1

CHAPTER 1
INTRODUCTION

1. INDUSTRY PROFILE

1.1 Meaning and definition of Insurance
Insurance policy is a contract between policy holder and an Insurance company, wherein
insurance company promises to pay certain amount to beneficiary on occurrence of certain
event, in exchange of that policy holder agrees to pay some amount as premium to
Insurance Company.
In short, insurance policy insures the financial loss which may arise due to occurrence of
certain event in the life of policy holder. That event could be anything like policy holders
death, accident or any life threatening illness.
Definition
Insurance is a contract in which sum of money is paid to the assured in consideration of
insurers incurring risk of paying a large sum upon a given contingency.

---Justice Tindall


Insurance is a contract by which one party for a compensation called in the
premium assumes particular risks of the other party and promises to pay to him
or his nominee a certain sum of money on a specified contingency.

---E.W.Fitterson



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1.2 History of Insurance in India
The history of insurance in India is deep rooted. Insurance in India has developed over time
and idea has taken ideas from other countries England in particular.
The history of insurance in India divided into three phases as follows:


Phase I Pre liberalisation

1818 First insurance company: in 1818 the oriental life insurance company in
Kolkata (then Calcutta) was the company to start a life insurance business in India.

1912 - The Indian Life Assurance Companies Act enacted as the first statutory to
regulate the life insurance business.

1928 - The Indian Insurance Companies Act enacted to enable the government to
collect statistical information about both life and non-life insurance businesses.

1938 - Earlier legislation consolidated and amended to by the Insurance Act with
the objective of protecting the interests of the insuring public.



Phase II liberalisation

The start of reform:
The international payment crisis of the 1990 forced the government to re-think its industrial
policies and regulations. The government only had enough foreign reserve to finance a few
days of imports.

1993 government set up a committee under the chairmanship of R N Malhotra, the
former governor of RBI, to make recommendations for the reform of the insurance
sector, in its report in 1994, the committee recommended, among other things, that
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the private sector and foreign companies (but only through a joint venture with an
Indian partner) be permitted to enter the insurance industry.

1999 Following the recommendations of the Malhotra committee report the
insurance regulatory and development authority (IRDA) was constituted as an
autonomous body in 1990 to regulate and develop the insurance industry. The
IRDA was incorporated as a statutory body in April 2000.



Phase III post liberalisation
With the recommendations of the Malhotra committee the insurance sector was opened to
private companies. Foreign companies were also allowed to participate in the Indian
insurance market through joint venture with Indian companies. Under current regulations
the foreign partner cannot hold more than a 26% stake in the joint venture.










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1.3 Characteristics of Insurance
It is a contract for compensating losses.
Premium is charged for Insurance Contract.
The payment of Insured as per terms of agreement in the event of loss.
It is a contract of good faith.
It is a contract for mutual benefit.
It is an instrument of distributing the loss of few among many.
The occurrence of the loss must be accidental.



1 . 4 Na t ur e o f I ns ur a nc e

1. Sharing of risks:
Insurance is a cooperative device to share the financial losses which might befall on an
individual on the occurrence of specified event such as sudden death , fire and theft etc.

2. Cooperative device:
A large number of persons agree to share the loss arising sue to a particular risk.
Thus, insurance is a cooperative device.

3. Value of risk:
The risk is evaluated before insuring to charge the amount of share called premium.

4. Payment made at contingency:
T h e p a y me n t i s ma d e a t a c e r t a i n contingency insured. The
Contingency may be death, fire, marine perils etc.

5. Amount of payment:
T h e a mo u n t o f p a y me n t d e p e n d s u p o n p o l i c y Insure
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1.5 IRDA

IRDA (Insurance regulatory and development authority act) Regulate the Indian insurance
industry to protect the interests of the policyholders and work for the orderly growth of the
industry.

Background
1991: Government of India begins the economic reforms programme and
financial sector reforms.

1993: Committee on Reforms in the Insurance Sector, headed by Mr. R. N.
Malhotra, (Retired Governor, Reserve Bank of India) set up to recommend
reforms.

