strategic Management

Strategic management provides overall direction to an

organisation. This programme will help your organisation to assess

your companys business, its industries, and the competition. The

programme will help you to set goals and strategies to meet all

36


37/101

existing and potential competitors. It will help participants reassess

each strategy to determine how it has been implemented and

whether it has succeeded or needs to be replaced so as to meet

changed circumstances, new technology, new competitors, a neweconomic environment or a new social, financial, or political

environment.

Creating Business Proposals

The objective of this programme is to provide the participants with

a systematic approach to proposal writing, which is a crucial skill

for most professionals today. It explores the specialised skills

required to make winning value propositions and write persuasive

proposals. The programme is designed to provide participants with

the skills to plan and write successful proposals, so they are able to

showcase their organisation, and its products and services in the

best possible manner.

37


38/101

Creative Problem Solving

This programme is designed to help participants build their

problem solving and creative thinking skills. Participants apply thecritical concepts and techniques of creative thinking in

combination with certain problem solving tools to innovatively

solve specific workplace problems. Participants review the

objectives of innovative problem solving and apply the techniques

of lateral thinking, in particular the generation of alternatives by

employing brainstorming, reversal, random stimulation, analogies,

and fractionation. Participants also apply popular problem solving

tools (for instance, Check sheets, Pareto diagrams, Cause and

Effect diagrams, Process Flowcharts, and more) to solve generic

and workplace problems

Time Management

Getting the most out of a 24-hour day is a constant challenge that

many people face in todays busy world. This programme takes

participants through the fundamentals of time management so as

to get the most out of a day. Participants are also shown techniques

for eliminating time wasters and conquering procrastination.

38


39/101

This programme will help participants increase work effectiveness

and productivity, achieve greater control of their daily activitiesand overcome stress. The programme uses presentations and

discussion to introduce the concepts of time management and

practical exercises and role-plays to develop personal skills.

39


40/101

TRAINING METHODS USEDTRAINING METHODS USED

BYBY

RELIANCE LIFE INSURANCERELIANCE LIFE INSURANCE

FOR GIVING TRAINING TOFOR GIVING TRAINING TO

THE TRAINEE SALES MANAGERSTHE TRAINEE SALES MANAGERS

ANDAND

ADVISORSADVISORS

The training process adopted by the company comprises two types

of method

On the job training

Of the job training

40


41/101

On the job training

On the job training was given to the trainee sales managers who

were freshly recruited from the different t colleges. They were

trained both to enhance their theoretical and practical knowledge.

The training department also uses certain E-learning methods to

train them.

Steps that were taken by the training department to convert a

trainee sales manager to a trained sales manager-:

Selection of candidates-firstly the appropriate

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

They were handed over to the training department.

Then the mentoring and the training process starts

41


42/101

It is basically a target fixed for a particular team

formed by the training department who were

responsible for above mentioned tas

.

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

the target of the trainees. They also need to bring the policies to

add business and to make profit and for that, they are trained.

Now brining policyholders for the company directly from the

market is not an easy cup of tea to have. Therefore, each tsm

need some members who can help them and who can enter in themarket directly and can bring business. Therefore, each tsm

makes his team also. The members of his team are known as

advisors who directly enter in the market and bring policyholders

for them. Therefore, the target of the tsm is to make a team,

which is effective and efficient enough to fulfill the above

mentioned goal.

Each stm were supposed to make a team in which

he/she has to recruit at least 30 advisors with in 90

days and each advisor should be capable enough of

42


43/101

at least selling two policies in a month. It is not as

easy as it sounds to be.

After making the tsm very clear about their target

each were mentored initially on daily basis

Daily classes were held to take their daily review in

which all sorts of query, which they asked, were

answered and knowledge of the new tactics of the

market was given.

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

objective paper set up which the tsms have to clear

so that he/she should have at least all the general

knowledge of insurance which is must.

Their weekly and monthly review was also taken.

after three months the training period ends andeach tsm who is able to come out with fruitful results

or who is able to achieve the target is a trained well

skilled sales manager.

43


44/101

WHAT TRAINING METHODS WERE USED TOWHAT TRAINING METHODS WERE USED TO

TRAIN TSMTRAIN TSM

1) Daily training classes

Daily training classes were held in which their skills were

enhanced by giving them knowledge about the new marketing

tactics as well as the strategies, which they can opt to bring

business. They were answered for their queries. So over all the

training classes were helping them to know the technical know how

so that they can survive in the market.

2) Taking weekly reviews of their performance

A weekly review what they have done in the whole week was taken

by their trainer so that it can be easily evaluated that what is their

perforce and were they need improvement.

3)Performance evaluation and appraisal

44


45/101

Timely appraisal of their performance was done so that they can

also feel motivated and enthusiastic towards their work.

