SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, modules, formats being followed and is limited to the company SBI LIFE and its employees. The different training programmers incorporated/facilitated in SBI LIFE through its faculties, outside agencies or professional groups. It also judges the enhancement of the knowledge & skills of employees and feedback on its effectiveness.

OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in SBI LIFE is to study the impact of training on the overall skill development of workers. The specific objectives of the study are:

1. To examine the effectiveness of training in overall development of skills of workforce. 2. To examine the impact of training on the workers. 3. To study the changes in behavioral pattern due to training. 4. To measure the differential change in output due to training 5. To compare the cost effectiveness in implanting training programs

INSURANCE IN INDIA
Insurance is a federal subject in India and has a history dating back to 1818. Life and general insurance in India is still a nascent sector with huge potential for various global players with the life insurance premiums accounting to 2.5% of the country's GDP while general insurance premiums to 0.65% of India's GDP. The Insurance sector in India has gone through a number of phases and changes, particularly in the recent years when the Govt. of India in 1999 opened up the insurance sector by allowing private companies to solicit insurance and also allowing FDI up to 26%. Ever since, the Indian insurance sector is considered as a booming market with every other global insurance company wanting to have a lion's share. Currently, the largest life insurance company in India is still owned by the government.

HISTORY OF INSURANCE IN INDIA

Insurance in India has its history dating back till 1818 started by Anita Bhavsar, when Oriental Life Insurance Company was started by Europeans in Kolkata to cater to the needs of European community. Pre-independent era in India saw discrimination among the life of foreigners and Indians with higher premiums being charged for the latter. It was only in the year 1870, Bombay Mutual Life Assurance Society, the first Indian insurance company covered Indian lives at normal rates.

At the dawn of the twentieth century, insurance companies started mushrooming up. In the year 1912, the Life Insurance Companies Act, and the Provident Fund Act were passed to regulate the insurance business. The Life Insurance Companies Act, 1912 made it necessary that the premium rate tables and periodical valuations of companies should be certified by an actuary. However, the disparage still existed as discrimination between Indian and foreign companies. The oldest existing insurance company in India is National Insurance Company Ltd, which was founded in 1906 and is doing business even today. The Insurance industry earlier consisted of only two state insurers: Life Insurers i.e. Life Insurance Corporation of India (LIC) and General Insurers i.e. General Insurance Corporation of India (GIC). GIC had four subsidiary companies. With effect from December 2000, these subsidiaries have been de-linked from parent company and made as independent insurance companies: Oriental Insurance Company Limited, New India Assurance Company Limited, National Insurance Company Limited and United India Insurance Company Limited.

RELATED ACTS
The insurance sector went through a full circle of phases from being unregulated to ompletely regulate and then currently being partly deregulated. It is governed by a number of acts. The Insurance Act, 1938 The Insurance Act, 1938 was the first legislation governing all forms of insurance to provide strict state control over insurance business. Life Insurance Corporation Act, 1956 Even though the first legislation was enacted in 1938, it was only in 19 January 1956, that life insurance in India was completely nationalized, through a Government ordinance; the Life Insurance Corporation Act, 1956 effective from 1.9.1956 was enacted in the same year to, interalia, form LIFE INSURANCE CORPORATION after nationalization of the 245 companies into one entity. There were 245 insurance companies of both Indian and foreign origin in 1956. Nationalization was accomplished by the govt. acquisition of the management of the companies. The Life Insurance Corporation of India was created on 1 September, 1956, as a result and has grown to be the largest insurance company in India as of 2006. General Insurance Business (Nationalizations) Act, 1972 The General Insurance Business (Nationalization) Act, 1972 was enacted to nationalize the 100 odd general insurance companies and subsequently merging them into four companies. All the companies were amalgamated into National Insurance, New India Assurance, Oriental Insurance, and United India Insurance which were headquartered in each of the four metropolitan cities. Insurance Regulatory and Development Authority (IRDA) Act, 1999 Till 1999, there were not any private insurance companies in Indian insurance sector. The Govt.

of India then introduced the Insurance Regulatory and Development Authority Act in 1999, thereby de-regulating the insurance sectorand allowing private companies into the insurance. Further, foreign investment was also allowed and capped at 26% holding in the Indian insurance companies. In recent years many private players entered in the Insurance sector of India. Companies with equal strength competing in the Indian insurance market. Currently, in India only 2 million people (0.2 % of total population of 1 billion), are covered under Medi-claim, whereas in developed nations like USA about 75 % of the total population are covered under some insurance scheme. With more and more private players in the sector this scenario may change at a rapid pace. In India, Insurance is a national matter, in which life and general insurance is yet a booming sector with huge possibilities for different global companies, as life insurance premiums account to 2.5% and general insurance premiums account to 0.65% of India's GDP. The Indian Insurance sector has gone through several phases and changes, especially after 1999, when the Govt. of India opened up the insurance sector for private companies to solicit insurance, allowing FDI up to 26%. Since then, the Insurance sector in India is considered as a flourishing market amongst global insurance companies. However, the largest life insurance company in India is still owned by the government.

HISTORY OF INSURANCE
Life Insurance in its modern form came to India from England in the year 1818. Oriental ife Insurance Company started by Europeans in Calcutta was the first life insurance company on Indian Soil. All the insurance companies established during that period were brought up with the purpose of looking after the needs of European community and Indian natives were not being insured by these companies. However, later with the efforts of eminent people like BabuMuttylal Seal, the foreign life insurance companies started insuring Indian lives. But Indian lives were being treated as sub-standard lives and heavy extra premiums were being charged on them. Bombay Mutual Life Assurance Society heralded the birth of first Indian life insurance company in the year 1870, and covered Indian lives at normal rates. Starting as Indian enterprise with highly patriotic motives, insurance companies came into existence to carry the message of insurance and social security through insurance to various sectors of society. Bharat Insurance Company (1896) was also one of such companies inspired by nationalism. The Swadeshi movement of 1905-1907 gave rise to more insurance companies. The United India in Madras, National Indian and National Insurance in Calcutta and the Co-operative Assurance at Lahore were established in 1906. In 1907, Hindustan Co-operative Insurance Company took its birth in one of the rooms of the Jorasanko, house of the great poet Rabindranath Tagore, in Calcutta. The Indian Mercantile, General Assurance and Swadeshi Life (later Bombay Life) were some of the companies established during the same period. Prior to 1912 India had no legislation to regulate insurance business. In the year 1912, the Life Insurance Companies Act, and the Provident Fund Act were passed. The Life Insurance Companies Act, 1912 made it necessary that the premium rate tables and periodical valuations of companies should be certified by an actuary. But the Act discriminated between foreign and Indian companies on many accounts, putting the Indian

companies at a disadvantage. The first two decades of the twentieth century saw lot of growth in insurance business. From 44 companies with total business-in-force as Rs.22.44 crore, it rose to 176 companies with total business-in-force as Rs.298 crore in 1938. During the mushrooming of insurance companies many financially unsound concerns were also floated which failed miserably. The Insurance Act 1938 was the first legislation governing not only life insurance but also non-life insurance to provide strict state control over insurance business. The demand for nationalization of life insurance industry was made repeatedly in the past but it gathered momentum in 1944 when a bill to amend the Life Insurance Act 1938 was introduced in the Legislative Assembly. However, it was much later on the 19th of January, 1956, that life insurance in India was nationalized. About 154 Indian insurance companies, 16 non-Indian companies and 75 provident were operating in India at the time of nationalization. Nationalization was accomplished in two stages; initially the management of the companies was taken over by means of an Ordinance, and later, the ownership too by means of a comprehensive bill. The Parliament of India passed the Life Insurance Corporation Act on the 19th of June 1956, and the Life Insurance Corporation of India was created on 1st September, 1956, with the objective of spreading life insurance much more widely and in particular to the rural areas with a view to reach all insurable persons in the country, providing them adequate financial cover at a reasonable cost.

