A Project report on RECRUITMENT OF FINANCIAL ADVISOR A PROJECT REPORT PREPARED FOR PARTIAL FULFILLMENT OF REQUIREMENT OF BBA DEGREE OF UNIVERSIY

OF BIKANER

By Rashmeet Kaur (BBA 3rd Year)

UNDER THE GUIDENCE OF Prof. INDU MIDHA and RITA MUDAI

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

ACKNOWLEDGEMENT
I, undersigned express my sincere gratitude to following persons who helped me in the completing the project work. First of all I would like to express my thanks to our Professor M.L Sharma principle, Seth G.L. Bihani S.D. (P.G) College, Sri Ganganagar, Prof. R.K. Aggarwal, vice principle, Seth G.L. Bihani S.D. (P.G) College, Sri Ganganagar, Mr. Gurmeet singh, Sales manager, Max New York Life Insurance, Hanumangarh and college authorities first for providing me the opportunity to work with one the prestigious organization. With a deep sense of gratitude and humble submission I would like to express my heartiest gratefulness to my faculty guide Prof. Rita Mudai and Indu Middha, Seth G.L. Bihani S.D. (P.G) College, Sri Ganganagar, whose help, stimulating suggestions and encouragement helped me in all the times of research for and writing of the thesis.

Date: Place:

Rashmeet Kaur (BBA 3rd year)

STUDENTS DECLARATION
I, undersigned Rashmeet Kaur hereby declare that the project work entitled Recruitment of Financial Advisor And A Working Analysis of The Insurance Sector Max New York Life Insurance Company Ltd. Hanumangarh Junction undertaken during the period from 24th February 7th June 2009, is the result of my own efforts and the same has not been previously submitted to any examination of the Maharaja Ganga Singh University ,Bikaner.

Date: Place:

(Rashmeet Kaur)

TABLE OF CONTENTS
S.NO. PARTICULARS Acknowledgement Students Declaration Executive summary Introduction Introduction of the industry Introduction of industry Objective of study History of life insurance Benefits and roles Various types of life insurance plan Introduction of the company Max India ltd. New York life insurance Max new York life insurance Management team Products Survey Insurance advisor Why to be an advisor Recruitment process Recruitment funnel The nine point system Training Findings and recommendations Findings and recommendations References Conclusions

 Research methodology Research methodology Sources of primary data Sources of secondary data Contact method Limitation Annexure Questionnaire

Executive summary
In todays corporate and competitive world, I find that insurance sector has the maximum growth and potential as compared to the other sectors. Insurance has the maximum growth rate of 70-80% while as FMCG sector has maximum 12-15% of growth rate. This growth potential attracts me to enter in this sector and Max New York Life Insurance has given me the opportunity to work and get experience in highly competitive and enhancing sector. Success story of good market share of different organizations depends upon the availability of the product and services near to the customer, which can be distributed through a distribution channel. In insurance sector, distribution channel includes only agents or agency holders of the company. If a company like Max New York Life, Bajaj Allianz, Tata AIG, etc has adequate agents in the market they can capture big market as compared to the other companies. Agents are the best way for a company of insurance sector through which policies and benefits of the company can be explained to the customer.

INTRODUCTION
All the human beings on the earth know that they will die in future but they dont want to die. They want to fulfill all the dreams, which they had thought, but there are times when all these dreams cant come true. Death is inevitable and yet we live our lives obvious to reality that may strike- when we have no idea. And when it happens, all the dreams come crashing down. In the words of D S Hansell Insurance may be defined as a social device providing financial compensation for the effects of misfortune, the payment being made from the accumulated contributions of all the parties participating in the scheme Life insurance is the only tool to secure our life in future. It also provides a safe guard to the uncertainty of our life. Life insurance is the cheapest investment tool in which we can earn more in a short period of time. The function of insurance is to protect you against losses you can't afford. This is done by transferring the risks of a person, business, or organization -- the "insured" -- to an insurance company, or "insurer." The insurer then reimburses the insured for "covered" losses -- i.e., those losses it pays for under the policy's terms. As the insurance consumer, you pay an amount of money, called a premium, to the insurer to transfer the risk. The insurer pools all its premiums into a large fund, and when a policyholder has a loss, the insurer draws funds from the pool to pay for the loss. Life is full of unexpected events that can create large financial losses. For example, whenever you drive, it is possible that you may have a costly accident. Risks affect you by causing worry about potential loss and how to deal with the consequences. Insurance reduces anxiety over a possible loss and absorbs the financial brunt of its consequence.

The global life insurance market stands at $1,521.2 billion while the non-life insurance market is placed at $922.4 billion. India takes the 23rd position with US $9.933 billion annual premium collections and a meager 0.41% share.

Out of one billion people in India, only 35 million people are covered by insurance. Indian insurance market is set to touch $25 billion by 2010, on the assumption of a 7 per cent real annual growth in GDP.

In 3 years time we would expect the 10% of the population to be under some sort of an insurance cover. This assuming a premium of Rs. 5000 on an average, amounts to 100 million x Rs.5000 = Rs. 500 bn. This has made the sector the hottest one in India after IT. With social security and security to the public at large being the agenda for opening the sector, the role of the regulator becomes all the more serious and one that would be carefully watched at every step.

OBJECTIVE OF STUDY
Is to recruit advisors for the company. To make people aware about the career option as an advisor. Make aware them about career option in Max New York Life Insurance Company Ltd.

HISTORY OF LIFE INSURANCE

Insurance concept had been found out way behind in 13th and 14th century. The earliest reference to insurance has been found Babylonia, the Greeks and the Romans. The use of insurance appeared in the account of North Italian Merchant Bank that then dominated the international trade in Europe at that time. The oldest and earliest record of insurance come in the form of marine insurance where ships and the cargo were insured against perils such as pirates, storm, mutiny and wars.