4)Mentoring both at professional level and personal level

The tsm were trained and mentored both at personal at

professional level. sometimes it is necessary to give a personal

touch to your learning methods .a good trainer is only one who is

train his trainee like a mother nourishes her child.

5) Paternalistic approach in giving training and mentoring.

45


46/101

Format for taking weekly reports of tsmFormat for taking weekly reports of tsm

Given below is the weekly report of the each tsm .the report gives

the detail of the target fulfilled by each tsm.

The graphs cover a report regarding project

Assisting all STMs on project SM mentoring in 90

days

The chart depicts the ratio of no. of interviews and

final recruitment

TSMs who have not responded are marked as zero in

respect to their response.

46


47/101

(1)

47


48/101


49/101

(4)

49


50/101

50


51/101

51


52/101

52


53/101

53


54/101

54


55/101

55


56/101


57/101

3) The blue portion shows the no of people each trainee meet as a

target.

4) The red portion shows how many of the people he meets were

converted into advisors.

Why the trainees need to recruit advisors

The insurance industry is comprised of-

1) Customers

2) Employees

Customers-customers mainly comprise of

a)buyers- one who buys the policies

b) sellers-advisors/agents

Employees-employees are the one to whom the company is paying

for the work it is taking from them.

Here the employees with whom we are concerned are sales

manager. They alone cannot do the work, which they are assigned

57


58/101

to do. Therefore, for that they need a team. This can be easily

understood by the given below chart.

Industry mapIndustry map

INDUSTRY

Customers Employee

Sales Manager

(1000 policies)

Buyer (policyholder) seller (advisors) 10000 appointments

50000 calls

58


59/101

50000 in 300 days

(300 working days)

1 day 24 hrs

Eight working hrs

50000calls/100 working hrs

500 calls/day

500 calls/8hrs

Team (TSM and advisors) 62 calls /hrs

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

to achieve its target. If he needs at least 1000 policies, then he at

least has to fix 10000 appointments. For that, he needs to call

50000 people. As we know, there are about 365 days in year but we

work for near about 300 days after deducting all the holidays. Each

day we work for at least eight working hour. So in all in one year

we work for 100 hours. Now in hundred hours a sales manager has

to make 50000 calls. In addition, in a day near about 500.and so in

an hour 62 calls. A hard nut to crack is not it. One cannot alone do

this he needs some one to help him to achieve a target this is done

by advisors that is why a SM needs advisors.

2) Of the job training

Of the job, training was being given to the advisors. Any one in themarket cannot bring business. One who is having necessary skills

and talent can only be capable of prove himself in the market. For

that, one needs to be trained. The advisors are not the employee of

59


60/101

the company. They are the customers or sellers who work as

agents. They also need to be trained.

To become an advisor one has to go through a long process of

training as well as licensing after which only they become alicensed advisor.

Licensing process of the advisors

1) Firstly the SM has to help a person to make him under stand

that how he will be benefited if he will become an advisor. Then

only one can be converted into effective advisors from the crowd.

However, this is really not very easy. As to make one understandthat he will be benefited though he will not be played by the

company.

For this there is an IC recruitment model. This model is as follows-

60


61/101

61


62/101

62


63/101

63


64/101

64


65/101

65


66/101

66


67/101

Above is IC recruitment model by the help of a recruitment plan to

recruit an advisor can be made. This gives the way by which a sales

manager can approach a person and can motivate a person to

become an advisor of the company.

2) After a person makes his mind to become an advisor he has to

undergo some training procedures. Earlier this training for advisor

was manual by now reliance life insurance has made this easier by

converting this training programme to an on-line training process.

67


68/101

What is an online training process?What is an online training process?

As we know a person takes birth with some inner talent and

qualities. However, to take these qualities out and polish them so

that he/she can use them in the right direction is must. This can be

only done by an effective training process.

Earlier to mentor and train the advisor the company was using anoff-line training process, in which each person was trained

manually under the guidance of his mentor but the advisors were

facing many problems from that.

Why offline training process was not effective

1) It was very difficult for each advisor to be their in the classes

regularly at a particular time.

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

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

Above all problems lead to develop a process, which should

overcome the above problems and should be helpful for the

advisors. Then comes the on-line training process.

68


69/101

Online line process is basically a step by step procedures under

which an advisor will undergo a 50 hours on line training and after

which he will get a training completion certificate(TCC) and then

he /she becomes eligible to appear for the IC33 exam which he has

to pass to become a licensed advisor. This training is mandatory for

each advisor.