SOME OF THE IMPORTANT MILESTONES IN THE LIFE INSURANCE

Businesses in India are:
1818: Oriental Life Insurance Company, the first life insurance company on Indian soil started functioning. 1870: Bombay Mutual Life Assurance Society, the first Indian life insurance company started its business. 1912: The Indian Life Assurance Companies Act enacted as the first statute to regulate the life insurance business. 1928: The Indian Insurance Companies Act enacted to enable the government to collect statistical information about both life and non-life insurance businesses. 1938: Earlier legislation consolidated and amended to by the Insurance Act with the objective of protecting the interests of the insuring public. 1956: 245 Indian and foreign insurers and provident societies are taken over by the central government and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with a capital contribution of Rs. 5 crore from the Government of India. The General insurance business in India, on the other hand, can trace its roots to the Triton Insurance Company Ltd., the first general insurance company established in the year 1850 in Calcutta by the British. 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 1st January 1973 107 insurers amalgamated and grouped into four companies viz. the National Insurance Company Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company Ltd. and the United India Insurance Company Ltd. GIC incorporated as a company.

Indian Insurance industry:

. Life Insurance Corporation of India (LIC) HDFC Standard Life Insurance Company Ltd. Max New York Life Insurance Co. Ltd. ICICI Prudential Life Insurance Company Ltd. Kodak Mahindra Old Mutual Life Insurance Limited. Birla Sun Life Insurance Company Ltd. Tata AIG Life Insurance Company Ltd. SBI Life Insurance Company Limited. ING Vysya Life Insurance Company Private Limited. Bajaj Allianz Life Insurance Company Limited. MetLife India Insurance Company Pvt. Ltd. Sahara India Insurance Company Ltd. Aviva Life Insurance Co. India Pvt. Ltd.

GENERAL INSURER
General Insurance Corporation of India (GIC) GIC has four subsidiary companies namely: The Oriental Insurance Company Limited. The New India Assurance Company Limited. National Insurance Company Limited. United India Insurance Company Limited. Royal Sundaram Alliance Insurance Company Limited. Reliance General Insurance Company Limited. TATA AIG General Insurance Company Ltd. Bajaj Allianz General Insurance Company Limited ICICI Lombard General Insurance Company Limited. Cholamandalam General Insurance Company Ltd. HDFC-Chubb General Insurance Co. Ltd.

Introduction
SBI LIFE a joint venture between

74%26%
SBI Life Insurance is a joint venture between the State Bank of India and Cardiff SA of France. SBI Life Insurance is registered with an authorized capital of Rs 1000 core and a paid up capital of Rs 350 carore. SBI owns 74% of the total capital and Cardiff the remaining 26% State Bank of India enjoys the largest banking franchise in India. Along with its 7 Associate Banks, SBI Group has the unrivalled strength of over 14,000 branches across the country, the largest in the world. Cardif is a wholly owned subsidiary of BNP Paribas, which is The Euro Zones leading Bank. BNP is one of the oldest foreign banks with a presence in India dating back to 1860. It has 9 branches in the metros and other major towns in the country. Cardif is a vibrant insurance company specializing in personal lines such as long-term savings, rotection products and creditor insurance. Cardif has also been a pioneer in the art of selling insurance products through commercial banks in France and 29 more countries.SBI Life Insurances mission is to emerge as the leading company offering a comprehensive range of Life Insurance and pension products at competitive prices, ensuring high standards of customer ervice and world class operating

efficiency. The company plans to make the insurance buying process quick, simple and based on well-informed judgment. In 2004, SBI Life Insurance became the first company amongst private insurance players to cover 30 lacks lives. The company expects to carve a niche in the Indian insurance market through extensive product innovation and aims to provide the highest standards of customer service through a technological interface. To facilitate this, call centers have been already installed and help lines will be installed and customers will have access to their accounts through the Internet or through SBI branches. The company proposes to make available ready liquidity to its Life Insurance policies by way of loans at SBI counters. This will make Life Insurance a liquid asset in the financial portfolio of households. SBI Life Insurance is uniquely placed as a pioneer to usher bank assurance into India. The company hopes to extensively utilize the SBI Group as a platform for cross-selling insurance products along with its numerous banking product packages such as housing loans, personal loans and credit cards. SBIs access to over 100 million accounts provides a vibrant base to build insurance selling across every region and economic strata in the country.

Group Corporate.
SBI Life extensively leverages the SBI Group as a platform for cross-selling insurance products along with its numerous banking product packages such as housing loans and personal loans. SBIs access to over 100 million accounts across the country provides a vibrant base for insurance penetration across every region and economic strata in the country ensuring true financial inclusion.

ORGANISTIONAL STRUCTURE OF AGENCY

CH R.D R.S.M

ED

A.S.M

MD&CEO. M.NRAO

S.R.D.S.M

D.S.M

SR.BSM

B.S.M

A.B.S.M

U.M
AGENCY MANAGER
SCNIOR AGENCY MANAGER

TM.A.B.S.M

MANAGEMENT STYLE
FINANCE & ACCOUNTS

INVESTMENT

ACTUARY

IT

HR

MARKETING

OPERATIONS

NEW BUSINESS

UDNERWRITING

CLAIMS

POLICY SERVICING

ISSUE & PROBLEM SOLVING

Financial Performance
SBI LIFE POSTS NET PROFIT OF Rs. 301 Crores

Sustains its all-round performance and expansion, YTD DEC FY 10 - 11: Increase in net profit by 52% Branch network increases to 628 branches Employee strength surges to 7334 employees Moves to a new, larger and integrated corporate office building

Mumbai, January 18, 2011: Sustaining its holistic business performance, SBI Life Insurance, the leading new generation life insurer,has posted impressive results during the first nine months of the FY 10 - 11. Growing by 52%, the company has set a new milestone, by crossing the landmark figure of Rs 300 Crores in net profit during the period. Reflecting its superior efficiency in it business operations, the company maintains the lowest expense to GWP (Gross Written Premium) ratio in industry of 7.43%. SBI Lifes Gross Written Premium collection grew by 28% to Rs. 7,770 Crores The Asset Under Management jumped by 50 % to Rs 36, 861 Crores fromRs. 24, 613 Crores as on 31st December, 2009. The company has uniquely expanded by adding 134 new branches and increasing number of employees by 1349, during the period, despite tough external conditions. The corporate office has moved to a newly- acquired building in fast evolving commercial hub of Mumbai. The new corporate building was inaugurated by Shri R Sridharan, MD and GE (A & S), State Bank of India. Commenting on the performance, Mr. M N Rao, MD & CEO, SBI Life Insurance said Through continued emphasis on strengthening business fundamentals, namely customer centricity and operational excellence, we are confident that we will sustain our profitable growth performance. We remain committed

to catering to the life insurance needs of Indian population encompassing all socio-economic and geographical segments.

Highlights of YTD Dec FY 10 - 11 Gross Written Premium Premium New Business Rs 7,770 Cr Rs 4,699 Cr 28% 6% 50%

Asset Under Management ( Y-o-Y) Rs 36, 861 Cr

All key distribution channels namely, Bancassurance, Agency and Corporate Solutions have demonstrated profitable business growth during the period. The Agency Channel provided a significant thrust to the overall business by contributing 44% of total premium as a result of superior productivity levels of Insurance Advisors. Bancassurance witnessed a remarkable

growth of 43% and contributed to over 36% cent of the total premium and Group Corporate contributed to 18% of total premium. In the recent months, the company introduced a series of Simple and Smart products that encompass new IRDA guidelines compliant ULIPs, Pure Protection and Traditional products. The rapidly launched six new ULIPs cater to the investment needs of the varied customer segments. These include HNI-targeted Smart Elite, NAVGuaranteed Smart Performer, No Medicals ULIP SaralMahaAnand, Flexible ULIP Unit Plus Super, Child Plan Smart Scholar and ULIP with Automatic Asset Allocation Smart Horizon. Innovatively-featured, non-ULIPs rolled out are No-Medicals, pure protection plan Saral Shield, HNI targeted, pure protection plan Smart Shield and No Medicals, traditional savings plan Saral. One of the highlights towards achieving customer service excellence has been the national launch of customer care initiative SMS SOLVE. A first-of-its kind in the life insurance industry, the service allows customers to have their grievances resolved in a simpler,

paperless and faster manner. An innovative SMS-based service, SMS SOLVE provides customers the ease of accessing SBI Life 24 X 7. Customers are able to register their grievances about SBI Lifes service by merely sending SMS SOLVE to 56161. Testifying its multidimensional excellence, the company has bagged numerous recognitions and awards recently. Being adjudged the best, SBI Lifes annual report has won Gold Shield from Institute of Charted Accountants of India (ICAI) for excellence in Financial Reporting. Also, International Certification Services (ICS) has awarded SBI Life "ICS Quality Champion Award - 2010" for continual improvement in the Quality Process. NDTV Profit Business Leadership award and Best Life Insurer 2010, Runner Up, award by Outlook Money are the other key media recognitions that have been conferred to SBI Life. Retaining the ISO 9001:2000 Certification for superior claim process, globally topping the prestigious international MDRT Table and reaffirmation of CRISIL AAA/Stable rating are other key distinctions achieved by the company during initial current financial year. As per the latest IRDA report, as of November 2010, the company has a market share of 18.27% among private life insurers and a total market share of 5.10 %.