The first company known as the Sun Insurance Office Ltd. was set up in the Calcutta in the years 1710. After that a number of companies were established for marine and general insurance. The history of life insurance in India dates back to 1818 when it was conceived as a means to provide for English Widows. Interestingly in those days a higher premium was charged for Indian lives than the non-Indian lives as Indian lives were considered more risky for coverage. The Bombay Mutual Life Insurance Society started its business in 1870. It was the first company to charge same premium for both Indian and non-Indian lives. The Oriental Assurance Company was established in 1880. The first general insurance company- Tital Insurance Company Limited was established in 1850. Till the end of nineteenth century insurance business was almost entirely in the hands of overseas companies. Insurance regulation formally began in India with the passing of the Life Insurance Companies Act of 1912 and the provident fund Act of 1912. Several frauds during 20's and 30's sullied insurance business in India. By 1938 there were 176 insurance companies. The first comprehensive legislation was introduced with the Insurance Act of 1938 that provided strict State Control over insurance business. The insurance business grew at a faster pace after independence. Indian companies strengthened their hold on this business but despite the growth that was witnessed, insurance remained an urban phenomenon. The Government of India in 1956, brought together over 240 private life insurers and provident societies under one nationalized monopoly corporation and LIC was born. Nationalization was justified on the grounds that it would create much-needed funds for rapid industrialization. This was in conformity with the Government's chosen path of State led planning and development. The (non-life) insurance business, however, continued to thrive with the private sector till 1972. Their operations were restricted to organized trade and industry in large cities. The general insurance industry was nationalized in 1972. With this, nearly 107 insurers were amalgamated and grouped into four companies- National Insurance Company, New India Assurance Company, Oriental Insurance Company and United India Insurance Company. These were subsidiaries of the General Insurance Company (GIC).

A brief history of the Insurance sector

The business of life insurance in India in its existing form started in India in the year1818 with the establishment of the Oriental Life Insurance Company in Calcutta. Some of the important milestones in the life insurance business in India are: 1912: The Indian Life Assurance Companies Act enacted as the first statute to regulate the life insurance business. 1928: The Indian Insurance Companies Act enacted to enable the government to collect statistical information about both life and non-life insurance businesses. 1938: Earlier legislation was consolidated and amended by the Insurance Act with the objective of protecting the interests of the insuring public. 1956: 245 Indian and foreign insurers and provident societies were taken over by the central government and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with a capital contribution of Rs. 5 crores from the Government of India. The General insurance business in India, on the other hand, can trace its roots to the Triton Insurance Company Ltd., the first general insurance company established in the year 1850 in Calcutta by the British. Some of the important milestones in the general insurance business in India are: 1907: The Indian Mercantile Insurance Ltd. set up, the first company to transact all classes of general insurance business. 1957: General Insurance Council, a wing of the Insurance Association of India, frames a code of conduct for ensuring fair conduct and sound business practices. 1968: The Insurance Act amended to regulate investments and set minimum solvency margins and the Tariff Advisory Committee set up. 1972: The General Insurance Business (Nationalization) Act, 1972 nationalized the general insurance business in India with effect from 1stJanuary

1973: 107 insurers amalgamated and grouped into four companys viz. the National Insurance Company Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company Ltd. and the United India Insurance Company Ltd. GIC incorporated as a company.

BENEFITS OF LIFE INSURANCE

Superior to Any Other Savings Plan
Unlike any other savings plan, a life insurance policy gives protection against risk of death. In the event of death of a policyholder, the insurance company makes available the full sum assured to the policyholders' near and dear ones. In comparison, any other savings plan would amount to the total savings accumulated till date. If the death occurs prematurely, such savings can be much lesser than the sum assured. Evidently, the potential financial loss to the family of the policyholder is sizable. Encourages and Forces Thrift A savings deposit can easily be withdrawn. The payment of life insurance premiums, however, is considered sacrosanct and is viewed with the same seriousness as the payment of interest on a mortgage. Thus, a life insurance policy in effect brings about compulsory savings.

Ready Marketability and Suitability for Quick Borrowing

A life insurance policy can, after a certain time period (generally three years), be surrendered for a cash value. The policy is also acceptable as a security for a commercial loan, for example, a student loan. It is particularly advisable for housing loans when an acceptable LIC policy may also cause the lending institution to give loan at lower interest rates.

Disability Benefits
Death is not the only hazard that is insured; many polices also include disability benefits. Typically, these provide for waiver of future premiums and payment of monthly installments spread over certain time period.

Accidental Death Benefits

Many policies can also provide for an extra sum to be paid (typically equal to the sum assured) if death occurs as a result of accident.

Tax Relief
Under the Indian Income Tax Act, the following tax relief is available a) 20 % of the premium paid can be deducted from your total income tax liability. b) 100 % of the premium paid is deductible from your total taxable income. When these benefits are factored in, it is found that most polices offer returns that are comparable or even better than other saving modes such as PPF, NSC etc. Moreover, the cost of insurance is a very negligible.

ROLE OF LIFE INSURANCE

Security and Stability Investment Preservation of Health Increase Efficiency Self Reliance Mental Peace Planning of future Safe guard against statutory liability Capitalization of earning capacity Exemption from Tax Liability Safety to Investment Mode.

TODAY IN THE LIFE INSURANCE MARKET THERE ARE 13 PLAYERS AND TOTAL 149 VARIOUS PLANS AVAILABLE. Total Premium U/W Total No. of PoliciesAverage Premium Per Insurer Issued Policy

Feb-09 Apr-Feb 09 Feb-09

Apr-Feb 09

Feb-09 Apr-Feb 09

ICICI

11900

57714

79752

340511

14922

16949

TATA AIG

2754

14287

16368

136990

16826

10429

OM KOTAK

974

6961

4789

38925

20328

17882

BIRLA SUNLIFE 5248

24752

19792

112254

26514

22050

MAX NEW YORK 1420

10518

18137

117351

7830

8963

8942 7 HDFC 2218 15002 19058 167769 11639

MET LIFE

269

1828

2912

19497

9225

9377

ALLIANZ BAJAJ

2008

11397

17168

142536

11694

7996

SBI

2037

11617

10025

60121

20315

19323

11

AVIVA

944

5935

7558

56478

12492

10509

12

AMP SANMAR

264

2100

3105

36843

8506

5700

SUB TOTAL

30718

166628

207079

1288500

14833

12932

13

LIC

159078 1137127

2570814 19341707

6188

5879

GRAND TOTAL

189796 1303755

2777893 20630207

6832

6320

Max India Ltd.

