ON
LEARNING AND EXECUTION & SM MENTORING
UNDER GUIDENCE OF
Mr. R.B.TRIPATHI
Prepared By:-
FATMI KAFEEL
Institute of Co-operative & Corporate Management,
Research & Training
Lucknow
ACKNOWLEDGEMENT
This co-operation is not only useful for this project but will
be a constant source of inspiration for us in the future.
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TABLE OF CONTENT
CONTENTS PAGE-NO
• ACKNOWLEDGEMENT 8
• AIM OF THE STUDY 9
• SCOPE OF THE STUDY 10
• INTRODUCTION 12-13
• PROFILE OF THE COMPANY 14-24
• BACKGROUND 14-17
• LEADERSHIP TEAM 18-24
• VISION & MISSION 25-26
• VISION 25
• MISSION 25
• GOAL 26
• ACHIEVEMENT 27-28
• PRODUCT LINE
• PRODUCT PLAN 29
• PROTECTION PLAN 30
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• SAVING AND INVESTMENT 31-32
• CHILD PLAN 33
• RETIREMENT PLAN 34
• TRADE POLICIES 35-38
• BRIEF HISTORY OF INSURANCE SECTOR 39-40
• MILE STONES 41-59
• RELIANCE LIFE INSURANCE 60-62
• ANCILLARY BUSINESS OF RELIANCE 63
• COMPETETORS
• DIRECT COMPETETORS 64-67
• INDIRECT COMPETETORS 67-68
• PROMOTERS OF THE COMPANY 69
• HIERARCHY OF THE COMPANY 70-73
• HR-POLICIES OF THE COMPANY 74-79
• ATTRACTIVE FEATURES OF THE COMPANY 80-90
• PRODUCTS 91-96
• ASSIGENMENT PROFILE 97-149,151-
177
4
• INDUSTRY MAP 150
• FINDING 178-179
• SUGGESTION 180
• LEARNING 181-185
• LIMITATION 186-187
• EXPERIENCE 188-189
• CONCLUSION 190
• LETTER OF THANKS 191
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AIM OF THE STUDY
The main aim of the report is:
6
RM
MM
MM
BM
STM
TSM
ADVISORS
7
HEIRARCHIAL STRUCTURE
REGIONAL MANAGER
BRANCH MANAGER
REGIONAL MANAGER
The regional manager of the company is responsible for the
overall target assigned within a region.
8
Policies adopted by the HR department
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o Aptitude test
o Achievement tests
o Interest tests
10
Some times employee is promoted based on transfer. An
employee gets promotion only if he is ready to take the charge
of a new location.
3) Training policy
Whenever an employee enters in the company he needs to be
mentored and trained, both at personnel and professional level
.so how an employee will be trained and mentored these all are
covered under training policy.
The programs, which are there in this policy, are
a) Induction training
First feature of this policy is induction training.
b) Type of training
This covers, which training should be given to which
employee. This also covers on the job and of the job training
of the employees. In this, there is a fixed period for which the
employee will be trained and in this period, he will be taught
both practical and theoretical work.
C) Training of executive and operative employee
As discussed earlier there are different training program for
different categories of employees. The executives are not
trained in the same way as operative employee. Each employee
is first categorized based on his or her work and then
according to that they are trained.
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4) Compensation policy
1) Minimum wages
As some workers of the company are not permanent
employees. They work on daily wages. so it’s the duty of hr
department to fix their minimum daily wages which they get
according to their work. This is some times based on hourly
bases or shift bases.
b) Non financial incentives
These are incentives or perks given to the employees which are
non monetary .like here in the company the employees get free
passes for movies as well as discounts in some branded
showrooms
c) Incentive plans
The employees are given incentives and perks which are
monetary to motivate them .they are given to them on monthly
basis. The incentives depends upon the an employee sincerity
towards his work.
D) Bonus
Employees are subjected to get bonus annually or six monthly.
However, that depends on the grade, which they get while
working from their superiors .seniority and experience is also
counted in giving bonus to the employees.
5) Welfare and safety policy
These policies include the safety measures and the welfare
measures, which are to be taken for the welfare and d the
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safety of the employees. I the company there is a welfare club
for each department and the employees use to contribute some
money in that monthly which will be further use for welfare
purposes.
6) Human relations policy
In any organization, it is must to maintain a coordinal and
healthy relation between the employees of the organization. So
the organization decides certain norms according to which the
human relations are built and are maintain in the company.