MANAGEMENT PHILOSOPHY
Vision : "To be the most trusted and preferred life insurance provider " Mission "To emerge as the leading company offering a comprehensive range of life insurance and pension products at competitive prices, ensuring high standards of customer satisfaction and world class operating efficiency, and become a model life insurance company in India in the post liberalization period". Values Trustworthiness Ambition Innovation Dynamism Excellence

The recruitment process flowchart that we have gone through in our project period

GETTING KNOWLEDGE ABOUT THE COMPANY AND RECRUITMENT PROCESS GETTING KNOWLEDGE ABOUT BENEFIT OF LIFE ADVISOR GETTING KNOWLEDGE ABOUT DOING THE SALES CALL SEGMENTING THE MARKET TARGETING THE MARKET PROCESS OF CAPCTURING ELEGABLE CANDIDATE FILLING OF I.S.F. FORM SHORTLISTING ON THE BASIC OF Q SCORE CONDUCT AN INTERVIEW BOP PRESENTATION FILLING OF COMPULSORY IRDA /NAAF FORM THREE DAYS IRDA REFRESHER TRAINING CONDUCTION OF EXAMINATION TWO DAYS PRODUCT TRAINING

WELFARE ACTIVITIES
Gift Drishti One of our corporate ethos, enhancing our SBI Life brand value, is about giving back to the society. In line with our Corporate Social Responsibility (CSR) initiatives, the cause of supporting our Elderly Citizens was initiated. Incidence of cataract blindness, annually at 3.28 million, is one of the most prevalent health ailments suffered by old people, particularly in rural pockets of our country. On the occasion of World Elder's Day on 1st October, CSR initiative - "Gift Drishti" (Restoring vision) was launched in partnership with HelpAge India, a registered national level voluntary body, working for the cause of disadvantaged aged persons. Restoring vision is done through Intra Ocular Surgery (IOL). SBI Life employees made monetary contributions to the cause. SBI Life donated twice the sum contributed by its employees. Eye sight for thousands of elderly citizens was restored across the rural parts of the country.

Gift Drishti Camps

Read India Pledge

SBI Life undertook the Corporate Social Responsibility (CSR) initiative, aimed at driving the cause to make children read and write. The campaign, "Read India Pledge" sensitized general public towards the cause and urged them to

pledge & support the cause monetarily or by devoting time.The campaign was partnered by Pratham, one of the leading child-cause related NGOs and Radio Mirchi, a leading radio station.

Read India Camps

Distribution channels of SBI Life Insurance

SBI Life

Bancassurance

Agency

Credit
Life

Corporate Group

Insurance Agents

Corporate Agents Brokers

INSURANCE AGENTS:
Insurance agents are those individual persons who work for one particular insurance company. An insurance agent cannot work for more than one particular at one point of time.

CORPORATE GROUP:
Targeting Corporate for Gratuity and Group Pension products.

AGENCY CHANNEL:
Agency channel have the most productive and active force of more than 25,000 Advisor. Our approach is to provide door-to-door need-based insurance solution to customers after taking into account protection and wealth creation needs. Agency channel has grown more than 300% over the last year and contributed more than 45% to the companys new business premium collection.

PRODUCT & MARKET

Types of Products

Individual Products

Group Products
Credit Guard

Smart Performer

Sampoorn Smart

Unit Plus Super

Suraksha Plus

SoralMahaAnan d

RETIREMENT SOLUTIONS

Smart Elite Dhanrashi

Smart Scholar

Swarna Ganga

Smart Horizon

SwarnaJeevan

Smart Wealth Assure

Cap Assure

PROCESS OF INSURANCE OPERATION A Without prejudice to the other express terms and conditions of this Agreement and all and any implied rights of SBI Life Life Insurance after the termination of this Agreement, the Advisor shall not: Use for his own benefit or the benefit of any other person; or

Disclose to any person; Through any failure to exercise all due care and diligence, cause or permit any unauthorized disclosure of any trade secrets or confidential information of or relating to SBI Life Life Insurance which he may have received, used or obtained during the term of this Agreement. Any such trade secrets and confidential information shall at all times remain the property of SBI Life Life Insurance.

a.

For the purposes of this clause, trade secrets and/or confidential information shall include, but not be limited to, lists of and information concerning customers, Policyholders, employees, Advisors and agency managers of SBI Life life Insurance, information relating to the working of any product, process, invention, improvement or development carried on or used by SBI Life Life Insurance, information relating to research projects, know-how, prices, rates, discounts, mark-ups, business strategies, marketing, tenders and any price sensitive information concerning SBI Life Life Insurance. For the avoidance of doubt, the obligation of confidentiality in this clause extends to trade secrets and confidential information howsoever stored, whether in hard copy documents, records or computer programs.

b.

Access to SBI Life Life Insurance computer resources, electronic data and the like may be given to and shall be utilized by the Advisor only for the purpose of carrying out the duties embodied in the Agreement.

c.

The forgoing provisions on confidentiality and non-disclosure also apply to employees of both the parties to this Agreement and the sad parties assume liability for the breach or violation in any manner by their employees.

KEY MILESTONES
Financial Year 11-12: Awarded the most coveted NDTV Profit Business Leadership Award, twice in a row, 2010 & 2011.Awarded Most Trusted Life Insurance Brand - II By The Economic Times, Brand Equity and Nielsen, Most Trusted Brands 2011. Globally topped the prestigious Million Dollar Round Table (MDRT) for having the maximum number of MDRT members, for three years consecutively. CRISIL reaffirmed its AAA / Stable rating to SBI Life, indicating highest financial strength to meet policyholder obligations. ICRA reaffirmed its iAAA rating indicating highest claims paying ability and a fundamentally strong position. Won one of the most prestigious quality distinction, IMC Ramkrishna Bajaj National Quality Awards 2011- "Certificate of Merit" Awarded Silver Shield by ICAI for Excellence in Financial Reporting for FY 2010 11 under the Insurance category Won Best Presented Accounts Awardby The South Asian Federation of Accountants (SAFA), in the Insurance Category for the Annual Report FY 2009-10. Financial Year 10-11: SBI Life won the coveted Bloomberg UTV Financial Leadership Award 2011 - "Life Insurer of the year". Won the most coveted NDTV Profit Business Leadership Award 2010.

Globally topped the prestigious Million Dollar Round Table (MDRT) 2010 for having the maximum number of MDRT members. Awarded the Gold Shield by Institute of Chartered Accountants of India (ICAI) for Excellence in Financial Reporting. Won the ICS Quality Champion Award 2010 for Continual Quality Improvement. Adjudged Best Life Insurer 2010 Runner Up by Outlook Money Launched an innovative customer care initiative - SMS SOLVE for prompt Grievance Redressal. Appraised at Maturity level 3 of Capability Maturity Model Integration (CMMI) Version 1.2 for its ISG Division. ICRA reaffirmed iAAA rating to SBI Life, indicating highest claims paying ability and meeting policyholders obligations. CRISIL, countrys leading rating agency, reaffirmed its highest financial rating AAA/Stable to SBI Life. Financial Year 09-10: Reported a robust Net Profit of Rs.276 Crores. Crossed Rs.10,000Crores in Gross Written Premium (GWP). Ranked No.1, in New Business Premium, amongst private life insurance companies. Assets under Management (AUM) grew by 96% to Rs.28, 551 Crores. Globally topped the prestigious MDRT 2009 for having Maximum number of MDRT Members. ICRA reaffirmed iAAA rating to SBI Life indicating highest claims paying ability. Awarded ISO Certification (ISO/IEC 27001:2005) for Information Security Management System (ISMS).