Founded in 1985, Max India Limited is a Public Limited Company listed on the NSE and BSE of India with over 26,000 shareholders. Businesses of: Healthcare (Max Healthcare) Life Insurance (Max New York Life Insurance) Clinical Research (Neeman Medical International) Max also Maintains Interests in: Specialty Plastic Products for the packaging industry (Max Specialty Products) Healthcare Staffing (Max Health Staff)

Till 1999, The Companys Main Interests and Partnerships were the following: Business Bulk Active Pharmaceuticals Electronic Component Distribution Mobile Telephony V-SAT Communications Plating Chemicals Information Technology

Partners

 DSM Gist Brocades Motorola, USA Avnet Inc., USA Hutchison Telecom Ltd. Hong Kong Comsat Investment Inc., USA & Lockheed Martin, USA Atotech, Germany Mind Crossing, USA

New York Life Insurance

New York Life Insurance Company (www.newyorklife.com) a Fortune 100 company founded in 1845, is the largest mutual life insurance company in the United States and one of the largest life insurers in the world. Headquartered in New York City, Company offer life insurance, annuities and long-term care insurance. New York Life Investment Management LLC provides institutional asset management and retirement plan services. New York Life is one of the largest and strongest life insurance companies in the world with more than USD$215 billion assets.

MAX NEW YORK LIFE INSURANCE

Max New York Life Insurance company ltd. is a joint venture between New York Life, a Fortune 100 company and Max India Limited, one of Indias leading Multi-business Corporation. The company has positioned itself on the quality platform, in line with its vision to be the most admired life insurance company in India, it has developed a strong corporate governance model based on the core values of excellence, honesty, knowledge, caring, integrity and teamwork. The strategy is to establish itself as a trusted life insurance specialist through a quality approach to business. In line with its values of financial responsibility, Max New York Life has adopted prudent financial practices to ensure safety of policyholders funds. The Companys paid up capital is Rs 907.4 crore, which is more than the norm laid down by IRDA. Max New York Life has identified individual agents as its primary channel of distribution. The Company places a lot of emphasis on its selection process, which comprises four stages-screening, psychometric test, career seminar and final interview. The agents advisor is trained in-house to ensure optimal control on quality of training.

Max New York Life invests significantly in its training program and each agent is trained for 152 hours as opposed to the mandatory 100 hours stipulated by the IRDA before beginning to sell in the marketplace. Training is a continuous process for agents at Max New York Life and ensures development of skills and knowledge through a structured program spread over 500 hours in two years. This focus on continuous quality training has resulted in the company having amongst the highest agent pass rate in IRDA examinations and the agents advisors have qualified for the Million Dollar Round Table (MDRT) membership in 2007.MDRT is an exclusive congregation of the worlds top selling insurance agents and is internationally recognized as the standard of excellence in the life insurance business. Having set a best in class agency distribution model ion place, the companys is spearheading a major thrust into additional distribution channels to further grow its business. The company is using a five-pronged strategy to pursue alternative channels of distribution. These include the franchisee model, rural business, direct sales force involving group insurance and telemarketing opportunities, banc assurance and corporate alliances. Max New York Life offers a suite of flexible products. it now has 43 life insurance products and 8riders that can be customized to over 800 combinations enabling customers to choose the policy that best fits their need.

Management Team

Rajesh Sud Managing Max New York Life Rajit Mehta Chief Operating Officer Anil Mehta Director and CEO,

Senior Director - New Markets SBU Sunil Kakar Senior Director & Chief Financial Officer Ajay Seth Senior Director- Legal & Compliance Debashis Sarkar Senior Director & Chief Marketing Officer John Poole Appointed Actuary Products Individual Protection Five Yr Renewable and Convertible Level Term Policy

Children Children's Endowment to 18 (Par) Children's Endowment to 24 (Par) SMART Steps TM SMART Steps Plus TM SMART Steps TM Single Premium

Investment

 Life Maker TM Premium Life Maker TM Platinum Life Maker TM Gold Smart Express TM SMART Assure

Retirement Easy Life TM Retirement (Par) SMART Invest TM Pension

Health Life Line MediCash TM Life Line MediCash TM Plus Life Line Wellness TM Life Line Wellness TM Plus Life Line Safety Net TM Life Line Healthy Family TM

 Savings Whole Life Participating 20 year Endowment (Par) Endowment to Age 60 (Par) Life Gain TM Plus 20 (Par) Life Gain TM Plus 25 (Par) Life Pay TM Money Back Life Gain TM Endowment Life Partner Plus TM

Rural Easy Term Policy

Additional Distribution

 Max Mangal TM Max Vriksha TM Capital Builder Max Amsure Future Builder Bonus Builder

Minimum Eligibility Age 18 years and above Education 12th Pass Skill Sets Initiative. Hard work and Discipline Relationship building Communication skills Do you want a new career? Do you want to earn lots of money? Do you want the satisfaction of helping others achieve their dreams? If the answer is yes, then Max New York Life is the place for you.

SURVEY
INSURANCE ADVISOR
Persons who sell insurance policies, for a single insurance company, in return for a commission are called ADVISORS. Insurance Advisors are the bridge or the channel partners between the policyholder and insurance company. They make the base for the insurance company. In other words, it can be said that advisors are those people in the organization who can give business to the company. They are the representatives of an insurance company who sells insurance. An insurance advisor locates prospective insurance customers, determines the insurance needs of each customer, and assists the customer in applying for insurance. Typically, an insurance advisor will deliver the policy when the application is approved, will collect the initial premium, and will provide customer service to policy owners. An advisor is also called a field underwriter or a life underwriter.

Some other ways to sell insurance policies are:

Bancassurance and Corporate Agency.

WHY TO BE AN ADVISOR?

No start up capital required Flexible working environment Be your own boss Unlimited earning potential To be part of a world-class team

Target Audience
Chartered Accountants Company Secretaries Tax Consultants Businessmen Beauty Parlors Management Consultants Advocates Engineers Tour and Travels owners Air ticket bookings Two and Four wheeler finance companies Courier services Retailers of different products Computer Hardware Business Software Business Furniture shops

Recruitment Process
Recruitment is the process of finding the right people for the right job or function. To ease your job as a Recruiter, MNYL had designed a Recruitment process. This recruitment process is based on the practical experience and feedback received from the general officers. The recruitment process map is depicted as follows: The Recruitment Process Map Recruitment Process Additional Interview

Career Interview Evaluate P200 Career Seminar/Administer P200 Reference Check Screening Interview Name Gathering Every time the Recruiter and the prospective candidate meet, they are meeting for different reasons (Value addition takes place at each stage). At every stage, the Recruiter gets to know more about the prospective candidate and the prospective candidates gets to know more about the job opportunity and the company. It also checks the prospective candidates interest and conviction about the job. Lets discuss this process step-by-step.