1994: The Malhotra Committee recommends certain reforms having studied the
sector.
Some recommended reforms:
Private sector companies should be allowed to promote insurance
Companies.

Foreign promoters should also be allowed.


Birth of IRDA
Insurance Regulatory and Development Authority (IRDA) set up as autonomous
body under the IRDA Act, 1999.

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IRDAs Mission
... to protect the interests of the policyholders, to regulate, promote and ensure orderly
growth of the insurance industry and for matters connected therewith or incidental
thereto......


Functions and Duties of IRDA

Powers and functions of IRDA:
Registering and regulating insurance companies.
Protecting policyholders interests.
Licensing and establishing norms for insurance intermediaries.
Regulating and overseeing premium rates and terms of non-life insurance covers.
Regulating investment of policyholders funds by insurance companies.














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1.6 Role of Insurance in Economic Development:


For economic development, investments are necessary. Investments are made out of
savings. A life insurance company is a major instrument for the mobilization
of savings of people. These savings are channelled into investments for economic
growth.

Insurance companys strength lies in the fact that huge amounts come by way of
premiums. Every premium represents a risk that is covered by that premium. In
effect, therefore, these vast amounts represent pooling of risks.

The system of insurance provides numerous direct and indirect benefits to the
individual and his family as well as to industry and commerce and to the community
and the nation as a whole. Those who insure, both individuals and corporate, are
directly benefited because they are protected from the consequences of the loss that
may be caused by the accident. Insurance, thus, in a sense protects the capital in
industry and releases the capital for further expansion and development of business
and industry.

The very existence of risk that is, uncertainty concerning the future, is a severe
handicaps in economic activities. Insurance removes the fear, worry and anxiety
associated with this future uncertainty and thus encourages free investment
of capital in business enterprises and promotes efficient use of existing resources.

The system of insurance encourages commercial and industrial development and
there by contributes to a vigorous economy and increased national productivity.





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1.7 TYPES OF INSURANCE

A. LIFE INSURANCE:

Term Life Insurance

Permanent Life Insurance

B. GENERAL INSURANCE

Fire Insurance

Marine Insurance

C. MISSCELLENOUS INSURANCE


(A) LIFE INSURANCE

Life Insurance is a contract providing for payment of a sum of money to the person assured
or, following him to the person entitled to receive the same, on the happening of a certain
event. It is a good method to protect your family financially, in case of death, by providing
funds for the loss of income.
What is Life Insurance?
Life insurance is a policy that may be bought from a life insurance company, which helps
beneficiaries financially after the owner of the policy dies. It is a contract between the
policy owner (you) and the insurer (the life insurance company), which assures the paying
out of a sum of money in the event of the policyholder's death. The cost or premium on
your life insurance decides the type life insurance plan.


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a) Term life insurance:
Under a Term Life contract, the insurance company pays a specific lump sum to the
designated beneficiary in case of the death of the insured.

Plus of term life insurance
- The premium payable on these policies is low.
- One can afford for quite high value insurance policies

Minus of term life insurance
- If one survives the period of the policy, he / she does not get any money at the end of the
policy.

b) Permanent life insurance:
In a Permanent Life contract, a portion of the money paid as premiums is invested in a
fund that earns interest on a tax-deferred basis. You need life insurance only if someone
depends on you for Support.
Your life insurance premium is based on the type of insurance you buy. This type of policy not
only provides protection for your dependents by paying a death benefit, but it also allows
you to use some part of the money while you are alive or at the end of the policy.


Endowment policies
These policies provide for period payment of premiums and a lump sum amount either in
the event of death of the insured or on the date of expiry of the policy, whichever occurs
earlier.


Money back policies
A unique feature associated with this type of policies is that in the event of death of the
insured during the policy term, the designated beneficiary will get the full sum assured
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without deducting any of the survival benefit amounts, which have already been paid as
money-back Components.