Retained ISO 9001:2000 certificate for superior claim settlement process.

Financial Year 08-09: Ranked among global top three in terms of number of Million Dollar Round Table (MDRT) members. Bagged the coveted personal finance award-Outlook Money NDTV Profit "Best Life Insurer 2008". CRISIL, countrys leading rating agency, reaffirmed its highest financial rating AAA/Stable to SBI Life. In 2007, SBI Life became the first life insurer in India to receive this rating from CRISIL. ICRA assigned iAAA rating indicating highest claims paying ability to SBI Life Insurance Retained ISO 9001:2000 certificate for superior claim settlement process.

Financial Year 07-08: Ranked amongst global top five life insurance companies in the number of MDRT members. Rated as the The Most Trusted Private Life Insurer according to a survey conducted by Brand quity in association with AC Nielsen ORG-MARG and the Economic Times Intelligence Bureau. Received the highest financial rating AAA from CRISIL. Forayed into micro insurance with the launch of Grameen Shakti in Bhubaneshwar, Orissa for the economically underprivileged sections of society. Received ISO 9001: 2000 certification for superior claim settlement process.

Received CMMI Level 3 certification for IT processes and software development capabilities.

Financial Year 06-07: Second consecutive year of Profitability. More than 6.40 Million lives covered Financial Year 05-06: Reported a robust net profit of Rs. 2.02 Cr

MARKET SHARE
SBI LIFE LEADS GLOBALLY AT MILLION DOLLAR ROUND TABLE (MDRT) 2011 Mumbai, September 28, 2011 - SBI Life Insurance, the leading private life insurer, retains the unique distinction of being the only Life Insurer from India, topping the prestigious Million Dollar Round Table (MDRT) 2011 across the globe. For the third consecutive year, SBI Life has reached the pinnacle of the international coveted league by having 2,661 MDRT members in 2011. Amongst these, 200 have achieved Court of Table (COT) and 30 Top of Table (TOT) membership statuses. SBI Life has been consistently featuring amongst the top five insurers, worldwide, since last five years. Globally, the company ranked 5th in 2007, 3rd in 2008, and 1st in 2009, 2010 and 2011. Reputation, standard of sales excellence and high ethical standards are some of the key values that are associated with the MDRT brand. The MDRT membership is an exclusive honor that is achieved by less than 1 percent of the world's life insurance and financial services advisors. Life Insurance professionals aspire to attain the privilege of being an MDRT member Mr. M. N. Rao, MD & CEO, SBI Life, said, "Across the globe, both, Agent and Insurance Facilitator at bank, continue to be a reliable source of personal financial advise. Our accomplishment on a global platform testifies the professional approach followed by our distributors. We will continue to focus on equipping them with relevant support to enable advisory-based delivery of life insurance solutions to our customers." Mr. Rajiv Gupta, Executive Director, Marketing, SBI Life added "This accomplishment resonates our commitment towards creating quality advisors who can be looked upon as world-class benchmarks. Providing need based solutions, professional advice and unmatched service will remain the focal delivery points for our Advisors ". An opportunity to represent one of the most trusted brands in the country, superior training program and attractive reward and recognition programmes are some

of benefits availed by SBI Life Insurance Advisors. Mr. AnandPejawar, Executive Director, Marketing, SBI Life added "In addition to highly productive Retail Agency Channel, our integrated bancassurance approach continues to create value for Bank customers and Facilitators of our products. The bank employee, involved in the sale of the insurance products, has rapidly evolved to deliver holistic banking and insurance solutions to their customers making the bank truly a super market for all financial requirements". During the first financial quarter ending June 2011, SBI Life recorded a profit of Rs. 144 Crores, registering an impressive profit growth of 27% over the corresponding period last year. The total premium of the company grew by 13 % to Rs. 1935 Crores during the period. The new business premium collected, during the period, stood at Rs. 892 Crores. Further, the Assets under Management grew by 33%, over the corresponding period last year, to Rs. 40,070 Crore as on 30th June 2011. The company continues to have the lowest expense to GWP (Gross Written Premium) ratio in industry of 10.14%. Uniquely, despite tough external conditions, SBI Life continues to expand its presence. During the current financial year, the company has introduced 81 branches and recruited 1657 employees. SBI Life ranks number one amongst private players, as per the latest IRDA report, July 2011. The company has a market share of 21.6% among private life insurers and a total market share of 6%.About MDRT: MDRT is an association of the world's best life insurance sales (advisors) professionals. Founded in 1927, MDRT is an international, independent association of nearly 36,000 of the world's leading life insurance and financial services professionals from 76 nations and territories, representing over 450 companies. MDRT members are recognized as skillful professionals who are considered to be among the best in the industry, perform outstanding client service, and have achieved the highest standard of sales excellence in the life insurance and financial services business.

Rank 1 2 3 4 5 13 21 31 33

Company Name SBI Life Insurance New York Life Samsung Life Insurance LIC Of India Northwestern Mutual HDFC Standard Life ICICI Prudential Life TATA AIG Life Max New York Life

Country India USA Rep of Korea India USA India India India India

2010 Members 2,661 2,067 2,052 1,993 1,260 489 341 207 203

SWOT ANALYSIS
SBI LIFE INSURANCE CO. LTD AT A GLANCE Joint venture between State bank of India and BNP Paribas Assurance. SBI is the largest bank in India and BNP Paribas Assurance is Frances largest Insurance company. Investments: SBI-76% and BNP Paribas 24%. The Company started its operations in 29th March2001. Provides Life Insurance Solutions to Individuals and Corporates. STATE BANK OF INDIA: Largest and oldest banking franchise of India dating back to 1806 AD. 6 Associate Banks, 16000 Branches all over the country. BNP PARIBAS ASSURANCE: 4thLargest Insurance Company in France. The Insurance arm of BNP Paribas Bank, the largest bank of France.Operations in 41 countries around the world. One of the oldest foreign banks with a presence in India dating back to1860 AD. A worldwide leader in Creditor insurance products offering protection toover 50 million clients.

STRENGTHS
No.1 Private Life Insurance company in India (as on 2009-10). Leverages the State Bank Group Relationship as a platform for cross-selling insurance products.

 As it sells its products through banc-assurance division of SBI,therefore less need on spending money for establishing separate branch offices. Market share of 18.34% among private life insurers and a total market share of 6.44%. SBIs access to over 100 million accounts across the country provides for a vibrant base for insurance penetration in the country. Growth at a rate of 40%. IRDA has never banned any of SBI Lifes product. Only private life insurance company to have posted profits (Rs 276 crores for theyearended March 31st, 2010) and declared bonus. Solvency ratio of 2.2 and share capital of Rs.1000 Crore, SBI Life is one of the most capita lefficient life insurance companies in the industry. Continues to maintain the lowestexpense to GWP (Gross Written Premium) ratio in industry of 6.5% Globally topping the prestigious international MDR Table (Million DollarRound Table 30 Lacs collections by an agent in a year). One of the market leaders in Unit Linked Plans by offering products asSmart ULIP, UNIT +, UNIT +2, UNIT +3 etc. Profitable business growth demonstrated by all key distribution channels. Certifications of ISO 9001:2000, ISO 2700:2005 (Information security) AAA rating by ICRA, CRISIL etc. Superior Claims Settlement Process (certified by ISO 9001:2000). Asset Under Management jumped by 96% to Rs 28,551 Crand New Business Annualised Premium Equivalent (APE) by 37% to Rs.6, 358 Crores.

 Restructured Customer Grievances Redressal Mechanism. Regional Directors and Regional Channel Heads resolve customer complaints at local level. Through My policy portal in www.sbilife.co.in,customers can view all policy details including Payment Summary, Fund Value and Premium Calendar.

WEAKNESSES
Less sales force than others (LICs 3 field advisor: SBIs 1field advisor) Low productivity of banc-assurance people. People at top management/decision making level are from SBI. So,typical PSU attitude in many aspects. Hassle free online purchase of insurance policy is not available Is less aggressive in generating business compared to other private life insurance players. Over dependence on the banc-assurance channels. Less branch office compared to others.

