PREFACE Marketing should not be looked upon in a vacuum or in isolation.

It is an essence taking a view of the whole business organization and its ultimate objective concern for marketing must penetrate all areas of the enterprise. Market survey in todays competitive world is a must for every organization.

This project is a study of market potential of TATA

!". The

rational behind this particular study is to find out the present market scenario of various brands # to find out the corporate need and perception. It was a pleasurable e$perience to conduct a research on behalf of TATA !" pertaining to the study of the Tea ector.

%onclusion and there by recommendation has been arrived at by proper and justified interpretation of the result derived from the above said analytical tools and techni&ues.

ACKNOWLEDGEMENT Preparing a project of this nature is an arduous task and I was fortunate enough to get support from a large number o persons. I wish to express my deep sense of gratitude to all those who generously helped in successful completion of this report by sharing their invaluable time and knowledge. It is my proud and previledge to express my deep regards to Respected , Head of epartment r.Pramesh !autam, "iss Preeti #hukla epartment of $usiness "anagement , #wami %ivekanand Institute of &echnology, 'ollege #agar for allowing me to undertake this project. I feel extremely exhilarated to have completed this project under the able and inspiring guidance of "iss Preeti #hukla "iss. Ritu (hatri He rendered me all ossible help me guidance while reviewing the manuscript in finalising the report. I also extend my deep regards to my teachers , family members , friends and all those whose encouragement has infused courage in me to complete to work successfully.

(PRATHAM THAKUR) B.B.A I Sem

DELCLARATION BY THE CANDIDATE

I declare that the project report titled " Market Strategies o Tata Sk! " on Market egmentation is nay own work conducted under the

supervision of Miss"Preeti S#$k%a 'epartment of (usiness Management ) wami *ivekanand Institute of Technology %ollege) agar To the best of

my knowledge the report does not contain any work ) which has been submitted for the award of any degree ) anywhere. ate

+,-AT.AM T.A!/-0 (.(.A I em

CERTIFICATE The project report titled " Market Strategies o Tata Sk! " been prepared by ,ratham Thakur ((A I emester ) under the guidance and supervision of Miss Preeti S#$k%a 'egree of (.(.A. or the partial fulfillment of the

Signature of the Supervisor

Signature of the Head of the epartment

Signature of the !"aminer

CONTENTS TOPIC &" TITLE I1T-2'/%TI21 23 T.4 %2M,A1" PAGE NO"

2(54%TI*4 23 T.4 T/'" '" ,-IMA-" 4%21'A-" (" )" *" +" ," -4 4A-%. M4T.2'2627" '4 I71ATI21 -. -46ATI21 .I, MA1A74'4 *4' ,-23I64 %21%6/ I21 /774 TI21 6IMITATI21

INTROD-CTION In this project I have studied -ecruitment and election process of Ba.a. A%%ia/0 Li e I/s$ra/1e Co23a/! Li2ite4 and attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring an employee.

I am privileged to be one of the students who got an opportunity to do my training with (ajaj Allianz 6ife Insurance %ompany 6imited" My involvement in the project has been very challenging and has provided me a platform to leverage my potential in the most constructive way. (ajaj Allianz 6ife Insurance is one of India8s leading financial institutions offering complete financial solutions that encompass every sphere of life. In a short span of time) (ajaj Allianz has set an e$ample by having a steady and confident journey to growth and success. 'uring the training period I have studied deeply the process of hiring in (ajaj Allianz 6ife Insurance and did a 92T analysis of (ajaj Allianz 6ife Insurance to find out the e$isting shortcomings and potential threats and thereby recommended suggestions. This project however is an attempt to share as best as possible my e$perience in corporate world with all my colleagues and my faculty.

COMPANY PROFILE BA5A5 A%%ia/0 Li e I/s$ra/1e Co23a/! is a joint venture between two leading conglomerates) Ba.a. A$to Li2ite4) one of largest manufactures of motorcycles and scooters in the world) and A%%ia/0 AG of 7ermany one of the largest insurance companies.

(ajaj Allianz 6ife Insurance %o. 6td. was incorporated on :;th March ;<<:. The company received the Insurance -egulatory and 'evelopment Authority +I-'A0 certificate of -egistration +-=0 1o ::> on =rd August ;<<: to conduct 6ife Insurance business in India. (ajaj Allianz S#are#o%4er Ca3ita% Base stands at -s. *66 1rore with Ba.a. A$to Li2ite4 and A%%ia/0 AG of 7ermany holding ,)7 and '+7 stake respectively. It is the %argest 3ri8ate 3%a!er in the Insurance Industry in India with a 2arket s#are of around ()7 amongst the private companies and second to 6I%. The total market share of (ajaj Allianz as of =:st March ;<<> is at :;?.