Process of online training of advisors

Sales Manager to complete the ARF form along with

Individual Sponsorship Form ( Format Attached )

completely filled and submit to CE at respective

Branches , ( Leaving only Training Start date andEnd Date Blank )

CE will Scrutinize the forms and collate data in the

Online Request form ( Attached ) with complete

details and Dispatch the scrutinized ARFs to SBS as

per the old process on the branch cut off dates for

particular Exam Date and mail the online request

69


70/101

Training Admin at RO will collate the online training

request data from branches into single regional data

in one file

Training Admin at RO with Reconcile the Individual

Sponsorship letters received with online data

Sponsorship Letters for the Region received as per

the cut off dates for the Exam Date will be couriered

to Kalpesh Rathod

The Regional data will be mailed to Kalpesh at:

[email protected]

Kalpesh will reconcile the Individual Sponsorship

letters received with Regional data and will mail the

same to NIS Sparta for user name and password

Regional Data with assigned user name and

Password for online training along with training

start date and End Date would be mailed back to

70


71/101

Training Admin at RO by Kalpesh , the same will be

circulated to all Branch CE s on the same day

CE will sort data as per respective branches and

communicate the Training Start and End Date to

respective BM / SMs and further will be

communicated to Prospective Advisors

Prospective Advisors will undergo Online Training

by using given User name and Password bybrowsing through URL: www.insproonline.com

(Snapshot attached)

Kaplesh will sent the Individual TCCs for all

Candidates completing 50 Hrs in a PDF file with file

name as Application number for the region for the

particular exam date to Training Admin at RO

Training Admin at RO will circulate the TCC dump

to Branch CE s and CE s will download TCCs for

the application numbers processed from theirBranches and Hand it over to SMs for set of their

respective prospective advisors applied for

71


72/101

Jayshree chaskar will send the Exam data and Admit

cards to respective branches as per the old system

Advisors along with original copy TCC and Admitcards will appear in the Manual Exam at the centers

filled in the ARF forms as was in the old system

Coding process will follow through SBS as per old

System for Passed candidates

After this training process an n advisor has to appear for the exam.

After passing that exam he/she will become a licensed advisor.

Now after this training, an advisor also has to go through a

refreshal training programme three days before the exam. In this

they were told different projects like project-440, which gives theman easy way to achieve the target. After this training a feed back of

what they have learned in the training is also taken which will help

to know the gap between training and learning.

72


73/101

What is project-440?What is project-440?

Project-440 is a tool for mentoring the advisor so that they can be

trained with the easiest way with which they can achieve their

target.

1)

2)

73


74/101

3)

4)

74


75/101

5)

75


76/101

6)

7)

76


77/101

8)

77


78/101

9)

10)

78


79/101

11)

12)

79


80/101

14)

80


81/101

Above shows the details of the project-440, which has proved itself

as the boon for the advisors of the company?

After this training as discussed earlier a feedback from the advisorswas taken with the help of a form. The sample of the form is shown

below-

81


82/101

By taking the feedback on this form one can easily, know what the

difference between the training and learning is.

Flow Chart

For

Licensing process

82

Data of TSMs

Training

Completion

Certificate

Back-up of Admit-

Card

Admit Card

Request

Examination Date

Reminder Call

Data of RefresherTraining

End

Start


83/101


84/101

They are of two types -:

Take off

Launch pad

Take off- if an advisor is able to fulfill the below mentionedcriteria then he will get the incentives as is planed according to the

Take off incentive scheme

Take off-5 policies issued within the first 60 days of

licensing

Min Weighted Recd premium to be Rest 75,000/-

The objective is in getting the advisor to

focus on the value of cases sold

An advisor after fulfilling the above criteria will get the below

mentioned benefits

Benefit

Advisor earns points worth Rs 2,000/

A Certificate of Appreciation & Trophy

84


85/101

Take off

Launch pad-if an advisor is able to fulfill the below mentionedcriteria then he will get the incentives as is planed according to the

launch pad incentive scheme.

3 policies issued within the first 30 days of licensing,

each with a min annualized premium of Rs 7,000

(Only half-yearly and Annual mode)

The focus is in getting the advisor to sell cases and

get him used to the concept of the insurance selling

85


86/101

An advisor after fulfilling the above criteria will get the below

mentioned benefits-

Advisor earns points worth Rs 1,000/-

A Certificate of Appreciation

Duly recognizing their initial success

86


87/101


88/101

o The projects like project -440 were easy to apply and can

be used practically.

o The strategies of the trainers to mould their training

process just to make it easy for the trainees were the most

attractive feature.

o One can easily learn that the gap between training and

learning can only be mend by taking a feedback from the

trainees after the training sessions

o Regular evaluation of the performance always helps to

make the learning more effective.

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

he/she motivates his/her trainee then only the trainee will

be able to learn more and more.

88


89/101

SUGGESTIONSUGGESTION

The training methods used should not only sound

good but also they should have practicality in them.

The trainers should sometime adopt paternalistic

approach

The projects should be easy to understand and apply.

The training procedures should be made keeping in

mind that it should be suitable for all as all come

from different educational background.

if the company is using an online training process

for training the advisors then this should be kept in

the mind that whether all the facilities needed for

that are available in the area or not.