OPPORTUNITIES
As only 12% of the 40 crores insurable population is insured, thus, a huge opportunity to reach out to more people. It has an edge over LIC as far as service is concerned. So, it can grab moremarket share from LIC by giving it a tough competition. Not so much requirement on establishment of Brand (already have a good brandimage of SBI). A huge revolutionary change (PARIBARTAN) in SBI is going to happen,so there is an immense opportunity for SBI Life in future. Huge market potentiality in Rural markets which has been untapped till now.

 Higher market penetration by being more aggressive in banc-assurance channelof distribution. Huge opportunity to grab customers by being more active through otherdistribution channels as mall-assurance, brokers etc.. Lower premium ULIP policy (<10000) can attract lower income segment market.

THREATS
Huge competiti on from other pre-existing 22 players in the Life Insurance sector in India. ICICI Prudential, the market giantal ready pipped SBI Life to regaint opposition, garnering new business worth Rs.303 crores (source Economic Times,26th May10) New entrants in the pipe line of the life insurance business. New tie-ups of competitors with innovative distribution channels.The New Insurance guidelines from September10 onwards is really a big challenge or SBI Lifes bus

PROCESS OF CAREER GROWTH OF INSURANCE ADVISOR

As we were assigned to recruit life advisors, the very first thing that we required was knowledge about benefits and opportunity because to motivate a prospective candidate to become an Advisor, we need to convenience the Advisor about the opportunity and carrier growth in SBI Life.

BENEFIT
Commission Renewal Commission Bonus Quarterly gifts ACER club membership facility MDRT Promotion factor for an agent Domestic and International Conventions Advisor require no capital investment They can choose their own working hour according to their convenience. They are their own boss. Unlimited earning potential Represent a strong trusted brand.

Advisor requires no capital investment:- For starting any business we require a huge infrastructure but here in SBI Life the Advisors do not require any capital investment other than RS. 825 IRDA examination fees, which is very nominal and on return the Advisors get free

phone calling facility, Xerox facility etc. They can choose their own working hour according to their convenience:- Advisor are free to work in there convenient hours because the advisors working here comes from different profession like Doctor, Engineer, Student, Medical Representative, contractor etc. They are their own boss:- There is no boss to give you target rather you are your own boss and can work according to your pleasure and earning requirement. Unlimited earning potential:- As the payment is made on commission basis so there is no limit to earning. A person working hard can go to any limit with reward and recognition in extra.

MARKETING STATEGIES & ACTIVITY

Marketing strategy consists of the analysis, strategy development, and implementation activities in: Developing a vision about the market(s) of interest to the organization, selecting market target strategies, setting objectives, and developing, implementing, and managing the marketing program positioning strategies designed to meet the value requirements of the customers in each market target. Strategic marketing is a market-driven process of strategy development, taking into account a constantly changing business environment and the need to deliver superior customer value. The focus of strategic marketing is on organizational performance rather than a primary concern about increasing sales. Marketing strategy seeks to deliver superior customer value by combining the customer-influencing strategies of the business into a coordinated set of market-driven actions. Strategic marketing links the organization with the environment and views marketing as a responsibility of the entire business rather than a specialized function. Because of marketings boundary orientation between the organization and its customers, channel members, and competition, marketing processes are central to the business strategy planning process. Strategic marketing provides the expertise for environmental monitoring, for deciding what customer groups to serve, for guiding product specifications, and for choosing which competitors to position against. Successfully integrating cross-functional strategies is critical to providing superior customer value. Customer value requirements must be transformed into product design and production guidelines. Success in achieving high-quality goods and services require finding out which attributes of goods and service quality drive customer value.

MARKETING STRATEGY PROCESS

The marketing strategy analysis, planning, implementation and management process is described below. The strategic situation analysis considers market and competitor analysis, market segmentation, and continuous learning about markets. Designing marketing strategy examines customer targeting and positioning strategies, marketing relationship strategies and planning for new products. Marketing program development consists of product, distribution, price, and promotion strategies designed and implemented to meet the value requirements of targeted buyers. Strategy implementation and management consider organizational design and marketing strategy implementation and control.

STAGE 1: STRATEGIC SITUATION ANALYSIS

Marketing management uses the information provided by the situation analysis to guide the design of a new strategy or change an existing strategy. The situation analysis is conducted on a regular basis after the strategy is under way to evaluate strategy performance and identify needed strategy changes.

MARKET VISION, STRUCTURE, AND ANALYSIS.

Markets need to be defined so that buyers and competition can be analyzed. For a market to exist there must be (1) people with particular needs and wants and one or more products that can satisfy buyers needs, and (2) buyers willing and able to purchase a product that satisfies their needs and wants. A product-market consists of a specific product (or line of related products) that can satisfy a set of needs and wants for the people (or organizations) willing and able to purchase it. The term product is used to indicate either a physical good or an intangible service. Analyzing product-markets and forecasting how they will change in the future are vital to business and marketing planning. Decisions to enter new product-markets, how to serve existing product-markets, and when to exist in unattractive product-markets are critical strategic choices. The objective is to identify and describe the buyers, understand their preferences for products, estimate the size and rate of growth of the market, and find out what companies and products are competing in the market. Evaluation of competitors strategies, strengths, limitations and plans is also a key aspect of the situation analysis. It is important to identify both existing and potential competitors. Competitor analysis includes evaluating each key competitor. The analyses highlight the competitions important strengths and weaknesses. A key issue is trying to figure out what each competitor is likely to do in future.

Segmenting Markets.Market segmentation looks at the nature and extent of diversity of buyers needs and wants in a market. It offers an opportunity for an organization to focus in business capabilities on the requirements of one or more groups of buyers. The objective of segmentation is to examine differences in needs and wants and to identify the segments (sub-groups) within the product-market of interest. Each segment contains buyers with similar needs and wants for the product category of interest to management. The segments are described using the various characteristics of people, the reasons that they buy or use certain products, and their preferences for certain brands of products. Likewise, segments of industrial product-markets may be formed according to the type of industry, the uses for the product, frequency of product purchase, and various other factors. Each segment may vary quite a bit from the average characteristics of the entire product-market. The similarities of buyers needs within a segment enable better targeting of the organizations capabilities to buyers with corresponding value requirements. And Marketing strategy is an ongoing process of making decisions, implementing them, and tracking their effectiveness over time. In terms of its time requirements, strategic evaluation is far more demanding than planning. Evaluation and control are concerned with tracking performance and, when necessary, altering plans to keep performance on track. Evaluation also includes looking for new opportunities and potential threats in the future. It is the concerning link in the strategic marketing planning process. By serving as both the last stage and the first stage (evaluation before taking action) in the planning process, strategic evaluation assures that strategy is an ongoing activity Key insurance marketing strategies will always include an in-depth review of the a value of follow-up. All successful sales agents understand that consumers need to be contacted again and again in order to make a vital connection. Also, great follow-up protocol lets the potential customer know that good, solid customer service will be part of the over-all

package. Follow-up says to a consumer that they are important, thought of, and that their business would be greatly appreciated. The consumer today not only wants a product at a great price, they also want a personal relationship, especially when it comes to financial system sales, such as various insurances. Letters and phone calls are gentle reminders that the salesperson intends to serve with his or her whole heart. And, once a sale is secured, a thank you call is strongly advised .consumers today value information. We live in the information age, and the savvy, faithful customer is one that has knowledge about the products and services offered. The next most valuable insurance marketing tips include the salesperson being the source of financial information for the client. Newsletters, email updates, and notifications will keep customers informed about issues surrounding insurance and other financial programs. There are creative ways to approach these insurance marketing strategies. Newsletters could include contests, special interest areas for kids, safety concerns, and economic updates. There could even be an area for customer spotlights, or encouraging testimonies of how the customers were helped through the office. Of course, all new products and services should be showcased in any informative hard copy or e-mail communication. Community marketing is another great way to get advertising and name recognition. Successful networkers join local community agencies, such as the local Chamber of Commerce, and sign up to help in activities. This is a great way to get name and photographs listed in newspaper articles and other media avenues. Also, charity work cannot only be greatly beneficial to the community and those served, but may also open doors to communicating with other volunteers, who could be potential clients. People enjoy using services extended by like-minded providers. Creating a sense of community is extremely important to insurance marketing strategies. There are other insurance marketing tips and resources available and insurance agents may find investigating several options to be beneficial.