'uring the financial year ;<<@A;<<>) (ajaj Allianz has sold over := lakh policies and collected about -s. BB== crore as premium income. 9hopping growth of ;:>? for the 3" ;<<@A<>) Assets under management of -s. ==;B %rore. It has paid up -s C;@ crores with I-'A as a caution deposit. (ajaj Allianz has insured lives for sum assure of over -s D@<< crore.

INTROD-CTION OF BA5A5 ALLIAN9 INS-RANCE COMPANY"

COMPANY HISTORY

BA5A5 A%%ia/0 Li e I/s$ra/1e Co23a/! is a joint venture between two leading conglomerates) Ba.a. A$to Li2ite4) one of largest manufactures of motorcycles and scooters in the world) and A%%ia/0 AG of 7ermany one of the largest insurance companies. (ajaj Allianz 6ife Insurance %o. 6td. was incorporated on :;th March ;<<:. The company received the Insurance -egulatory and 'evelopment Authority +I-'A0 certificate of -egistration +-=0 1o ::> on =rd August ;<<: to conduct 6ife Insurance business in India. (ajaj Allianz S#are#o%4er Ca3ita% Base stands at -s. *66 1rore with Ba.a. A$to Li2ite4 and A%%ia/0 AG of 7ermany holding ,)7 and '+7 stake respectively. It is the %argest 3ri8ate 3%a!er in the Insurance Industry in India with a 2arket s#are of around ()7 amongst the private companies and second to 6I%. The total market share of (ajaj Allianz as of =:st March ;<<> is at :;?.

'uring the financial year ;<<@A;<<>) (ajaj Allianz has sold over := lakh policies and collected about -s. BB== crore as premium income. 9hopping growth of ;:>? for the 3" ;<<@A<>) Assets under management of -s. ==;B %rore. It has paid up -s C;@ crores with I-'A as a caution deposit. (ajaj Allianz has insured lives for sum assure of over -s D@<< crore.

ALLIAN9 AG 3ounded in :DC< in (erlin) Allianz is now present in over E< countries with almost :EB)<<< employees. At the top of the international group is the holding company) Allianz A7) with its head office in Munich. Allianz A7 is in the business of 7eneral +,roperty # %asualty0 InsuranceF 6ife # .ealth Insurance and Asset Management and has been in operation for over ::< years. Allianz is one of the largest global composite insurers with operations in over E< countries. 3urther) the 7roup provides -isk Management and 6oss ,revention ervices. Allianz has insured most of the world8s largest infrastructure projects +including .ongkong Airport and %hannel Tunnel between /! and 3rance0) further Allianz insures the majority of the fortune @<< companies) besides being a large industrial insurer) Allianz has a substantial portfolio in the commercial and personal lines sector) using a wide variety of innovative distribution channels.

ALLIAN9 AG: A GLOBAL FINANCIAL POWERHO-SE

 9orldwide ;nd by 7ross 9ritten ,remiums A -s.B)B>)>@B cr.

=rd largest Assets /nder Management +A/M0 # largest amongst Insurance cos. A A/M of -s.@:)C>)C@C cr.

:;th largest corporation in the world

BC.D ? of global business from 6ife Insurance

4stablished in :DC<) ::< yrs of Insurance e$pertise

PROD-CT PROFILE

CHILD CARE

Taking care of a child is perhaps the most important job a parent can have. It is but natural that you would like to give your child your best) and therefore) this is the time when careful financial planning can help you fulfill the aspirations that you have for your children. The (ajaj Allianz G%hild %areH olutions help you to enjoy the joys of parenthood responsibly) with the reassurance of a secure future for your child.

CHILD CARE PLAN OFFERS

%hild %are plan is a children money back plan with profit. (ajaj Allianz %hild %are offers a wide array of solutions that allows you to plan for your childs future by providing you with as many as B distinct and uni&ue options. :. %hild %are ;: ;. %hild %are ;B =. %hild %are ;: ,lus B. %hild %are ;B ,lus

START OF LIFE BENEFIT This is a uni&ue feature of (ajaj Allianz G%hild %areH ;: ,lus # ;B ,lus. These packages offer you the choice of providing a uni&ue tart of 6ife (enefit for your child. 3or a nominal amount) an additional um Assured subject to a ma$imum limit of -s.:< 6acks will become payable to enable the child start hiIher professional life smoothly) in case of an unfortunate death or Accidental ,ermanent Total 'isability of the ,olicy holder during the term of the policy. This benefit will not be available in the event of accidental permanent total disability after age >@ of the policy holder. IN:B-ILT BENEFITS