This includes
a) handling of grievances
Handling the grievances of the employees is must for any
company because if the employees of the company are not
satisfied then how can a company even think of bringing
success to the business.
Therefore, the problems of the employees should be listened
and then should be properly handled so that they can work
in the company with full satisfaction.
b) Participative management
The best policy that the company is having is participative
management approach in which every body is having the
right to participate up to a certain level in any
management’s decision.
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Assignment profile
Objective/project title
Using training techniques to increase sales productivity.
Training period
8 weeks
Data source.
Data given by the company on various training methods used by
them to mentor and train their employees.
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OBJECTIVES OF TRAINING
The general objectives of training are as follows-:
some employees are not able to perform their jobs well. They
possess inadequate skills and knowledge of their assignment with
the result that they produce poor quality and volume of output,
waste resources, damage equipment tools, respond insufficiently to
the supervisor’s instructions and so on. They need a training
course for the purpose of removing their deficiencies and fitting
them to their jobs.
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(c) To prepare for higher responsibilities
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(e)To mould personnel to adapt to organizational changes-
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NEED AND IMPORTANCE OF TRAINING
Training is a necessity not a luxury. Many big companies spend
huge amounts on training, as it is generally felt that it motivates
employee to put hard work. if employees understand their job well,
their morale increases and there is also a sense of recognition
among the employee that they are the valued members of the
enterprise.
1) systematic learning
2) Better performance
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A trained employee usually shows better productivity and
higher quality than an untrained employee does. Training
increases the skills of the employee in the performance of a
particular job. An increase in skill helps in increase in skill
usually helps in increase in both quantity and quality of
output.
5) Economically supervision
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6) Uniform procedures
7)Reduction in accident
8)High morale
9)Better climate
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METHODS OF TRAINING
A wide range of training methods and program has been devised
over the years by organization and training experts. different
training methods and programs are suitable categories of
personnel in the organization :managerial and non managerial,
technical ,administrative ,skilled ,unskilled, senior ,junior ,and so
on. Each organization has to make choice techniques and program
relevant for its training needs and organizational condition.
(!)Vestibule training
(3) Of –the-training
(!)Vestibule training
The employee are taken through a short under working condition
that are similar to actual shop, sales or office condition. It gets its
name from the resemblance of the school to a vestibule through
which one passes before entering the main hall of a house.
Vestibule schools are adapted to the same general type of training
problem that is faced at the actual place of work. An attempt is
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made to create working condition, which are similar to the actual
work environment.
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On the job training has main advantage of strongly motivating the
trainee to learn .it permits the trainee to learn at the equipment and
in the environment of the job. On the job, training methods are
relatively cheaper and less time-consuming .moreover, line
supervisor take an important part in training their subordinates.
There are certain aspects of nearly all jobs that can be learnt better
in the classroom than on the job. Orientation about organization
and safety training can be accomplished most effectively in the
classroom. The standard instruction method suitable for operative
employee is a formal lecture by an instructor to the trainees. The
instructor possesses a considerable depth of knowledge of the
subject at hand. He seeks to communicate his thought in such a
manner as to interest the class and cause them to retain what he
has said. The trainees generally take notes as aid to learning.
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Learning Solutions focus
• Product Training
• Financial Planning
• Coaching skills
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• Experiential Training Programs
• Domain training
• Team Building
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• Leadership Skills E-Mail and Video Conferencing
Etiquette
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• Customer Care Management Creating Business
Proposals
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Interviewing Skills
In today's highly competitive market, successful recruitment
presents an ongoing challenge. This practical Interview and
Selection skills training programme will provide individuals with
the skills and techniques essential for conducting a successful
selection process. This programme will deal with preparation for
an interview, developing interview questions and their value and
interview techniques. The programme includes group discussions,
exercises, role-play and a questionnaire based on interview skills.
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Managing Employee Conflicts
Conflicts are an integral part of working closely with people. This
conflict management programme will help participants identify
some of the ways they may be contributing to these problems and
offer some strategies that they can adopt at work and in their
personal lives.
Interpersonal Skills
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Interpersonal Skills are fundamental to our dealings in our
professional and personal lives. This programme on Interpersonal
Skills is designed to assess participants' current levels of
communication and the impact of behaviour on morale and
performance. It will equip individuals with a greater sense of self-
awareness and enhanced relationship skills in order to be more
effective in working relationships. This is a highly participative
programme, with emphasis on discussion and group learning.