1. Name Gathering Name gathering or prospecting is the first step in the Recruitment Process. It is the process of gathering names of individuals who can be prospective Agent Advisors. If the Recruiter is able to generate names, the Recruiter would be able to select suitable Agent Advisors and let go of prospective candidates who are not meeting the standards. Without any prospecting skills, the Recruiter would appoint Agent Advisors who are significantly less than ideal, and would hang on to poor performers long after they should have left the organization. The name gathering sources can be categorized into controllable and uncontrollable sources. Common controllable name gathering sources are nominators centers of influence, and agent referral program. Magic questions during personal observations, spotters, direct mailers, and advertisements are common uncontrollable sources of name gathering. We will know about these sources in greater detail in next session, Name Gathering. 2. Screening Interview After gathering names, the next step is to conduct the Screening Interview. This interview is the first interview with the prospective candidate, which the Recruiter would always conduct at his or her office. The screening consists of the following activities: a. Initial Screening Interview b. Competency Based Interview (CBI) Lets learn about each one in detail. a. Initial Screening Interview The initial screening interview is an interview conducted with an objective to literally screen the prospective candidate and determine whether to continue the interview process or not.

b. Competency-Based Interview The objective of this interview is to assess the prospective candidate for desired competencies such as entrepreneurship skills and perseverance.

3. Reference Checks After the Screening Interview, the next step is to perform the reference checks. Two types of reference checks should be performed at this stage, Professional Reference Check and Personal Reference Check. 4. Career Seminar and Administering P200 After the Recruiter has done the reference check, the next step is to arrange for a career seminar and administer P200. The career seminar answers queries that the prospective candidate might have about the role of an Agent Advisor. The Career Seminar is conducted by the Office Head and this is the first platform in which the prospective candidate and the office head interact. In Career Seminar, the compensation and training program offered to an Agent Advisor are also discussed in detail. If the prospective candidate is comfortable with the offer, the next step is to begin identifying the natural market of the prospective candidate. To identify the natural market, the project 200 (P200) can be used. P200 is a tool that focuses on prospecting. The prospective candidate is asked to list the names and contact details of 200 qualified prospects in P200. A qualified prospect is a person who: Has the authority to decide about the purchase Can pass the underwriting requirements Has a need for the products Can afford to pay a premium Can be seen as favorable Has the disposable income to pay the premiums.

5. Evaluate P200 After arranging the Career Seminar and Administering P200, the next step for the Recruitment Manager is to identify whether the prospective candidate will be able to survive in the insurance business or not. For an Agent Advisor to survive in the insurance business, it is essential that the Agent Advisor experience some initial success in the natural market. For this success, it is essential that the

prospects listed in the P200 are qualified prospects. If not, it is likely that the Agent Advisor will not be able to continue for long in the business. If the prospective candidate is not able to list down names of qualified prospects in P200. the Recruitment Manager should not waste his or her valuable time pursing the prospective candidate. 6. The carrier Interview Carrier interview is usually the last round of interview between the Office Head and the prospective candidate. The main task of the Office Head is to explain to the prospective candidate about the opportunities of the career and motivate him or her to become an Agent Advisor. The Office Head must also motivate the prospective candidate and prepare him or her. Beside motivation, the office Head must also checks the prospective candidate`s understanding of the career, whether he or she is concious about the career, whether he or she has any apprehensions, if he or she is suitable for the job, or if the opportunity has been oversold to him or her. 7. Additional Interview An Additional Interview can be conducted if there is doubt in the mind of the prospective candidates. Besides the office Head, the Associate Partner and Training Manager can also be involved in the interview. This may also involve the Office Head calling the spouse during the additional interview. Recruitment Funnel The Recruitment Process is structured to ensure that you get the best team. The process is like a funnel, which filters all the candidates and allows only the best to join your team.

120 40 32 16 12 8 4

Now names per month Screening interviews per month Competency based interviews per month Carrier seminars per month Project -200 / Market surveys Career interviews Agent Contracts per month

To be successful in your career you need to rigorously gather names, Notice the ration or input is to output in the funnel. However, don`t be afraid. If you gather names carefully, out of 20 recruits 4 prospective candidates will reach the stage of Career Interview. If you understand the perspective of your office heads all the prospective candidates will clear the Career Interview.

Secret to Successful Recruitment: Rule of 62 Gather 6 New names of prospective Agent Advisors everyday. Book 2 screening interview appointment everyday. Recruiting is most successful when it is treated like a marathon- uniformly measured and paced all year through. If you are able to generate enough quality candidate names, you will be able to select and hire top quality candidates. Studies of high retention and high productivity agencies have found that these offices interview more candidates per hire than agencies with low retention. If you have a steady flow of candidates for initial interview, you will be better able to weed out unsuitable candidates and let go to Agent advisors who are not performing well. So make recruiting a daily event. Sources of Name Gathering A recruiter can recruit from two recruiting sources, controllable and uncontrollable sources. Sources of recruitment are classified as controllable or uncontrollable based on whether the Recruiter has control or does not have control over the source. Controllable and uncontrollable sources can be distinguished by asking the following for filter questions: Can I do this activity? Is the reach measurable? Is the response instant? Can the name be qualified?

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

Controllable Sources Controllable sources are the sources in which a Recruiter can be proactive in gathering names of the prospective candidates. When using controllable sources, Recruiters need not rely on external factors to begin Name Gathering. Some controllable sources are:

Centers of influence (COI) Nominators Magic Question Agent Advisor Referrals Personal Observation Policyholders Friends and family

Let`s learn about each one in detail. Center of Influence A center of Influence (COI) is an individual who knows large groups of people or is member of these groups. Some characteristics of a COI are as following: A COI has substantial influence over these groups of people he/she knows. COIs typically come from natural markets. A COI is an individual who has interest in your career.