A; PREMI-M WAI<ER BENEFIT= In case of death or Accidental Total ,ermanent 'isability of the policyholder during the premium payment term) all future premium payments are waived. This benefit will not be available in

the event of accidental permanent total disability after age >@ of the policy holder. B; FAMILY INCOME BENEFIT= In case of death or accidental total permanent disability of the policy holder during the term of the policy) a monthly income benefit of :? of the sum assured +:;? per annum0 becomes payable till the end of the policy term +subject to a ma$imum of -s. :);<)<<< per annum0. This benefit will not be available in the event of accidental permanent total disability after age >@ of the policy holder.

C; OPTION TO P-RCHASE F-RTHER INS-RANCE AT MAT-RITY= 3or ensuring continuity of the valuable insurance protection that the child was enjoying) we offer the child and option to purchase a with profits endowment or an e&uivalent plan from (ajaj Allianz 6ife Insurance %ompany for twice the amount of face value of this policy) without any medical e$amination) on the premium rates prevailing at that time. +The application must be made at least > months prior to maturity of this policy0.

> O?.e1ti8e O T#e St$4!

,-IMA-" 2(54%TI*4 To know about financial position of (ajaj Aliance Insurance. To !now about 3inancial performance of (ajaj Aliance Insurance. 4%21'A-" 2(54%TI*4 To !now about the 4mploy Apportunity in (ajaj Aliance Insurance.

RESEARCH METHODOLOGY

RESEARCH DESIGN A research design is a framework or blueprint for conducting the marketing research project. It specifies the details of the procedures necessary for obtaining the information needed to structure andIor solve marketing research problem. 2n the basis of fundamental objectives of the research we can classify research design into two general typesJ

&; E@PLORATORY RESEARCH '; CONCL-SI<E RESEARCH

4$ploratory research is one type of research design) which has its primary objective the provision of insights into) and comprehension of) the problem situation confronting the researcher. %onclusive research is designed to assist the decision maker in determining evaluating and selecting the best course of action to take in a given situation.

%onclusive research can be further divided into two typesJA Des1ri3ti8e EA3eri2e/ta% The research design used in this project is a '4 %-I,TI*4 '4 I71.

'escriptive study as the name implies is designed to describe somethingA for e$ample the characteristics of users of a given product) the degree to which the product use the varies with income) age) etc.

SAMPLING TECHNIB-E -SED= T#is resear1# #as $se4 1o/8e/ie/1e sa23%i/g te1#/iC$e" :0 %onvenience sampling te1#/iC$e= %onvenience sampling is $se4 i/ eA3%orator! resear1# D#ere t#e resear1#er is i/tereste4 i/ getti/g a/ i/eA3e/si8e a33roAi2atio/ o t#e tr$t#" As t#e /a2e i23%iesE t#e sa23%e is se%e1te4 ?e1a$se t#e! are 1o/8e/ie/t" SELECTION OF SAMPLE SI9E= 3or the study) a sample size of @< has been taken into consideration. SO-RCES OF DATA COLLECTION= -search will be based on two sourcesJ :. ,rimary data ;. econdary data '; SECONDARY DATA= econdary data will consist of different literatures like books which are published) articles) internet and websites.

In order to reach relevant conclusion) research work needed to be designed in a proper way. STATISTICAL TOOLS -SED The main statistical tools used for the collection and analyses of data in this project areJ Kuestionnaire ,ie %harts (ar %harts 6ine %harts %olumn %harts 7ender L MI3 Area Age Income L -ural I /rban L A

EMPLOYMENT GRADE

Department heads

Regional/sales heads

Functional/sr. managers

Managers/supervisory roles

Executives/customer support executives

DEPARTMENT HEAD

Job Description
Roles & Responsibilities / KRA: Recruitment & servicing of agents

Premium generation through agents Band movement of agents Relationship Management Salary: nsurance !area: !inancial Services" Ban#ing" nvestments" nsurance Role $ategory: %perations/Processes Role: $RM/$ustomer Service &'ecutive

Desired Candidate Profile

&ducation: () * Any )raduate * Any Speciali+ation P) * Any Postgraduate * Any Speciali+ation ,octorate * ,octorate -ot Re.uired Should be a )raduate/Post )raduate Minimum &'perience/ 0 Ma'imum &'perience/ 1 2ocation/ 3est ,elhi4Motinagar5" -ehru Place" $onnaught Place & -oida