Many marketing support companies offer email or publication updates, sharing information and techniques that are proven to bring in success. Agents may want to browse the Internet and find a few different insurance marketing tips programs to choose from. Not only will these resources help keep salespersons abreast of the latest strategies, but these support programs can also create a sense of community and an opportunity for agents to share their own struggles and challenges with others in the field.

ACTIVITY
In the insurance industry there is a new way of thinking which determined the passage from transactional marketing to a holistic marketing concept. In this paper five key elements of holistic marketing are presented: relationship marketing, integrated marketing, internal marketing, social responsibility marketing and international marketing. In order to be successful insurance companies have to be able to convince their clients of the usefulness of their products and of the solidity of their businesses. In the current crisis situation, trust is a vital element for the insurance industry and even if on short term, liquidity is the target, as it ensures survival, on long and medium term the objective has to be the consolidation of the trust of consumers in insurance companies and the goal of the managers must be to win customer loyalty. Keywords: holistic marketing in insurance, relationship marketing, integrated marketing, internal marketing, social responsibility marketing, international marketing, trust, customer loyalty, crisis Today the success of an insurance company is based on the quality of the long term relationship established between the company and its partners: customers, employees, broker dealers, banks, hedge funds etc. In the insurance industry this new way of thinking determined the passage from

transactional marketing to a holistic marketing concept. The traditional transaction marketing focused on meeting customers needs so that the company could obtain an immediate advantage. This approach wasnt always benefic for the insurance companies and for their clientsAn integrated marketing is a must in the insurance industry. The insurance company must have a coherent marketing mix in order to satisfy efficiently the needs of their clients. The marketing department of the insurance company must coordinate and integrate all the activities included in the marketing mix in order to maximize their joint effects: the insurance products and services offered must be conceived as a solution for the needs of the client and the setting of the premiums, distribution channels and company communications must be done in an integrate perspective. The role of internal marketing is to ensure that everyone in the insurance company embraces appropriate marketing principles. The internal marketing is the task of hiring, training and motivating the employees who want to serve customers well. Social responsibility marketing is a key element in the marketing activity of an insurance company due to the specific of the product. The role of the insurance is to protect the insured against different risks, but also to create benefic effects for the entire society. The marketing activity in insurance has important causes and effects in the social, ethical and legal environment. The social responsibility marketing activities demonstrate a corporate culture that is designed to treat consumers fairly

PROCESS OF RECRUITMENT
(A) JOB ANALYSIS: Job analysis is the basis for selecting the right candidates. Every organization should finalize the job analysis, job description, job specification and employee specifications before proceeding to the next step of selection essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step facts may come to light, which are useful for comparison with the job requirement and employee specifications.

(B) HUMAN RESOURCE PLAN: Every company plans for the required number of and kind of employees for a future date. This is the basis for recruitment function.

(c) RECRUITMENT: Recruitment refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is the basis for the remaining technologies of the screening the candidates in order to select the appropriate candidates for the jobs . (D) DEVELOPMENT OF BASES FOR SELECTION: The company has to select the appropriate candidates from the pool of applicants. The company develops or borrows the appropriate bases/techniques for screening the candidates in order to select the appropriate candidates for the jobs.

(E) APPLICATION FORM: Application form is also known as application blank. The techniques of application blank are traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and level of the job etc. Information is generally required on the following items in the application forms: Personal background Educational qualifications Work experience Salary (drawing and expecting) Personal attainments including likes and dislikes References F) WRITTEN EXAMINATION: Organizations have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidate s ability in arithmetical calculations, to know the candidate s attitude towards the job, to measure the candidate s aptitude, reasoning, knowledge in various disciplines, general knowledge and English language.

(G) PRELIMINARY INTERVIEW: The preliminary interview is to solicit necessary information from the prospective applications and to assess the applicant s suitability to the job. An assistant in the personnel department may conduct this preliminary interview. The information thus provided by the candidate may be related to the job or personal specifications regarding education, experience, salary expectations, attitude towards job, age, physical appearance and other requirements etc. Thus, preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates. If a candidate satisfies the job requirements regarding most of the areas, he may be selected for further process. Preliminary interviews are short and known as stand up interviews or sizing up of the applicants or screening interviews. However, certain required amount of care is to be taken to ensure that the desirable workers are not eliminated. This interview is also useful to provide the basic information about the company to the candidate.

(H) BUSINESS GAMES: Business games are widely used as a selection technique for selecting management trainees, executive trainees and managerial personnel at junior, middle and top management positions. Business games help to evaluate the applicants in the areas of decision-making, identifying the potentialities, handling the situations, problem- solving skills, human relations skills etc. participants are placed in a hypothetical work situation and are required to play the role situations in the game. The hypothesis is that the most successful candidate in the game will be most successful one on the job .

GROUP DISCUSSION is used in order to secure further information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful applicants are brought around a conference table and are asked to discuss either a case study or subject matter. The candidates in the group are required to analyze, discuss, find alternative solutions and select the sound solution. A selection panel then observes the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information based on the given information and using common sense, keenly observing the discussion of others, clarifying controversial issues, influencing others, speaking effectively, concealing and mediating arguments among the participants and summarizing or concluding aptly.

The selection panel, based on its observation, judges the candidate s skill and ability and ranks them according to their merit. In some cases, the selection panel may also ask the candidates to write the summary of the group discussion in order to know the candidate s writing ability as well.

TYPES OF TEST:
Tests are classified into six classes; each class is again divided into different types of tests. They are: APTITUDE TESTS:

These tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. Aptitudes can be divided into general and mental ability or intelligence and specific aptitudes such as mechanical, clerical, manipulative capacity etc. General aptitude test is of two types namely intelligence quotient (IQ) and emotional quotient (EQ).

(1) SKILL TESTS: These tests measure the candidate s ability to do a job perfectly and intelligently. These tests are useful to select the candidates to perform artistic jobs, product design, design of tools, machinery etc. The candidates can be selected for assembly work, testing and inspection also.

(2) MECHANICAL APTITUDE TESTS:

These tests measure the capabilities of spatial visualization, perceptual speed and knowledge of mechanical matter. These tests are useful for selecting apprentices, skilled, mechanical employees, technicians etc.

(3) PSYCHOMOTOR TESTS:

These tests measure abilities like manual dexterity, motor ability and eyehand coordination of candidates. These tests are useful to select semi-skilled workers and workers for repetitive operations like packing and watch assembly.

(4) CLERICAL APTITUDE TESTS:

These types of tests measure specific capacities involved in office work. Items of these tests include spelling, computation, comprehension, copying, word measuring etc.

ACHIEVEMENT TESTS:
These tests are conducted when applicants claim to know something as these tests are concerned with what one has accomplished. These tests are more useful to measure the value of a specific achievement when an organization wishes to employ experienced candidates. These tests are classified into (a) job knowledge test and (b) work sample test. Thus, the candidate s achievement in his career is tested regarding his knowledge about the job and actual work experience.

SITUATIONAL TESTS:
This test evaluates a candidate s in a similar real life situation. In this test the candidate is asked either to cope with the situation or solve critical situations of the job.

(1) GROUP DISCUSSION: This test is administered through the group discussion approach to solve a problem under which candidates are observed in the areas of initiating, leading, proposing valuable ideas, conciliating skills, oral communicating skills, coordinating and concluding skills.

(2) IN BASKET: Situational test is administered through in basket method. The candidate in this test is supplied with actual letters, telephone and telegraphic message,reports and requirements by various officers of the organization, adequate information about the job and organization. The candidate is asked to take decisions on various items based on the in basket information regarding requirements in the memoranda.

INTEREST TESTS: These tests are inventories of the likes and dislikes of candidates in relation to work, job, occupations, hobbies and recreational activities. The purpose of this test is to find out whether a candidate is interested or disinterested in the job for which he is a candidate and to find out in which area of the job range/occupation the candidate is interested. The assumption of this test is that there is a high correlation between the interest of a candidate in a job and job success. Interest inventories are less faked and they may not fluctuate after the age of 30 . PERSONALITY TESTS: These tests prove deeply to discover clues to an individual s value system, his emotional reactions and maturity and characteristic mood. They areexpressed in such traits like self-

confidence, tact, distrust, initiative, emotional control, optimism, decisiveness, sociability, conformity,objectivity, patience, fear, judgment dominance or submission, impulsiveness, sympathy, integrity, stability and self-confidence. 1. Objective tests: Most personality tests are objective tests as they are suitable for group testing and can be scored objectively.