Nominators Another important for gathering names is Nominators. Nominators are individuals who can give referrals, but with whom a Recruiter has not yet developed a COI relationship. Magic Question Magic question is a simple and direct question that a recruiter can ask effectively to garter names of prospective candidates. It is easy to memorize and could be used on an impromptu basis. A recruiter can ask the Magic Question to gather names of prospective candidates. The Magic Questions can be asked in the following two styles to the nominator, center of influence, or the prospective candidate: Let me ask you, what in your mind makes a good salesperson? What characteristics do you think someone needs to be successful in sales? Agent Referral Program

Agent Referral Program (ARP) is a unique tool that is used to gather names from successful Agent Advisor. Under this program an Agent Advisor refers prospective candidates. If the prospective candidates are selected a monetary award known as Agent Referral Commission (ARC) is paid to Agent Advisor for recommending prospective candidates. ARP also provides and additional income opportunity for Agent Advisors. One question that you might have is Would Agent Advisor be concerned about giving the Recruiter their contacts? Probably, but they may not voice their concerns. Therefore, the recruiter needs to anticipate objections and be prepared to address Agent Advisors` concerns and sell them on the benefits of providing names. Personal observation Personal Observation can be defined as a face-to-face contact made on an impromptu basis in order to secure an appointment for a recruiting interview. Effective recruiting requires consistent activity. Personal Observation is a method of Name Gathering that enables the Recruiter to be always recruiting and taking advantage of every opportunity that arises. These opportunities usually occur when the Recruiter is in the midst of some other activity or event. For example, the Recruiter may be having lunch with an Agent Advisor, attending a childs sporting event, working out at the gym or running errands on the weekend. Policy holders Former clients of Agent Advisor can be a great source of referrals. The Agent Advisor has already established relationships with them, and they view MNYL in a favorable light. The following are some of the tips that the Recruiter can use for Name Gathering from policyholders: Cultivate policyholders into Centers of Influence: When clients call for service, the Recruiter should take time to share his role with them. Invite them to a seminar or suggest a meeting to solicit their advice on potential Nominators or candidates. As the Recruiter meet clients from a servicing relationship with time or her, continue to educate them on the markets he or she have targeted. They may know influential people who may be good candidates or Nominators.

Ask business policyholders for contacts of good sales people: Recruiters may ask business policyholders to provide the business cards of impressive sales people who contact them. Ask them to screen for him or her so that he or she get the names of only the best salespeople. Help stimulate name sharing by referring business to the policy holders: Many policyholders would know lawyers and accountants. Both business and personal clients would often have good relationships with lawyers & accountants. These professionals can be excellent Nominators. Seek introductions to them in his or her new role as a Recruiter, & evaluate them as potential COI. Friends and Family Another important source for Name Gathering is family and friends. The recruiter should never hesitate to approach friends and family. As a Recruiter, the Recruiter is giving them the opportunity to help himself or herself and the people they refer at the same time. The Recruiter should never discount his or her friends and familys ability to expand his or her network of eyes and ears. The Recruiter should approach friends and family as Nominators. Initially, the Recruiter should include friends and family in his or her Nominator cultivation efforts. Some of the friends and family members, who know his or her target markets well, may become COI. The Recruiter should ensure that the prospective Agent Advisor are fully aware of the career opportunity and are kept informed about the type of people he or she is seeking. Uncontrollable sources Once the Recruiter has evaluated and selected the controllable recruiting sources that best fit the target markets of the Recruiter, uncontrollable sources must also be taken into consideration to complete his or her plan. Uncontrollable sources require some external event or action to begin Name Gathering. Uncontrollable sources provide a consistent name flow and once established, they can become automatic parts of the recruiting process of Recruiter. Uncontrollable sources, also known as supplemental sources, should not become the core of the recruiting process for a Recruiter. They are effective at increasing name flow however; they are a passive approach to the critical responsibility of gathering names of prospective candidates. In general, the uncontrollable sources can be discussed as follows: Newspaper advertising Agent Advisor marketing Tools

Direct mail and per-approach letters Employment agencies Seminars Campus recruiting HR Managers Job Fairs The Internet

Newspaper Advertising Newspaper advertising can give the Recruiter access to a large audience in a short time, although it could be expensive. Advertising in newspapers would increase the Recruiter interview activity. Therefore, the Recruiter should advertise in newspapers and general publications with a specific target. However, these advertisements have to be pre-approved by MNYL. Agent Advisor Marketing Tools Agent Advisor Marketing Tools comprise of posters, advertisements and inserts. These tools have been developed to help Agent Advisor in their business. All these tools have been showcased in the Agent Advisor Marketing Tools catalogue available at nay MNYL office. The following are some of the tips that the Recruiter can use while Name Gathering using newspapers advertisements and Agent Advisor Recruiting Tools: The Recruiter needs to interview placement consultants about their services and fees. Not only would the Recruiter be better educated about how to target markets through different publications, he or she may also develop the consultant into a Nominator, and possibly, into an Agent Advisor. The Recruiter could use Agent Advisor Recruiting Tools and scripts. Marketing and media professionals have developed these texts, and they are compliance pre-approved. The Recruiter can run targeted advertisements in different sections of the classifieds. For example, the Recruiter places an advertisement targeting bankers in the banking section, Accountants n the accounting section, and so on. Using these articles he or she would be able to build his or her name recognition, prestige and presence in the community and targeted markets.

Direct Mail/Pre-approach Letters Many leading Recruiters use company-approved direct mail to obtain large numbers o prospective Agent Advisors names. The name flow that direct mail generates can be worth the cost if he or she set up an ongoing system that does not require too much of his or her time. The following are some of the tips, which the Recruiter can use while using direct mail for Name Gathering: The Recruiter should ensure that his or her mailing system is efficient. The Recruiter must use pre-approved direct mail letters. The Recruiter just must keep records of his or her mailings. The Recruiter should consider sending joint mailings to an established Agent Advisors client file. After sending direct mails, the Recruiter must follow up with a phone call, using a Nominator talk. He or she should consider adding profiles of successful Agent Advisor in these letters and target them accordingly. The Recruiter should make follow-up phone calls from the Agent Advisor bay so that he or she can lead by example, as his or her Agent Advisor make their calls. Employment Agencies Public employment agencies can be helpful in Name Gathering. Some employment agencies would let the Recruiter use the opportunity to access the databases and would give his or her fax number to receive resumes. The Recruiter should try to cultivate the agency manager into a Nominator / COI. The competitors of the Recruiter may also use this source. Therefore, the Recruiter should ensure to distinguish MNYL from the competition. When using employment agencies for Name Gathering, resume-writing services such as naukri.com may share the resumes they produce with him or her as a value-added service to their customers. Recruiter should not approach private agencies that charge a fee or commission for their services without the guidance of his or her Supervising Manager. Spotters A spotter is defined as a person who is well aware about the profile of a quality MNYL Agent Advisor. The spotter identifies prospective candidates as well as individuals who have very good networking, such as president trade bodies, and kitty party organizers.