Administration Support
by Ba6a6 Allian+ )eneral nsurance $ompany 2td7 in 8ana#puri &'perience: 9 to 1 yrs7 : %pening4s5: 9Posted on: ;< Mar

Job Description
Roles & Responsibilities / KRA: %ffice (p#eep & Maintenance )eneral Administration =andling of >al#*in*customers and calls ?endors Management 2iaison >ith legal and other dept7 for rene>al & registration of lease agreement and other legal formalities7 Salary: -ot ,isclosed by Recruiter ndustry: nsurance !area: =R" Recruitment" Administration" R Role $ategory: Administration/!acility Management Role: &'ecutive/ Sr &'ecutive * Administration Keys#ills:

Desired Candidate Profile

&ducation: () * Any )raduate * Any Speciali+ation P) * Any Postgraduate * Any Speciali+ation" Post )raduation -ot Re.uired ,octorate * ,octorate -ot Re.uired Should be a )raduate Minimum &'perience/ 9 Ma'imum &'perience/ 1

Sales Executive
by Ba6a6 Allian+ )eneral nsurance $ompany 2td7 in Ranchi" Kol#ata" Bhubanesh>ar" Patna" 8amshedpur" ,hanbad" Sreerampore

&'perience: ; to @ yrs7 : %pening4s5: APosted on: ;B Mar Apply and Register

Share

Job Description
,esignation: : Sales &'ecutive ,epartment: %il vertical 4Motor dealer5 $ollecting data follo> up and close case from petrol pump7 Relationship management >ith head of petrol pump7 Rene>al follo>*up $over note control Salary: Based on e'perience and .ualification ndustry: nsurance !area: !inancial Services" Ban#ing" nvestments" nsurance Role $ategory: %perations/Processes Role:

Claims Executive

Desired Candidate Profile

&ducation: () * Any )raduate * Any Speciali+ation" )raduation -ot Re.uired P) * Any Postgraduate * Any Speciali+ation" Post )raduation -ot Re.uired ,octorate * ,octorate -ot Re.uired -o7 of Positions: A 4Ranchi*9" Kol#ata*0" Sreerampore*9" Bhubnesh>ar*9" Patna*9" 8amshedpur*9" ,hanbad*95 &ducational Cualification: =7S/ graduate7 Dears of &'perience: ; to @ Dears from any industry74 )eneral nsurance >ill be preferred5 %ther Cualities: )ood $ommunication S#ills" &nglish 4Spo#en & 3ritten5" Basic &nglish" =indi

Assistant Manager/ Deputy Manager TP Claims n ! "ouse Doctor

by Ba6a6 Allian+ )eneral nsurance $ompany in $hennai &'perience: 1 to @ yrs7Posted on: 0E !eb Apply and Register

Job Description
*F2iasioning >ith advocates & legal officers at location in handling of cases effectively in terms of medical frauds7 *F dentifying the medical fraud" e'aggeration of in6uries" disability" falsifying the cause of death etc7 *F=elping the legal team in establishing the fraud by guiding them in finding the source & obtain documents from various sources7 *F&ducating legal %fficers and advocates on assessment of disability" Medical &thics and conse.uences of violation7 *F?isiting various locations and revie>ing files" finding out possible frauds and suggesting means and methods to establish them and continue to guide them till the end7 *FAttending courts >hen the doctor is cross e'amined to be of assistance to the counsel conducting the case" deposing on behalf of company before court on medical fraud" assessment of disability etc7 *FAssisting the locations in compromising in6ury claims by scrutini+ing the medical documents and guiding them on disability to be considered7 *FGa#ing the erring professionals to the medical council for violation of ethics and professional misconduct7 Salary: nsurance !area: !inancial Services" Ban#ing" nvestments" nsurance Role $ategory: %perations/Processes Role:

#elations$ip %fficer ! &anc Assurance

by Ba6a6 Allian+ )eneral nsurance $ompany 2td7 in &rna#ulam / Kochi/ $ochin" Kollam / Cuilon" Kottayam" Ko+hi#ode / $alicut" Malappuram" Ghrissur / Grichur" Grivandrum" Pathanamthitta &'perience: ; to 1 yrs7 : %pening4s5: <Posted on: 0@ !eb Apply and Register

Job Description
Single point contact for .ueries from ban# branch level7 &'tracting & providing re.uired reports & M S7 ,eveloping and maintaining relationship >ith ban# branches7 Achieve premium targets and revenue generation7 Supporting for $laims reported and coordination >ith Ban# %fficials" $ustomers 4after sales service57 Salary: -ot ,isclosed by Recruiter ndustry: !area: Role $ategory: $orporate Ban#ing Role: Relationship &'ecutive Keys#ills:

Desired Candidate Profile

&ducation: () * Any )raduate * Any Speciali+ation P) * Any Postgraduate * Any Speciali+ation ,octorate * ,octorate -ot Re.uired )raduate / Post )raduate >illing to do sales )ood communication s#ills" strong convincing ability7

Senior Executive TP Claims

by Ba6a6 Allian+ )eneral nsurance $ompany in Madurai &'perience: 0 to B yrs7Posted on: 91 !eb Apply and Register

Job Description
97 =andling of 2egal matters & GP $laims7 07 Revie> & maintain consumer & ombudsman matters7 17 Building database & analysis7 B7 =andling of 2egal compliance & property issues of Branch & satellite offices7 @7 Addressing to legal notices & recovery issues7 <7 Monitoring performance of advocates and investigators and update technical #no>ledge from time to time7 Salary: As per industry standards ndustry: !area: Role $ategory: %perations/Processes Role: $laims &'ecutive Keys#ills: Senior &'ecutive GP $laimsSenior &'ecutiveGP $laims$laims2egal

Desired Candidate Profile

&ducation:

() * 22B * 2a> P) * 22M * 2a> ,octorate * ,octorate -ot Re.uired S#ills Re.uired: $andidate should be 227B7 / 227M7 degree holder from any recogni+ed university7 Must be having actual professional e'perience upto @ years or had >or#ed in similar industry at similar profile for at least 0 years7 !luent in &nglish" Gamil4Read / 3rite/ Spea#5 3ell conversant >ith MS %ffice

FINAL PLACEMENT %recer 3inancial ervices ,vt. 6td. is pleased to offer you 3inal placement in Marketing fields) with a designation as enior -elationship Manager. ,ackage will be of ;.B lakhs per annum.

D$ties a/4 res3o/si?i%ities i/1%$4e= Market research Marketing strategies and planning Training of company ,roduct +,M ) Trading) 3inancial planning) # 4tc.0 6aunching of a product ,romotional activities 6ead generation ,roducts feedback from clients -esponse of our ,roducts +its totally based on sales0 .ave to achieve target.

Re1r$it2e/t o A48isors Ba.a. A%%ia/0 Li e I/s$ra/1e Co23a/!

This is a good business opportunity offered by (ajaj Allianz 6ife Insurance %o. to become a business partner and earn a good amount of money. B$si/ess 4es1ri3tio/ (e our %ertified 3inancial %onsultant 5oin (ajaj Allianz 6ife Insurance as a 3inancial %onsultant and help analyze your customers financial needs) provide customized financial solutions to each one and conduct reviews on a regular basis to keep your customers on track. Along with being a great career move you get associated with (ajaj Allianz 6ife Insurance) Indias Most -espected ,rivate 6ife Insurance %ompany. 9e at (ajaj Allianz 6ife Insurance also offer you unmatched support with various training programmes to help you e$cel in your endeavour. A great career move in every way Mero investment) there is no startAup capital. "ou can work fullAtime or partAtime) depending on your convenience unrise industry upport every step of the way At (ajaj Allianz 6ife insurance %o. ) training is an inherent element of our support system A at no e$tra cost A for our new 3inancial %onsultants

E@CELLENT OPPORT-NITY 5oi/ Ba.a. A%%ia/0 as a A48isor and earn a rewarding career

F%eAi?%e Dork ti2i/gs F "ou can work whenever you like. "ou can work fullAtime or partAtime) depending on your convenience. .owever) the time you invest will determine your success

A/! o/e 1a/ .oi/ A "oung graduates) .ousewives) -etired ,ersonnel) elfAemployed or 9orking ,rofessionals.

9ero I/8est2e/t A There is no startAup capital re&uired. (e your own boss with fle$ible working environment) unlimited earning potential and opportunities to be part of a world class sales team.

Attra1ti8e Re2$/eratio/ A %ompany offers e$cellent commissions) award and rewards for the performers. "ou have unlimited earning potential. %ommission structure is pretty handsome and is :@AB<? and renewal commission of @? second year onwards till the policy is in force.

 Certi i1ate ?! IRDAA "ou will get world class training free of cost and certification by Insurance -egulatory 'evelopment Authority.