Annuity/pension policies
This policies / funds require the insured to pay the premium as a single lump sum
or through instalments paid over a certain number of years. The insured in return will
receive back a specific sum periodically from a specified date onwards (the returns can can
be monthly, half yearly or annually), either for life or for a fixed number of years. In case of
the death of the insured or after the fixed annuity period expires for annuity payments, the
invested annuity fund is refunded, usually with some additional amounts as per the terms of
the policy? Annuities / Pension funds are different from from all other forms of life
insurance as an annuity policy / fund does not provide any life insurance cover but merely
offers a guaranteed income either for life or a certain period.


Unit linked insurance plan
ULIPs (Unit Linked Insurance Plan) offer the insured the double benefit of protection from
risk and investment opportunities. ULIPs are linked to the market where the insureds
money is invested to help earn additional monetary benefits.










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(B) GENERAL INSURANCE

General insurance mainly concerned with protecting the policyholder from loss or damage
caused by specific risks. Examples include motor or auto insurance, household, contents
and buildings insurance, and business or commercial insurance. Normally renewable
annually Known in some markets as property and casualty insurance General insurance or
non-life insurance policies, provide payments depending on the loss from a particular
financial event.

Fire insurance
Fire insurance is a contract under which the insurer in return for a consideration (premium)
agrees to indemnify the insured for the financial loss which the latter may suffer due to
damage to property or goods, caused by fire, during a specified period. The contract
specifies the maximum amount, agreed to by the parties at the time of the contract, which
the insured can claim in case of loss. The loss can be ascertained only after the fire has
occurred. The insurer is liable to make good the actual amount of loss not exceeding the
maximum amount fixed under the policy.


Marine insurance
A contract of marine insurance is an agreement whereby the insurer undertakes to
indemnify the assured, in the manner and to the extent agreed, against losses incidental to
marine adventure. There is a marine adventure when any insurable property is exposed to
maritime perils i.e. perils consequent to navigation of the sea. The term 'perils of the sea'
refers only to accidents or causalities of the sea, and does not include the ordinary action of
the winds and waves. Besides, maritime perils include, fire, war perils, pirates, seizures and
jettison, etc.



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(C) Miscellaneous insurance
The miscellaneous insurance covers damages for death and care, loss of services resulting
from bodily injury as well as damages for loss of use of property resulting from property
damage

Travel insurance
Travel insurance provides protection cover to all those individuals travelling outside India
against risks such as travel related accidents including injuries, illnesses and medical
emergencies requiring hospitalization treatment. For example, travel insurance by United
India Insurance Company Limited.

Motor Vehicle Insurance
under it, a personal or commercial vehicle is subjected to combined insurance against the
risks of: - (i) loss or damage to the motor vehicle and its accessories on account of accident
or theft; (ii) death of or injury to the owner or passenger of the vehicle due to accident;
(iii) damages payable to third parties by the owner of the vehicle for accident Such a policy
is known as 'third party insurance or liability insurance'. For example, motor insurance by
United India Insurance Company Limited.

Liability insurance
Liability insurance is coverage that can protect you from a variety of claims including
bodily injury, property damage, personal injury and that can arise from your business
operations. If you cause an accident that injures or even kills another person, the Bodily
Injury portion of your Liability insurance will pay for the related expenses. Bodily Injury
will cover hospital and medical bills, up to the limits you select.

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Credit Insurance
Credit Insurance is a policy taken to cover the loss which may arise due to bad debts or
non-payment of dues by the debtors.
It provides protection to businessmen, who sell goods on credit terms. It protects them
against losses arising out of insolvency of their debtors.

Health insurance
Insurance covers loss by illness or bodily injury. Health insurance provides coverage for
medicine, visits to the doctor or emergency room, hospital stays.














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CHAPTER 2


2. COMPANY PROFILE


2.1. History of Bharti AXA Life Insurance

Bharti AXA Life Insurance:

Bharti AXA Life insurance is a joint venture between Bharti, one of Indias
leading business groups with interests in telecom, agri business and retail, and AXA, world
leader in financial protection and wealth management. The joint venture company has a
74%stake from Bharti and 26%stake of AXA. The Company launched national operations
in December 2006. Today, company have over 8000 employees across over 12 states in the
country and a national footprint of distributors trained to provide quality financial advice
and insurance solutions to the large Indian customer base.
Open first branch office in Hyderabad. Introduces 2 unit linked products- future confident
and wealth confident As we further expand our presence across the country with a large
network of distributors, we continue to provide innovative product and service offerings to
cater to specific insurance and wealth management needs of customers.
Whatever your plans in life, you can be confident that Bharti AXA Life will offer the right
financial solutions to help you achieve them.