The modus operandi to use a spotter is to first identify a spotter. In the second step, explain to him or her required profile, and finally agree on payment terms. The Recruiter bears the cost of such payment. Seminars Recruiting seminars enables the Recruiter to make a good impression with a well-rehearse professional presentation. In addition to recruiting seminars, sales seminars, continuing education seminars, or other groups meetings can also provide opportunities to develop Nominators. Campus Recruitment Campus recruitment is another important source for Name Gathering. However, the Recruiter needs to speak to the Supervising Manager about how he or she should integrate this source into his or her recruiting plan. Supervising Manager can guide him or her, based on experience, to specific colleges, departments, or placement officers.

The Recruiter can follow some of the following tips for campus recruiting: The Recruiter should treat the campus placement officers, or other referral sources, as Nominators or COI. If he or she develops a strong relationship with a placement officer, he or she would have a source of quality, screened referrals. The Recruiter should visit alumni offices and graduate school departments. Many colleges have placement officers and newsletters to help graduates find employment. The Recruiter should build relationships with business school professors who can be cultivated into COI. The Recruiter should look for alumni who may be re-entering the job market with some sales experience. The Recruiter should use company resources. The Recruiter should avoid reinventing the wheel. Contact partner-Strategic Initiatives at Home Office for specific assistance.

Jobs Fairs Participating in career and job fairs could be expensive, but these could be great sources of quality names. The following are some of the tips that can be used by the Recruiter:

Check the sponsors references: There are many firms sponsoring job fairs. Therefore, the Recruiter needs to verify the references of the firm, and ask for the names of MNYL Recruiters who have already participated in such events.

Use the recruiting booth: The Recruiter needs to follow the procedures as specified by the sponsor. The number of available booths in job fairs is limited. Therefore, the Recruiter needs to place the order to the sponsor in advance.

Plan ahead: The Recruiter should ask the event planner for a floor plan, and make sure that he or she is in a good location. The Recruiter should try to be near the main traffic flow and not adjacent to undesirable firms. The Recruiter should ensure that his or her location has electricity, so that he or she can use Notebook computer to impress prospects, and also have proper illumination in booth. In addition, the Recruiter should ask for a list of resumes before the event, and send out invitations, asking top quality individuals to visit him or her at the event. He or she would have line of people waiting at the booth that would draw others interest.

Take another person along: The Recruiter should take another Recruiter, his or her table. Colleague or an Agent Advisor to ensure that he or she is flexible in attending candidates who visit the booth. He or she would be able to have more extended conversations with promising candidates, and in general would be able to accommodate more people. In addition, the second person would be allowed to take break when necessary.

Move around: The Recruiter should not wait passively at his or her table. He or she needs to get up and introduce him/her. The Recruiter needs to visit other booths, introduce him/her, and discuss about the types of candidates the other firms are seeking. He or she may be able to share resumes with the other Recruiters. If the Recruiters makes follow-up appointments with a few of the most promising Recruiters he or she may develop mutually beneficial relationships.

The Internet The Internet is becoming part of our daily lives. Similarly, it is also a vital source for Name Gathering in the insurance industry. Using the internet, the Recruiter can get access to a great number of people and places. The following are some of the tips that a Recruiter can follow while Name gathering using the Internet:

Do you research: When the Recruiter used the Internet to retrieve and use resumes; he or she should explore alternatives before paying a per-resume fee. He or she should ask other Recruiters who are using the Internet about the sites they are using to retrieve resumes. The Recruiter could explore the web page for MNYL as well as web pages of related industry association. For example, he or she can use an internet search engine, such as Yahoo, to search for specific information.

Know the relevant web sites restrictions: MNYL does not currently allow Recruiters or Agent Advisor to put up their own Web pages. In addition, advertising on the Web is limited, and must go through compliance prior to use.

Contacting COI in Person (Name) as you may remember. I am now working for Max New York Life in the area of Life Insurance (name) ___________ Max a leading Indian enterprise has grown very rapidly as the result of some tremendous success in the areas of Health care and Life Insurance. And New York Life is out partner. New York Life is one of the oldest, largest and finest insurance companies in the US. They have had tremendous success in developing the bus9iness in the U.S and in many other Asian Countries. We are looking for bright talented people to help us in this effort. The reason I am talking to you today is that you may know someone who is not entirely happy with his or her current job and is looking for a new opportunity. May be this is somebody who is not making enough money or may be he has to be away from home for long period or may be he has progressed as far as he could in his current job. Does that remind you of somebody you know? (Wait for an answer. If you get names, just write them down!! Dont ask questions-yet! If no names, proceed with scripts as follows) (name) I am not surprised that you cannot think anybody; however, if you let me tell you a bit more about what we are looking for may be that will help you. I know that the person who is most likely to be successful will probably be about 25 years age or older; he will probably be married; most likely he will be a graduate and he should definitely have been living is his present location for at least a couple of years. Allow me to suggest where you might find somebody who could be a good candidate for this wonderful opportunity. Let me ask you what your favorite relaxation, pastime or sport is? What about people you often meet there? Who amongst your neighbors is a very talented person who might like to

earn more money? May be somebody you used to go to school with; perhaps somebody you worked with in a prior job? There might be a very good sales rep who calls on you regularly. Thanking COI on Suggesting Names Great, I really appreciate you help. I am going to call ___ and tell him/her you had some very nice things to say about him/her and to invite him/her to come into meet us and learn more about our opportunity. Ill stay in touch with you and keep you informed about how things go. In the meantime if you want to call _____ and tell him about our conversation that would great! Thanks again! If you are still having trouble getting a positive response, then try the following: ________ Let me ask you a question; What in your mind makes a good salesperson? What characteristics do you think someone needs to have to be successful in sales? Who do you know who communicates well? Who is determined, pleasantly persistent salesman? Record names 1st & then ask for detail later. Presenting the Magic Question A sample script of presenting the Magic Questions is as follows: I know I caught you unaware today however, I am sure you come into contact with many people on a regular basis. You probably have a pretty good idea of what qualities it take to make a good sales person. Next the Recruiter needs to pose the Magic Question. Let me ask you what in your mind makes a good salesperson? What characteristics do you think someone needs to be successful in sales? If the COI cannot think of any characteristics of a good and successful salesperson, the Recruiter should help them and gain their agreement. For example, he or she might use the following prompts: Communicated well Pleasantly persistent Determined Intelligent