TRAINING A ,erfects your knowledge about the insurance industry as well as our products. IRDA Trai/i/g ,repares you for your career as a 3inancial %onsultant and enables you to pass the I-'A e$amination easily Dis#a Trai/i/g .ones your selling skills) enables you to understand customer needs and provide needAbased insurance solutions A48a/1e4 Trai/i/g /pgrades your capability and knowledge through sophisticated training programs customised for the changing world of financial products and markets Desire4 Pro i%e= AgeJ :D "rs to >@ "rs 4ducationJ Intermediate or more 4$perienceJ 1ot Mandatory Type of 5obJ 3ull Time or ,art Time

Do1$2e/ts ReC$ire4= D photograph Age proof +passport) (irthcertificate) %ollege 6eaving %ertificate) 'riving 6icense0 Address proof 4ducation proof %opy of ,A1 %ard 'uely igned %ancelled %he&ue of self A candidate needs to bring a '' of -s. C;@IA in case of offline training.

RECR-ITMENT PROCESS OF AD<ISORS J Nat$ra% Market= A natural market consist of people to whom you know well from your family) friend circle) relative can be a good prospect. The most admired way for recruitment in Ba.a. A%%ia/0 is through natural market. 1atural market persons are easily approachable and most of the successful recruitment in Ba.a. A%%ia/0 is from natural market. Perso/a% O?ser8atio/=

It means identify the right person through observation. 3or e.g. a person residing in your locality and very famous in taking initiative in social activities can be a good prospect. No2i/ator Ca%%= A nominator is a person who is very much influential in the market as well as in societies. 1ame gathering and identification is easy in this case) but these people are highly unapproachable. These people can be very productive in giving references of the prospect. They are not prospect by default. Ce/tre o I/ %$e/1e GCoI; Ca%%= A centre of influence person is people who are influential and you know them personally. They are approached for giving references of the client. SHORT LISTING (ajaj Allianz follows some process regarding the short listing the people. %ompany can judge the prospective person. The basic objective of this selection is to have good retention and greater effectiveness in the delivery of service. -egarding this issue company has some parameters) it called C points criteria .

,arameters are followingJA AGE N;@ : ,2I1T ;@A=@ ; ,2I1T =@O = ,2I1T GENDER MA64 ; ,2I1T 34MA64 = ,2I1T B-ALIFICATION /1'4- 7-A'/ATI21 : ,2I1T ,2 T 7-A'/ATI21 ; ,2I1T MARITAL SAT-S MA--I4' ; ,2I1T /1MA--I4' : ,2I1T LI<ING IN THE CITY FOR * Y EA RS N@ "- : ,2I1T P@ ; ,2I1T E@AMPLEJA Ro/it Ro! Age:() ' POINTS

Ge/4er:Ma%e B$a%i i1atio/:Gra4$atio/ Marita% Stat$s:Marrie4 Li8i/g i/ t#e 1it!:For &*!rs TOTAL HI

' & ' '

This person will eligible for advisor in (ajaj Allianz. (ecause he has fulfilled the C marks criteria. In this way when a persons every criteria will give the net result of C points then he or she will eligible for agent. CONTACTING %andidates are called either as nominator) ,rospective Agents and a meeting is fi$ed with them according to the convenience of both the party. .ere script plays very important role in fi$ing appointment with the prospect. INITIAL SCREENING Initial screening is taken if candidate is found eligible using B point model. In intial screening) a sales manager first gives the introduction about the company. Then several &uestions such as his family background) his natural market) traits for a sales person) and his present and past e$periences of his

jobs are &uestioned. 4very candidate is re&uired to get at least = points in eligibility model the company. The eligibility standards for AA selection are as follows. In case of score less than =) special zonal head approval is re&uired.

FI<E POINT SYSTEM= Age '* a/4 o8er : point Gra4$ate : point Marrie4 : point Li8e4 i/ 1it! 2ore t#a/ * !ears : point NAT s1ore : point +if passed0 NAT 1umerical Ability test is taken. ,assing core is @<?. CAREER SEMINAR AND P'66 All the prospects are re&uired to attend career seminar at Ba.a. A%%ia/0 which provides broader aspects of growth as an Agent Advisor. ,;<< is a worksheet which is given to each prospect to judge his natural market. The prospects are re&uired to mention at least :<< contacts from their natural market.

CAREER INTER<IEW ,;<< is evaluated in %areer Interview. If candidates market is found worth)he is selected to attend training and 'evelopment programme. FCS All the selected candidates are re&uired to attend ;; day training session forreceiving the license from IRDA to become an Agent Advisor. 5OB DESCRIPTION FOR AD<ISORS

Pre sa%es ro%e Identifying prospective clients. Meeting prospective clients. /nderstanding the need of the client. ,resenting solutions to client. %losing sales.