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Business Writing Skills
With all of us trying to squeeze in more and more into our 24-hour
day, professionals today do not have enough time to read their
correspondence. This programme will teach participants to produce
reader-oriented letters, memos, short reports and other everyday
business documents with greater ease, confidence and
effectiveness. It will enable them to become more skilled at writing
professional business documents that are brief but concise, clear
yet direct, complete and correct. Participants are taken through a
number of hands-on exercises to practice writing to perfection!
Team Building
With increased specialization of jobs, individuals need to work with
different people. The objective of this programme is to turn a loose
group of individuals into a productive team. The programme will
help participants understand and apply the traits of an effective
team player, so they can contribute to achieving organizational
goals.
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The programme is designed to provide participants with the skills
and attitude that will help build effective teams, through role-plays
and team building activities.
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More and more organisations are recognising the value of effective
communication through effective listening and various techniques
to increase productivity and sales. This programme will help
participants reap the benefits of good communication by avoiding
confusion and misunderstanding, and reducing frustration and
stress. It will also help to gain an understanding of others’
perspectives and to meet customer needs. The programme will
teach participants to be assertive without being aggressive and to
overcome barriers in communicating with other people. Using case
studies, role plays and facilitator-led discussions, the programme
will enable participants to develop more fulfilling interpersonal
relationships.
Emotional Quotient
Emotional Quotient or EQ has an extremely critical role to play in
our success as professionals and human beings. In the workplace,
it influences how we relate to others and how we handle
relationships. In this workshop, participants will explore the
concept of EQ, learn their EQ, understand ways in which their
current EQ can be enhanced and hone their social and personal
competencies
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Positive Thinking and Attitude
Positive thinking and attitude is an extremely critical element of
stress management as it allows only those thoughts and feelings
into the mind, which encourage growth, success and well-being. In
this programme, participants will explore methods of inculcating
positive thinking, and learn to be more successful at the workplace.
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dos and don’ts of coaching and mentoring. By developing
managers into mentors, your organisation can create a credible
succession strategy built on a foundation of inclusion, self-
improvement and loyalty.
Personal Effectiveness
This programme will enable participants to enhance their personal
effectiveness, apply a principle-centred approach to life and living,
master the art of balancing work and personal lives, measure
personal effectiveness with respect to life goals and take corrective
action for planning and follow up.
Strategic Management
Strategic management provides overall direction to an
organisation. This programme will help your organisation to assess
your company’s business, its industries, and the competition. The
programme will help you to set goals and strategies to meet all
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existing and potential competitors. It will help participants reassess
each strategy to determine how it has been implemented and
whether it has succeeded or needs to be replaced so as to meet
changed circumstances, new technology, new competitors, a new
economic environment or a new social, financial, or political
environment.
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Creative Problem Solving
This programme is designed to help participants build their
problem solving and creative thinking skills. Participants apply the
critical concepts and techniques of creative thinking in
combination with certain problem solving tools to innovatively
solve specific workplace problems. Participants review the
objectives of innovative problem solving and apply the techniques
of lateral thinking, in particular the generation of alternatives by
employing brainstorming, reversal, random stimulation, analogies,
and fractionation. Participants also apply popular problem solving
tools (for instance, Check sheets, Pareto diagrams, Cause and
Effect diagrams, Process Flowcharts, and more) to solve generic
and workplace problems
Time Management
Getting the most out of a 24-hour day is a constant challenge that
many people face in today’s busy world. This programme takes
participants through the fundamentals of time management so as
to get the most out of a day. Participants are also shown techniques
for eliminating time wasters and conquering procrastination.
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This programme will help participants increase work effectiveness
and productivity, achieve greater control of their daily activities
and overcome stress. The programme uses presentations and
discussion to introduce the concepts of time management and
practical exercises and role-plays to develop personal skills.
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TRAINING METHODS USED
BY
RELIANCE LIFE INSURANCE
40
On the job training
On the job training was given to the trainee sales managers who
were freshly recruited from the different t colleges. They were
trained both to enhance their theoretical and practical knowledge.
The training department also uses certain E-learning methods to
train them.
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• It is basically a target fixed for a particular team
formed by the training department who were
responsible for above mentioned tas
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at least selling two policies in a month. It is not as
easy as it sounds to be.