Friendly When the Recruiter mention the first characteristic, Communicates well, he or she should also ask the nominator about who is the first person that he can associate with this characteristic. After the Nominator mentions a name, the Recruiter should ask Whether there is any other person that comes to his or her mind who can be associated with the same characteristic. The Recruiter should use a similar approach to help the Nominator identify names for the other characteristics, such as pleasantly persistent, determined, intelligent, and friendly. After the Nominator identifies few names, the Recruiter should then continue through the list. He or she should ensure to establish the name flow first and then quality each name, The Recruiter then needs go back to the first name mention and gather information about the prospective candidate. The Recruiter can use the following script to gather additional information: Can you tell me a little more about this individual? Why did this person come to mind? Next, the Recruiter next needs to quality each of the names by asking more about their profile and the business they do. At this point, the Recruiter should explain what he or she intends to do with these names. The Recruiter can explain the purpose for his gathering names to the Nominator using the following script: Let me tell you what I would like to do. I would be calling upon them, inviting them to my office and talk about the opportunity we have to offer. It would be wonder full if you can tell them about our discussion Do you have this first person`s phone number or business card? The Recruiter should continue to secure phone numbers. The magic Question is also a very effective talk to use in a Screening Interview. Contacting Nominator Nominator is individuals who can give referrals, but with whom a Recruiter has not yet developed a COI relationship.

Tips to Contact Nominators Following are some of the tips, Which you as a Recruiter must follow while Name Gathering from the Nominators. Every Nominator is a potential COI The Recruiter should have a strategy that ensures to follow up with each nominator. The recruiter should always send a thank-you note and make a follow-up call after the nominator has nominated few prospective candidates. When talking to Nominators, the Recruiter should use brochures to reinforce to reinforce the Recruiters intended message.

Always be looking for Nominators The Recruiter should always be looking for Nominator into his or her personal routine. For example, the Recruiter could speak with the Recruiter of health club or a local store owner, he/she patronizes to identity potential Nominators. Nominators can be approached while on field Observation and Drill (FOD) with a new Agent Advisor. The approach would show the Agent Advisor the good business habits he/she should look for and talking advantage of, every opportunity. Nominators can be defined Nominators are usually people with whom the Recruiter has no previous relationship. The primary difference between a COI and a Nominator is in the degree of personal relationship. While COI normally came from his or her natural markets, Nominators can be a source of names from other markets. In choosing Nominators, the Recruiter should look for people who are successful and who may know the types of candidates he or she is seeking. For example, trade association presidents, mayors, editors, or pastors are people who could possibly by excellent Nominators. Good Nominators may also be found in his or her daily work In addition to defining Nominators, good Nominators may also be found within the daily work cycle of the Recruiter. When the opportunity to get a good Nominator presents itself, the Recruiter could make his or her presentation quickly and effectively. Contacting Nominators using a Telephone

Hello Mr. _______________________________________ You dont know me, my name is __________________. I am manger of sales for the Max New York Life Insurance Company, here in ___________________________. I would like to schedule a time to spend 15-20 minutes with you we may be in a position to help each other, and I would like to take your advice. Contacting Nominators in Person Normally, the Recruiters initial approach to a Nominator is face to face. When he or she is on a sales call during this phase of his or her development, the following approach should be tried as the opportunity present itself. Hello _______ my name is ________ working for Max New York Life. I am in the process of expanding my distribution network. (Name) no one thought the selling of Life Insurance and financial products as the most respected of careers in the past. All of that in the year 2007. we had 345 qualifiers for the prestigious Million Dollar Round Table. These qualifiers earn well in excess of Rs. 6 lakhs in their one year of business. Our leading Agent Advisors come from all walks of life Import Government Private Business Chartered Accountants Financial Services. They are young (age 25 26 27) They are mature 40-50 They are Men. They are women. They all have two characteristics: Common (CAN DO ABILITIES) o Can plan their time o Can talk to people Uncommon (WILL TO DO IT) They make money, are famous & have changed their lives.

o o York Life. o o o

You may not know if your contacts are happy with their current position. Who is the best person I should be speaking to for a career in Max New Somebody who is ambitious. Somebody who is hardworking. Somebody who is respected.

I will find that out.

The Nine Point System

Applicable Score Age Below 25 1 Marital Status Married 2 Qualification Graduate 2 Gender Female 2 Lived in the city for 5 years No. 1 25-35 Above 35 2 3 Unmarried 1 Post Graduate Under Graduate 3 1 Male 1 Yes 2

II. Score on Numerical Ability Test __________________________ III. Source of Applicant (Tick One) 1) Center of Influence 2) Nominator 3) Existing Agent referral; __________ _______________________________ 4) Applicants Initiative (Not from ad or 3rd party) 8) Recruitment Initiative__________ 5) Advertisement 6) Observation by Sales Manger 7) Employee referral;

TRAINING
At Max New York Life., the importance is given to training in a dynamic business environment. The advisors go through both generic and specific, professional programs that help them remain well informed and knowledgeable about the companys products in the market. There is a further focus on soft skills such as communication, managing long-term relationships and selling skills, which are very relevant in a service-driven industry like life insurance. State of the art infrastructure training facilities coupled with an excellent faculty, guarantee an exceptional learning environment. For advisors who might be occupied with their daily business/professional routines, Max New York Life also offers convenient training options such as online and self-learning are also provided by the organization.

A 15-day training schedule covers the mandatory IRDA training requirements and Max New York Life Insurance Company Ltd. product-training module. Revision session ensure that the candidates thoroughly understand the course contents and are well prepared for the licensing examination. Theoretical training is interspersed with practical appointment settings with potential customers, giving advisors a feel of how their business will work from the very first day. All through, the Unit Manager and the management provide continuous support to the advisors in achieving independence towards garnering business.

RECOMMENDATIONS
Expand Distribution Network In Semi Rural Areas - Start business in all small towns. Target Semi Rural Market - Offer agencies to localities people. - Open operation offices with highly educated team.