Post sa%es ro%e Taking :A; references from the client ,roviding timely updates to the client for maintaining 6ifelong relationship.

BENEFITS TO AD<ISORS

Fi/a/1ia% Be/e itsJ %ommission on issuance of every policy. %ommission directly credited to bank account of Advisors within :@ days. These commission varies from E.@AB<? according to plan. RECR-ITMENT AND SELECTION PROCESS RECR-ITMENT ,rocess of locating and encouraging potential applicants to apply for e$isting or anticipated job openings. A linking function) joining together those with jobs to fill and those seeking jobs. It aims at +i0 Attracting a large number of &ualified applicants who are ready to take up the job if its offered and +ii0 2ffering enough information for un&ualified person to selfAselect themselves out. A formal definition states) GIt is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selectedH. In this) the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment) information is collected from interested candidates. 3or this different

source such as newspaper advertisement) employment e$changes) internal promotion) etc.are used. In the recruitment) a pool of eligible and interested candidates is created for selection of most suitable candidates. -ecruitment represents the first contact that a company makes with potential employees According to 4'9I1 36I,,2)H-ecruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.H Nee4 or re1r$it2e/tJ The need for recruitment may be due to the following reasons I situationJ a0 *acancies due to promotions) transfer) retirement) termination) permanent disability) death and labour turnover. b0 %reation of new vacancies due to the growth) e$pansion and diversification of business activities of an enterprise. In addition) new vacancies are possible due to job specification. P$r3ose a/4 i23orta/1e o Re1r$it2e/tJ :. 'etermine the present and future re&uirements of the organization on conjunction with its personnelAplanning and job analysis activities. ;. Increase the pool of job candidates at minimum cost. =. .elp increase the success rate of the selection process by reducing the number of visibly under &ualified or over&ualified job applicants. B. .elp reduce the probability that job applicants) once recruited and selected) will leave the organization only after a short period of time.

@. Meet the organizations legal and social obligations regarding the composition of its work force. >. (egin identifying and preparing potential job applicants who will be appropriate candidates. E. Increase organizational and individual effectiveness in the short term and long term. D. 4valuate the effectiveness of various recruiting techni&ues and sources for all types of job applicants. -ecruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. -ecruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company) and eventually decided whether they wish to work for it. A wellA planned and wellAmanaged recruiting effort will result in high &uality applicants) whereas) a haphazard and piecemeal efforts will result in mediocre ones. ,reviously) the selection of candidates was influenced by superstitions) beliefs) personal prejudices of managers looking after the recruitment and selection of the staff. The net result of such unscientific recruitment and selection areJ

+a0 6ow productivity of labour +b0 .igh turnover +c0 4$cessive wastage of raw materials +d0 More accidents and corresponding loss to the organization +e0 Inefficient working of the whole organization and finally +f0 Ineffective e$ecutive of training and management development programs cientific recruitment and selection The importance of selection recruitment and selection of staff is now accepted in the business world. election is important as it has its impact on work performance and employee cost. As result scientific methods of recruitment and selection are e$tensively for the selection of managers and the supervisory staff. The assistance of e$perts such as industrial psychologist and management consultants are also taken for the purpose of scientific selection. As a result) the objective of Gright man for the right jobH is achieved in many rganizations. Moreover) Gright jobH is the basic principle in manpower procurement. -ecruitment and selection are two of the most important functions of personnel management. -ecruitment precedes selection and helps in selecting a right candidate. -ecruitment is a process to discover the sources of manpower to meet the re&uirement of the staffing schedule and to employ effective measures for attracting that manpower in ade&uate numbers to facilitate effective selection of efficient personnel. taffing is one basic function of management. All managers have responsibility of

staffing function by selecting the chief e$ecutive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. .owever) the personnel manager and his personnel department is mainly concerned with the staffing function. 4very organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is re&uired due to e$pansion and development of business activities. Q-ight person for the right job is the basic principle in recruitment and selection. 4ver organization should give attention to the selection of its manpower) especially its managers. The operative manpower is e&ually important and essential for the orderly working of an enterprise. 4very business organisationIunit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. .uman resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. JKI/ter/a% Re1r$it2e/t F Internal recruitment seeks applicants for positions from within the company. The various internal sources includeJ JKPro2otio/s a/4 Tra/s ers F ,romotion is an effective means using job posting and personnel records. 5ob posting re&uires notifying vacant positions by posting notices)