• After making the tsm very clear about their target
each were mentored initially on daily basis
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WHAT TRAINING METHODS WERE USED TO
TRAIN TSM
1) Daily training classes
Daily training classes were held in which their skills were
enhanced by giving them knowledge about the new marketing
tactics as well as the strategies, which they can opt to bring
business. They were answered for their queries. So over all the
training classes were helping them to know the technical know how
so that they can survive in the market.
A weekly review what they have done in the whole week was taken
by their trainer so that it can be easily evaluated that what is their
perforce and were they need improvement.
44
Timely appraisal of their performance was done so that they can
also feel motivated and enthusiastic towards their work.
45
Format for taking weekly reports of tsm
Given below is the weekly report of the each tsm .the report gives
the detail of the target fulfilled by each tsm.
46
(1)
47
(2)
(3)
Vimal
Sajal Kumar A
Chittalur
49
S oum ya
Ra ksha
Shal
De e pt
Pritam
Aksha t Na ra ya
Prakash Chandra
50
P ra b h a t K u
Na ve e n S
51
S y e d H a sa n
B
S y e d H a sa n
52
Sandeep
V id ya N a
53
A n iru d d h K
Sha
A n il K u m a r
A n iru d d h K
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V i v e k G o sa i n
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P i y u sh
THE ABOVE CHARTS SHOWS-
R a g h u v a n sh
1) The name written on the top most shows the name of the trainer.
2) The name written below shows the names of the TSM.
S h i sh i 56
3) The blue portion shows the no of people each trainee meet as a
target.
4) The red portion shows how many of the people he meets were
converted into advisors.
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to do. Therefore, for that they need a team. This can be easily
understood by the given below chart.
Industry map
INDUSTRY
Customers Employee
Sales Manager
(1000 policies)
50000 calls
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50000 in 300 days
1 day 24 hrs
500 calls/day
500 calls/8hrs
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the company. They are the customers or sellers who work as
agents. They also need to be trained.
To become an advisor one has to go through a long process of
training as well as licensing after which only they become a
licensed advisor.
Licensing process of the advisors
1) Firstly the SM has to help a person to make him under stand
that how he will be benefited if he will become an advisor. Then
only one can be converted into effective advisors from the crowd.
However, this is really not very easy. As to make one understand
that he will be benefited though he will not be played by the
company.
For this there is an IC recruitment model. This model is as follows-
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61
62
Are y
63
64
65
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Above is IC recruitment model by the help of a recruitment plan to
recruit an advisor can be made. This gives the way by which a sales
manager can approach a person and can motivate a person to
become an advisor of the company.
2) After a person makes his mind to become an advisor he has to
undergo some training procedures. Earlier this training for advisor
was manual by now reliance life insurance has made this easier by
converting this training programme to an on-line training process.
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What is an online training process?
As we know a person takes birth with some inner talent and
qualities. However, to take these qualities out and polish them so
that he/she can use them in the right direction is must. This can be
only done by an effective training process.
Earlier to mentor and train the advisor the company was using an
off-line training process, in which each person was trained
manually under the guidance of his mentor but the advisors were
facing many problems from that.
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Online line process is basically a step by step procedures under
which an advisor will undergo a 50 hours on line training and after
which he will get a training completion certificate(TCC) and then
he /she becomes eligible to appear for the IC33 exam which he has
to pass to become a licensed advisor. This training is mandatory for
each advisor.
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• Training Admin at RO will collate the online training
request data from branches into single regional data
in one file
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Training Admin at RO by Kalpesh , the same will be
circulated to all Branch CE s on the same day
• CE will sort data as per respective branches and
communicate the Training Start and End Date to
respective BM / SMs and further will be
communicated to Prospective Advisors
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• Jayshree chaskar will send the Exam data and Admit
cards to respective branches as per the old system
• Advisors along with original copy TCC and Admit
cards will appear in the Manual Exam at the centers
filled in the ARF forms as was in the old system
After this training process an n advisor has to appear for the exam.
After passing that exam he/she will become a licensed advisor.
Now after this training, an advisor also has to go through a
refreshal training programme three days before the exam. In this
they were told different projects like project-440, which gives them
an easy way to achieve the target. After this training a feed back of
what they have learned in the training is also taken which will help
to know the gap between training and learning.
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What is project-440?