89


90/101

LEARNINGLEARNING

Whenever you go somewhere you should always have in mind that

I will take something good after going back from there, i.e. I will

try my best to learn some thing .learning is an ongoing process. It

is a never-ending journey. One cannot say that now I need not to

learn any thing, as I am perfect.

When ever a child takes birth he/she first learn to say few words

like MA .when he grows he learn to walk by holding the hands of

his parents, after that he learns how to talk. When he goes to

school he learns many lessons from either his notebooks or his

surrounding. After studies when he gets the job he learns how to

work. When he gets married he learns how to manage himself.

Thus in his full life term he keeps on learning things. Learning

only stops with the death of ones mind. So today if you are sayingthat I have learned what I was supposed to learn that means your

mind has died because a living mind always wants to learn.

90


91/101


92/101

What I have learnedWhat I have learned

The extract what I have squeezed from this is

How you can mentor and train people which help them to polish

their natural talent and skills.

My learning

I got a practical experience of what I have just read in

books of training procedures.

I learned some training methods which one can use whilegiving training

To fresh recruits.

I have to know that one can convert his learning into

execution.

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

about.

92


93/101

In this period, I learned that what guts an efficient

trainer should have so that he will be able to train his

trainees.

What the trainer should have

Ability to influence people

Ability to always learn something new

Ability to listen others

Manipulative

Should sometime adopt paternalistic approach

The projects, which the company was using, have

taught me that how one can make others learn in the

simplest way.

The lively examples while training period in the

company has given name lots of practical experience

The training period was like an excellent opportunity

to learn more and more while working.

93


94/101

It helped me at personal level also as I learned how

to maintain professional relation ship while working.

It is the real experience of what happens in the

corporate and I learned how to manage and carry

my self professionally.

94


95/101

95

Start

Trainingproject

Knowledge,Skills,T

alent

Learning ability

Training

process

Starts

Knowledge

Ability to use Knowledge

Use of analytical, technical, personal skills

Confidence &

motivation

Ye

s

Execution

Results

Feedback

If execution =

learning

End

Yes

No

EXECUTION AND FLOWCHARTEXECUTION AND FLOWCHART


96/101

LIMITATIONSLIMITATIONS

While learning any thing new there are some limitations and this

project is no exception.

Limitations while making projects

1. sometime problems were faced while collecting data

2. as it was the first time experience of learning while working

so it takes time to adjust

Limitation of time

Time availability was one of the biggest limitations face due to

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

Other limitations

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

led to discrepancies in the report

2. As the environment was very new to me so it takes some time

to become friendly with that

96


97/101

EXPERIENCEEXPERIENCE

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

external environment, which includes customers, suppliers,

buyers, government policies etc.and it has given an excellent

opportunity to have an experience of a corporate scenario.

Earlier I was thinking it as a hard nut to crack. However, laterwhen I actually worked there then I felt that it was like a perfect

example of practical study for a management student.

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

golden opportunity and I am very thankful to him. I got lot of

practical experience while doing the summer training as I gotan exposure of what actually happens in a corporate world.

Beat the iron when it is red hot

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

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

97


98/101


99/101

ConclusionConclusion

I have received following while working as a summer trainee in

reliance life insurance in accordance with the objective.

Insurance sector is a booming sector in todays scenario. It is

adding a major part to our Indian economy. So one can think

himself lucky if he/she get a chance while working within this

sector.

As I got the golden opportunity working with the training

department, I got to learn what actually training means in the

corporate world. I worked on the project SM mentoring in 90 days.

In this, I learned how to train, mentor and enhance the skills and

talents of the trainees.

The conclusion what I draw is that training is an important tool for

learning and training department is the only, by which we can get

it. Training department is like the blood in the veins of the

company, which helps to develop the work force working there to

attain a maintainable position in the society

It is difficult to fish in troubled water but we should take

up the gauntlet.

99


100/101

LETTER OF THANKSLETTER OF THANKS

Thanks, a very small word for a person who has really helped

you in achieving your goal.

Still I would like to say thanks to each person who so ever has

supported as well as co-operated in any ways in the completion of

my project.

I would like to say special thanks to respected Dr.

D.K.GARG,chairman of Ishan Institute Management &

Technology,Mr.Avnish srivastava, Regional Training Manager

Reliance Life Insurance who has shown us the right path to follow

in order to complete our project. I would also like to thanksMiss.Ankita srivastava for helping me keep it all in perspective.

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

would not have even thought of completion of our project. i would

also acknowledge the support all the readers who would study this

project. I request the readers to let us know the mistakes I have

committed if any.

It would be difficult for us to adequately acknowledge our

indebtedness to all such people and institution.

100


101/101

sachan reliance

Documents