2. ( Projective tests: Candidates are asked to project their own interpretation of certain standard stimulus basing on ambiguous pictures, figures etc. under these tests. Personality tests have disadvantages in the sense that sophisticated candidates can fake them and most candidates give socially acceptable answers. Further, personality inventories may not successfully predict job success. A number of corrective measures tried as personality inventories are widely subject to faking. They are: Forced choice of Edward s personnel preference schedule. Gordon personal profile. The Minnesota Multi-phasic Inventory offers different methods for Identifying faking. The faking can be countered by repeating the same question in different parts to measure consistency.

MULTI-DIMENSIONAL TESTING: However, the need for multi-skills is being felt be most of the companies consequent upon globalization, competitiveness and the consequent customer-centered strategies. Organization have to develop multidimensional testing in order to find out whether the

candidates possess a variety of skills or not, candidate s ability to integrate the multi-skills and potentiality to apply them based on situational and functional requirement.

J) INTERVIEW: Final interview follows after tests. This is the most essential step in the process of selection. In this step the interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observation during the interview. The different types of interviews are:

CORE INTERVIEW: It is normally the interaction between the candidates and the line executive or experts on various areas of job knowledge, skill, talent etc. This interview may take various forms like: (1)Background information interview This interview is intended to collect the information which is not available in the application blank and to check that information provided in the application blank regarding education, place of domicile, family, health, interest, hobbies, likes, dislikes and extra curricular activities of the applicant.

(2) Job and probing interview: This interview aims at testing the candidate s job knowledge about duties, activities, methods of doing the job, critical/problematic areas, methods of handling those areas etc.

(3) Stress interview:

This interview aims at testing the candidate s job behavior and level of understanding during the period of stress and strain. The interviewer tests candidate by putting him under stress and strain by interrupting the applicant from answering, criticizing his opinions, asking questions pertaining to unrelated areas, keeping silent for unduly long periods after he has finished speaking etc. Stress during the middle portion of the interview gives effective results. Stress interview must be handled with utmost care and skills. This type of interview is often invalid, as the interviewer s need for a job and his previous experience in such type of interviews may inhibit his actual behavior under such situations. (4) Group discussion interview: There are 2 methods of conducting group discussion interviews, viz. group interview method and discussion interview method. All the candidates are brought into one room and are interviewed one by one under group interview. This method helps a busy executive to save valuable time and gives a fair account of the objectivity of the interview to the candidates. Under the discussion interview method, one topic is given for discussion to the candidates who assembling one room and they are asked to discuss the topic in detail. This type of interview helps the interviewer in appraising certain skills of the candidates like initiative, inter-personal skills, dynamism, presentation, leading, comprehension, collaboration etc. Interviewers are at ease in this category of interview because of its informality and flexibility. (5) Formal and structured interview: In this type of interview, all the formalities, procedures like fixing the value, time, panel of interviewers, opening and closing, intimating the candidates officially etc. are strictly followed in arranging and conducting interview. The course of the interview is preplanned and structured, in advance, depending on job requirements

(6) Panel interview: A panel of experts interviews each candidate, judges his performance individually and prepares consolidated judgment. This type of interview is known as panel interview. Interviewers for middle level and senior level mangers are normally conducted are the panel of experts.

(7) Depth interview: In this interview, the candidate would be examined extensively in core areas of job skills and knowledge. Experts test the candidate s knowledge in depth. Depth interviews are conducted for specialist jobs.

DECISION-MAKING INTERVIEW: After the experts including the line managers of the organization in the core areas of the job examine the candidates, the head of the department/section concerned interviews the candidates once again, mostly through informal discussion. The interviewer examines the interest of the candidate in the job, organization Reaction adaptability to the working complaining, promotional opportunities, work adjustment and allotment etc. The personnel manger also interviews the candidates with a view to find out his reaction/acceptance regarding salary, allowances, benefits, promotions, opportunities etc. The head of the department and the personnel manager exchange the view and then they jointly inform their decision to the chairman of the interview board, which finally makes the decision about the candidate s performance and their ranks in the interview. Most of the organizations have realized that employee s positive attitude matters much rather than employee s skill and knowledge. Employees with positive attitude contribute much to

the organization. Hence, interviewers look for the candidates with the right attitude while making final decision.

(K) MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear vision, perfect hearing unusual stamina, tolerance of hardworking conditions, clear tone etc. Medical examination reveals whether or not a candidate possesses these qualities. Medical examination can give the following information: Whether the applicant is medically suited for the specific job Whether the applicant has health problems or psychological attitudeslikely to interfere with work efficiency or future attendance. The offer. Whether the applicant suffers from bad health which shouldbe corrected before he can work satisfactorily It reveals the applicant s physical measurements and it is used to check the special senses of the candidates.

(L) REFERENCE CHECKS: After completion of the final interview and medical examination, the personnel department will engage in checking references. Candidates are required to give the names of references in their application forms. These references may be from the individuals who are familiar with the candidates academic achievement or form the applicant s previous employer, who is well versed with the applicant s job performance, and sometimes from coworkers. Incase the reference check is from the previous employer; information for the following areas may be obtained. They are job title, job description, and period of employment, pay and allowances,

gross emoluments, benefits provided, rate of absence, willingness of the previous employer to employ the candidate again and soon Further, information regarding candidate s regularity at work, character, progress etc. can be obtained. Often a telephone call is much quicker. The method of mail provides detailed information about the candidate s performance, character and behavior. However, a personal visit is superior to the mail and telephone methods and is used where it is highly essential to get the detailed, actual information, which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But a good reference check used sincerely will fetch useful and reliable information to the organization.

(M) FINAL DECISION BY THE LINE MANAGER: The line manager concerned has to make the final decision whether to select or reject a candidate after soliciting the required information through techniques discussed earlier. The line manager has to take much care in taking the final decision not only because of economic implications but also because of behavioral and social implications. A careless decision of rejecting would impair the morale of the people and they would suspect the selection procedure and the basis of selection of this organization. A true understanding between line managers and personnel managers should be established to take proper decisions.

(N) JOB OFFER:

Thus, after taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization offers the job to the successful candidates either immediately or after some time depending upon its time schedule. The candidate after receiving job offer communicates his acceptance to the offer or requests the company to modify the terms and conditions of employment or rejects the offer.

TRAINING EFFECTIVENESS
Cutting edge of competition today demands every organization, to measure its activities in terms of effectiveness, efficiency, excellence (triple E). To achieve this triple C a lot of investment is made by the organization but the sword of sure short success hangs on the head of the HRD manager, this is because he has to handle the most complex resource i.e. human resource. The next toughest thins is to maintain is the ROI (return on investment) of training and development. It is not only the ROI but the performance management, retention level, motivation, morale, creativity, innovation conflicts, loyalty and commitment etc. of the manpower which are not easy to handle. Keeping all these factors in mind the focus of vision falls on training and development. The training effectiveness is obviously in terms of enhanced skill and knowledge to achieve the present goals, through the increased learnt behavior. In the process of training effectiveness is the

most important /vital area, where by the individual and organizational goals are integrated to bring about the desired performance levels. How to reduce the gap?

Training skill & communication

Job performance

Trainer Trainee

Learning ability

METHODOLOGY OF THE PROJECT

Interview Preparation of the summary expressed Recommendation of fall back site Questionnaire design

RESEARCH DESIGN
Descriptive Design.

Sample Size:
To understand the training and development scenario at SBI LIFE and what the trainee really feels about the training they have undergone and further what kind of training they look for. Do they really look for any kind of training or not? To study the above aspect we covered almost about 25 people from almost all the department at of the company SBI LIFE.

TOOLS USED FOR DATA COLLECTION

Primary data collected through questionnaires and informal interviews. Secondary data collected through magazines, journals, websites, and other

corporate publications

PROCEDURE FOR DATA COLLECTION.

Communication, asking questions and receiving a response in person Visiting the various organizations, libraries, internet and also preparation

of the questionnaire with the help of the project guide.

DATA ANALYSIS AND INTERPRETATIONS

Q1.Your Organization considers training as a part of organizational strategy. Do you agree with this statement? Response Agree Disagree Partly Agree Cant Say Total No. Of Respondants 13 1 4 7 25 Percentage 52 4 16 28 100

AGREE DISAGREE PARTLY AGREE CANT SAY

Interpretation:The above graph indicates that Organization considers training as a part of organizational strategy.