circulating publications or announcing at staff meetings and inviting employees to apply. ,ersonnel records help discover employees who are doing jobs below their educational &ualifications or skill levels. ,romotions has many advantages like it is good public relations) builds morale) encourages competent individuals who are ambitious) improves the probability of good selection since information on the individuals performance is readily available) is cheaper than going outside to recruit) those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middleAlevel and topAlevel managers. .owever) promotions restrict the field of selection preventing fresh blood # ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broadAbased view of the organization) necessary for future promotions JKRe erra%sLBri/g Yo$r B$44! 4mployees can develop good prospects for their families and friends by ac&uainting them with the advantages of a job with the company) furnishing them with introduction and encouraging them to apply. This is a very effective means as many &ualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own e$perience. The organization can be

assured of the reliability and the character of the referrals. In this way) the organization can also fulfill social obligations and create goodwill. JKI/ter/a% /oti i1atio/ Ga48ertise2e/t;= : ometimes) management issues an internal notification for the benefit of e$isting employees. Most employees know from their own e$perience about the re&uirement of the job and what sort of person the company is looking for. 2ften employees have friends or ac&uaintances who meet these re&uirements. uitable persons are appointed at the vacant post JKEAter/a% Re1r$it2e/t 4$ternal recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various e$ternal sources include JKPro essio/a% or Tra4e Asso1iatio/s =: Many associations provide placement service to its members. It consists of compiling job seekers lists and providing access to members during regional or national conventions. Also) the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated) e$perienced or skilled personnel. Also) the recruiters can zero on in specific job seekers) especially for hardAtoAfill technical posts. JKA48ertise2e/ts It is a popular method of seeking recruits) as many recruiters prefer advertisements because of their wide reach. 9ant ads describe the job benefits) identify the employer and tell those interested how to apply.

1ewspaper is the most common medium but for highly specialized recruits) advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content) working conditions) location of job) compensation including fringe benefits) job specifications) growth aspects) etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. -ecruitment advertisements can also serve as corporate advertisements to build company image. It also cost effective JKCa23$s: %olleges) universities) research laboratories) sports fields and institutes are fertile ground for recruiters) particularly the institutes. %ampus -ecruitment is going global with companies like .66) %itibank) .%6A.,) A1M 7rindlays) 6#T) Motorola and -eliance looking for global markets. ome companies recruit a given number of candidates from these institutes every year. %ampus recruitment is so much sought after that each collegeF university department or institute will have a placement officer to handle recruitment functions. .owever) it is often an e$pensive process) even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. "et) it is a major source of recruitment for prestigious companies. JKWa%k:i/sE Write:i/s a/4 Ta%k:i/s: The most common and least e$pensive approach for candidates is direct applications) in which job seekers submit unsolicited application letters or

resumes. 'irect applications can also provide a pool of potential employees to meet future needs. 3rom employees viewpoint) walkAins are preferable as they are free from the hassles associated with other methods of recruitment. 9hile direct applications are particularly effective in filling entryAlevel and unskilled vacancies) some organizations compile pools of potential employees from direct applications for skilled positions.9r i t e A i n s are those who send written en&uiries. These jobseekers are asked to complete application forms for further processing.Ta l k A i n s involves the job aspirants meeting the recruiter +on an appropriated date0 for detailed talks. JKCo/s$%ta/ts=: They are in the profession for recruiting and selecting managerial and e$ecutive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. .owever) the cost can be a deterrent factor.

S-GGESTION

:. 2ther methods of selection like ,sychometric and written tests should be introduced in the selection tests because these tests are vital in choosing the best candidate.

;. %ost of recruitment can be reduced by the help of eArecruiting and by employees referral as this practice of recruitment is considered the least in the company.

=. As company considers mostly e$perienced people for the job) a look on fresher should also be given because they can be recruited at a less salary offered to the e$perienced and they can also give good results by giving proper training and guidance by the seniors in the company.

B. 2n campus recruitment should also be considered for recruitment of personnel from various colleges and business school.

CONCL-SION :. The study of recruitment and selection policies of (ajaj Allianz Insurance %ompany hows a small but systematic procedure

;. 2verall employees are satisfied with this recruitment process as they dont have to go through different test and this ease their tensions.

=. It is observed that the best source of recruitment is through consultancies

B. 4mployees are treated well and they are satisfied

@. All the employees get the recreational facilities

LIMITATION

The research area was restricted only within the agar city. This may not reflect the e$act position of the total market. ample size was also so less) limitation of time means and resource forced for small size. Kuestionnaire includes :> &uestions) which affects the mentality of respondents that is time consuming.

WEBSITES

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