Project-440 is a tool for mentoring the advisor so that they can be
trained with the easiest way with which they can achieve their
target.
1)
2)
73
3)
4)
74
5)
75
6)
7)
V
Visi
To nur
76
8)
To recr
advisor
Skills
77
9)
T
10)
W
78
11)
12) T
TICKET SIZE 20
79
14)
CO
80
Above shows the details of the project-440, which has proved itself
as the boon for the advisors of the company?
A
After this training as discussed earlier a feedback from the advisors
was taken with the help of a form. The sample of the form is shown
RECRUI
below-
ANNUAL
ANNUAL 81
By taking the feedback on this form one can easily, know what the
difference between the training and learning is.
Flow Chart
For
Licensing process
Start
Data of TSMs
Training
Completion
Certificate
Back-up of Admit-
Card
Admit Card
Request
Examination Date
Reminder Call
Data of Refresher
Training
End
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INCENTIVES PROGRAMS FOR ADVISORS
To do any work whether it is related to your personal life or
professional, a motivation is needed. This motivation can be
monetary or non-monetary.
The advisors of any insurance company though are the permanent
employee of the company but as they bring business to the company
they also wants some thing in return. For this Reliance life
insurance has developed an incentive plan for the advisors.
Ne
83
They are of two types -:
• Take off
• Launch pad
An advisor after fulfilling the above criteria will get the below
mentioned benefits
Benefit
Advisor earns points worth Rs 2,000/
A Certificate of Appreciation & Trophy
84
Take off
N
Take O
Launch pad-if an advisor is able to fulfill the below mentioned
criteria then he will get the incentives as is planed according to the
launch pad incentive scheme.
3 policies issued within the first 30 days of licensing,
each with a min annualized premium of Rs 7,000
Criter
(Only half-yearly and Annual mode)
The focus is in getting the advisor to sell cases and
get him used to the concept of the insurance selling
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An advisor after fulfilling the above criteria will get the below
mentioned benefits-
Advisor earns points worth Rs 1,000/-
A Certificate of Appreciation
Duly recognizing their initial success
N
Launch 86
FINDINGS
87
o The projects like project -440 were easy to apply and can
be used practically.
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SUGGESTION
• The training methods used should not only sound
good but also they should have practicality in them.
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LEARNING
Whenever you go somewhere you should always have in mind that
I will take something good after going back from there, i.e. I will
try my best to learn some thing .learning is an ongoing process. It
is a never-ending journey. One cannot say that now I need not to
learn any thing, as I am perfect.
When ever a child takes birth he/she first learn to say few words
like MA .when he grows he learn to walk by holding the hands of
his parents, after that he learns how to talk. When he goes to
school he learns many lessons from either his notebooks or his
surrounding. After studies when he gets the job he learns how to
work. When he gets married he learns how to manage himself.
Thus in his full life term he keeps on learning things. Learning
only stops with the death of ones mind. So today if you are saying
that I have learned what I was supposed to learn that means your
mind has died because a living mind always wants to learn.
90
What is learning?
Learning exploits an integrated approach to performance
improvement that acknowledges personal strengths and
aspirations, business imperatives and organizational culture.
Your learning will only be effective if you are able to use it or one
is able to practically apply the learning in is present work whenever
needed.
When what one gives you, you own it then we can say that trainers
training and your learning both are efficient and effective.
91
What I have learned
My learning
• I got a practical experience of what I have just read in
books of training procedures.
92
• In this period, I learned that what guts an efficient
trainer should have so that he will be able to train his
trainees.
• What the trainer should have
• Ability to influence people
• Ability to always learn something new
• Ability to listen others
• Manipulative
• Should sometime adopt paternalistic approach
93
• It helped me at personal level also as I learned how
to maintain professional relation ship while working.
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Start
Training
project
Knowledge,Skills,T
alent
Learning ability
Training
process
Starts
Knowledge
Results
Feedback
If execution =
learning
Yes
No
End
While learning any thing new there are some limitations and this
project is no exception.
Limitation of time
Other limitations
96
EXPERIENCE
97
constraint, new corporate environment etc but I pulled up my socks
and had taken each obstacle as a challenge.
At last i would like to quote one phrase:-
98
Conclusion
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LETTER OF THANKS
“Thanks”, a very small word for a person who has really helped
you in achieving your goal.
Still I would like to say thanks to each person who so ever has
supported as well as co-operated in any ways in the completion of
my project.
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