Q 2. How many training programmes will you attend in a year? Response Less than 10 10 - 20 20 40 More than 40 Total No. of respondants 14 2 6 3 25 Percentage 56 8 24 12 100

LESS THAN 10 10 20 20 - 40 MORE THAN 40

INTERPRETATION:The above chart indicates that less training programmes are held in the organization.

Q 3.To whom the training is given more in your organization? Response Senior staff Junior staff New staff Based on requirement Total No. of respondants 3 5 6 13 25 Percentage 12 20 24 52 100

SENIOR JUNIOR NEW STAFF BASED ON REQMT.

INTERPRETATION:Training is provided on the basis of requirement.

Q 4.What are all the important barriers to Training and Development in your organization? Response Time Money Lack of interest by staff Non-availability of skilled trainer Total No. of respondants 5 4 6 10 25 Percentage 20 16 24 40 100

TIME MONEY LACK OF INTEREST BY STAFF NON-AVAILABILITY OF SKILLED TRAINER

INTERPRETATION:The above graph indicates that the important barriers to Training and Development in the organization is Non-availability of skilled trainers.

Q 5. Enough practice is given for us during training session? Do you agree with this statement? Respondants Strongly Agree Agree Somewhat agree Disagree Total No. of respondants 14 2 6 3 25 Percentage 56 8 24 12 100

STRONGLY AGREE AGREE SOMEWHAT AGREE DISAGREE

INTERPRETATION:This graph indicates that enough practice is given for employees during training sessions.

Q6. The training sessions conducted in your organization is useful. Do you agree with this statement? Respondants Strongly agree Agree Somewhat Disagree Total No. of respondants 15 5 5 0 25 Percentage 60 20 20 0 100

STRONGLY AGREE AGREE SOMEWHAT AGREE DISAGREE

INTERPRETATION:The above graph indicates that the training sessions conducted in the organization is useful.

Q7. Employees are given appraisal in order to motivate them to attend the training. Do u agree with this statement?

Respondants Strongly Agree Agree Somewhat Disagree Total

No. of respondants 14 6 3 2 25

Percentage 56 24 12 8 100

STRONGLY AGREE AGREE SOMEWHAT AGREE DISAGREE

INTERPRETATION:The above graph shows that Employees are given appraisal in order to motivate them to attend the training.

Q8. What are the skills that the trainer should possess to make the training effective? Respondants Technical skills People skills or Soft skills Generalist makes better Personnel managers than Specialist Fond of talking to people Total No. of respondants 8 6 6 Percentage 32 24 24

5 25

20 100

TECH. SKILLS SOFT SKILL GENERALIST TALKATIVE

INTERPRETATION:The above graph indicates that the trainer should possess technical skills to make the training effective

Q9. What are the general complaints about the training session? Respondants Take away precious time of employees Too many gaps between the sessions Training sessions are unplanned Boring and not useful Total No. of respondants 4 10 6 5 25 Percentage 25 40 15 20 100

Take away precious time of employees Too many gaps between the sessions Training sessions are unplanned Boring and not useful

INTERPRETATION:The above graph indicates that there are two many gaps between the training sessions.

Q10. Reason for shortage of skilled man power at workplace are : Respondats Lack of planning Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level Total No. of respondants 5 10 8 Percentage 20 40 32

25

100

Lack of planning

Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level

INTERPRETATION:The above graph indicates that reason for shortage of skilled man power at workplace are lack of support from senior staff.

FINDINGS

1. The firms follow an effective training process.

2. The training is given to those employees who need it.

3. But the barrier for the training process in the organization is the non-availability of skilled trainers.

4. There are gaps between the training sessions organized by the company thats why trainees lost touch with that.

5. As the work load is much on employees therefore less attention is given to training sessions by the employees.

6. The Organization also appoints trainers from outside or from different firms to ensure better training to its employees.

LIMITATIONS
Every scientific study has certain limitations and the present study is no more exception. These are: 1. The terminology used in the subject is highly technical in nature and creates a lot of ambugity. 2. All the secondary data are required were not available. 3. Respondents were found hesitant in revealing opinion about supervisors and management.

CONCLUSIONS/ SUGGESTIONS
Under noted few suggestions cum conclusion can be taken as for implementation to reap furtherest benefits. Making training and development process and entirely in house activity to

reduce cost. It is found that the average age group of trainees are in their twenties or

early thirties which signifies that the consumer durable industry need more of young blood as enthusiasm is an integral part of the industry. The maximum emphasis is given to job instruction methods where the

trainee are made to understand their job thoroughly and the role they are going to play in performing their job. Lecture as well as the presentation is the major part of imparting the

education and training them. The training objective are in keeping with needs and abilities of the trainee

and it is this that proves to be the major reason for success of the training as whole... The trainee fill the feedback form and from time to time test are conducted

to know the gauge the effectiveness of training to employee to check their

memory if they retain anything or not. We think that time management is one of the thing on which Reliance Mobile team

must emphasis so that there employee can be more productive as it was found during the visit to the corporate office people they lack in managing

themselves. Stress management training is more important for employee as it was

observed that people are all the time in tension like situation as to how to do what to do when to do, no time and things like that which kept them tensed all time.

Last but not least behavioural training is more important as while doing the study it was found that people are less cooperative and outgoing to help out.

QUESTIONNAIRE *1) What is your designation?

*2) How many training programmes will you attend in a year?
14224558 1

Less than 10 10-20 20-40 More than 40

2

*3) To whom the training is given more in your organization?

14224559 1

Senior staff Junior staff New staff Based on requirement

3

*4) What are all the important barriers to Training and Development in your organization?
14224560 1

Time Money Lack of interest by the staff Non-availability of skilled trainer

*5) What mode of training method is normally used in your organization?

14224562 1

Job rotation External training Conference/discussion Programmed instruction

5

*6) Enough practice is given for us during training session? Do you agree with this statement?
14224563 1

Strongly agree Agree Somewhat agree Disagree 7)

14224565 1

The training sessions conducted in your organisation is useful. Do you agree with this statement? Strongly agree Agree Somewhat agree Disagree

*8) Employees are given appraisal in order to motivate them to attend the training. Do u agree with this statement?
14224566 1

Strongly agree Agree Somewhat agree Disagree

8

*9) How long will it take to implement the trained process?

14224567 1

Less than 1 month 1-2 months 2-4 months More than 4 months
9

*10) What type of training is being imparted for new recruitments in your organization?
14224569 1

Technical training Management training Presentation skill

10

*11) How well the workplace of the training is physically organized?

14224570

Excellent Good Average Bad

11

*12) What Training and Development do you need to make your career aspirations to come true?
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Leadership training External Degree Study Formal meeting procedures Other (Please Specify)
12

*13) What are the conditions that have to be improved during the training sessions?
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Re-design the job Remove interference Re-organize the work place Upgrade the information of the material given during training
13

*14) What are the skills that the trainer should possess to make the training effective?
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Should possess only Technical skills People skills or Soft skills are more important than Technical skills Generalist makes better Personnel managers that Specialist Fond of talking to people
14

*15) Reason for shortage of skilled man power at workplace are:

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Lack of planning Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level
15

*16) To perform other jobs in your organisation, what training or experience would you required?
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Safety awareness Negotiation skills Machine operations Occupational health

16

*17) What are the general complaints about the training session?
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Take away precious time of employees Too many gaps between the sessions

Training sessions are unplanned Boring and not useful

17

*18) The time duration given for the training period is?
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Sufficient To be extended To be shortened Manageable

18

*19) Comment on the degree to which the training objective are met during the training sessions:
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All the objectives are met Some objectives are met Met according to the need None of the objectives are met
19

*20) Have you ever come across any problem during the training session conducted in your organisation?
14224586 1

Yes No

BIBLIOGRAPHY
BOOKS:
David A. Decenzo/Stephen P. Robins (2004) Personal and Human Resource Management A. Monappa (2004), Personal Management Allan Pepper (1999) A Handbook on Training and Development Kotler, Philip, Marketing Management, Delhi, Pearson Education Pvt. Ltd. Kothari, C.R., Research Methodology, New Delhi, WishwaPrakashan Pvt. Ltd.

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