1. Provide lower premium policies so that we could target middle class people and generate good cash flow for further growth. As per BCG matrix to ensure long-term value creation, a company should have a portfolio of products that contains both high-growth products in need of cash inputs and low-growth products that generate a lot of cash. Max New York Life has high-growth product in urban market but company should follow the low growth product strategy also in urban market. 2. Start advertisement campaign again on television, radio and Internet also. Do intensive marketing for business opportunity and products both. 3. Keep more seminar and target LI/GI agents, CAS, Tax consultant financial investor etc. 4. Provide best motivation to Agency holders. 5. Build trust upon customers through services and transparency in investment and other policy. 6. Provide all branches in local language. 7. Provide part time training. 8. Focus on any mass marketing activity for generating awareness of company among people and offering them business opportunity too. 9. Do some social activities through which company could get benefit of marketing indirectly. 10. Try to collect data of Life/General insurance agents across India and invite them to associating with Max New York Life Insurance Company Ltd.

REFERENCES

Web sites www.irdaindia.org www.indiacore.com www.maxnewyorklife.com

Magazines Insurance Plus Business India Economic Times Material provided by the company Survey

Search Engines www.google.com www.yagoohoogle.com www.altavista.com

Conclusion
With largest number of life insurance policies in force in the world, Insurance happens to be a mega opportunity in India. Its a business growing at the rate of 15-20 per cent annually and presently is of the order of Rs 450 billion. Together with banking services, it adds about 7 per cent to the countrys GDP. Gross premium collection is nearly 2 per cent of GDP and funds available with LIC for investments are 8 per cent of GDP.

Yet, nearly 80 per cent of Indian population is without life insurance cover, health insurance and nonlife insurance continue to be below international standards. And this part of the population is also subject to weak social security and pension systems with hardly any old age income security. This itself is an indicator that growth potential for the insurance sector is immense. A well-developed and evolved insurance sector is needed for economic development as it provides long-term funds for infrastructure development and at the same time strengthens the risk taking ability. It is estimated that over the next ten years India would require investments of the order of one trillion US dollar. The Insurance sector, to some extent, can enable investments in infrastructure development to sustain economic growth of the country. With a large capital outlay and long gestation periods, infrastructure projects are fraught with a multitude of risks throughout the development, construction and operation stages. These include risks associated with project implementation, including geological risks, maintenance, commercial and political risks. Without covering these risks the financial institutions are not willing to commit funds to the sector, especially because the financing of most private projects is on a limited or non- recourse basis. Insurance companies not only provide risk cover to infrastructure projects, they also contribute longterm funds. In fact, insurance companies are an ideal source of long-term debt and equity for infrastructure projects. With long-term liability, they get a good asset- liability match by investing their funds in such projects. IRDA regulations require insurance companies to invest not less than 15 percent of their funds in infrastructure and social sectors. International Insurance companies also invest their funds in such projects. Insurance is a federal subject in India. There are two legislations that govern the sector- The Insurance Act- 1938 and the IRDA Act- 1999.

RESEARCH METHODOLOGY
In this section of my project, the requirement is to describe the sources of collecting primary and secondary data. For collecting primary data, method adopted was focus group method. Source of primary data

1. Natural Market Relatives Friends Neighbors

2. Stall Operation 3. Survey 4. Seminar (Focus Group)

Source of Secondary Data 1. Yellow Pages 2. Database of different companies LI\GI Agents 3. Tele calling leads 4. Reference data.

CONTACT METHOD Initially, the instructions given by the company were to work on natural market Company, i.e. relatives, friends, neighbors or the known ones. But being new to the city, this constraint of not having the natural market was there. One of the methods used in recruitment was to call people from Yellow Pages and take their appointments. Once the meeting is fixed with that person, then a B.O.P i.e. Business Opportunity Presentation has to be given to him. This presentation helps to a great extent in making that person know about the Company, the benefits that he/she will get in getting associated

with the Company. It just happens sometimes that a person might not concentrate on what is being told to him but when that person looks at that presentation it becomes easy to convince him as he is focused on the facts and figures mentioned in the presentation. Another method that can be followed to recruit agents for the company is that of leads which are given by the Company. These are those people who have shown their interest in having the agency to the telecallers. Once those people are interested, an appointment has to be fixed with them and explain them in detail about the agency business and answering their queries. The third method that can be followed is that of making cold calls to corporate offices, shops or those people whom a student feels can become advisors or who might be interested in becoming advisors. Here, the duty is to tell them about agency business, what they will get out of it and finally closing the deal. If they still have some queries or questions which could not be answered at that point of time, then they are requested to visit our office so that they may enquire about their doubts from Unit Managers and thus making them satisfied that their association with the Company is something which they will not regret. This method is also called PROSPECTING.

LIMITATIONS
As the movement throughout the city is not possible due to certain constraints so the movement was quite restricted. People are not ready to go for training. As the training period is of 17 days and it involves full day, so it becomes difficult for them to leave their offices or shops for such a long time. The compulsion of selling 12 policies in a year also restricts them from becoming advisors. If they do not fulfill this target, then their license is cancelled after a year. Lack of trust on any company of Private Sector. Lack of knowledge about the products of Max New York Life Insurance Company and their total and blind faith on LIC. Sometimes, fresh graduates want to become advisors but the company denies making them an advisor as they are very fickle-minded and also unreliable. There is a problem in targeting Chartered Accountants. ICAI, which is the governing body of Chartered Accountants, does not allow them to become advisors. However, now they have permitted some CAs to become advisors, but these are only those ones who are doing jobs somewhere and not allowed the ones who are doing their practice. So, still this decision is very dicey. Sometimes, even those people want to become advisors for the company who are not a localities but then the major problem that they face is that they have got no natural market, so they are very susceptible about their performance and whether they will be able to generate business for the company or not, so they avoid to take up this challenge. It was a great problem to get appointments from people in the month of March as most of them were busy in filing their returns. Some people ask about comparative analysis with LIC. Some people consider IRDA fees Rs. 1000 as a constraint. Non-availability of part-time training. All small towns are not open for doing this business. One person cannot take Life Insurance Agency of two different Companies. Time constraint is the biggest constraint in taking up the study.

QUESTIONNAIRE NAME ADDRESS