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Vision

To be a leader and the preferred company for financial protection and wealth management in
India like
professionalism
Innovation
Team Spirit
Pragmatism
Integrity


Key features
Adapting AXA's best practices as a sound platform for profitable growth.

Delivering high levels of shareholder return.

Building long term value with business partners by enhancing the proposition to
their customers.

Retaining the best talent in India.



2.2 Introduction of Bharti Group

Founded in 1976, by Sunil Bharti Mittal, Bharti has grown from being a manufacturer of
bicycle parts to one of the largest and most respected business groups in India. With its
entrepreneurial spirit and passion to undertake business projects that are transformational in
nature, Bharti has created world-class businesses in telecom, financial services, retail, and
foods.
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Bharti started its telecom services business by launching mobile services in Delhi (India) in
1995. Since then there has been no looking back and Bharti Airtel, the group's' flagship
company, has emerged as one of the top telecom companies in the world and is amongst the
top five wireless operators in the world.
Through its global telecom operations Bharti group has presence in 21 countries.


Following the companies of Bharti group

Bharti Airtel
Bharti Airtel Limited is a leading global telecommunications company with operations in
20 countries across Asia and Africa. Its headquartered in New Delhi, India, the company
ranks amongst the top 4 mobile service providers globally in terms of subscribers. In India,
the company's product offerings include 2G, 3G and 4G wireless services, mobile
commerce, fixed line services.

Bharti AXA General Insurance
Bharti AXA General Insurance is a joint venture between Bharti Group and AXA Group.
The company is one of the fastest growing in the general insurance segment and is the first
in the industry to receive dual certifications of ISO 9001:2008 & 27001:2005 within the a
year of launching operations.
The company offers an extensive product range for retail, rural and commercial clients with
cashless facilities as well as 24/7 multi-modal claims registration.


Bharti AXA Life Insurance
Bharti AXA Life Insurance is a joint venture between Bharti and AXA Group. The
company launched national operations in December 2006. Today, Bharti AXA Life has a
national footprint of distributors trained to provide quality financial advice and insurance
solutions to the large Indian customer base.
Bharti AXA Life offers a range of innovative products and services that cater to specific
insurance and wealth management needs of customers.
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Bharti Infratel Limited
Bharti Infratel Limited is amongst Indias leading telecom tower infrastructure service
providers. The company deploys, owns and manages telecom towers infrastructure, for
various mobile operators across 18 states of India. It has a vast footprint of over 35,000+
towers and holds a 42% stake in Indus Towers Ltd - a Joint Venture between Bharti
Infratel, Vodafone India & Aditya Birla Telecom that has the distinction of being the
worlds largest tower company. .

Bharti Realty Limited
Bharti Realty Limited is a young and dynamic realty company with expanding interests in
commercial, retail and residential real estate.
Bharti Realty Limited has now forayed into developing quality commercial real estate in
the central business district (CBD) areas of metropolitan cities, retail real estate in the up-
market localities of metropolitan cities and in a few prominent cities of Punjab, and high
end residential real estate in the Delhi NCR region, Mumbai and Bangalore.


Bharti Retail
Bharti Retail is a wholly owned subsidiary of Bharti Enterprises. The Company operates
easyday neighborhood stores and compact hypermarket stores called easyday Market.
Bharti Retail provides consumers a wide range of good quality products at affordable
prices. easyday stores are a one stop shop that cater to every family's day-to-day needs.
Merchandise at easyday Market stores include apparels, home furnishings, appliances,
mobile phones, meat shop, general merchandise, fruits and vegetables among others.

Bharti Softbank Holdings
Bharti SoftBank Holdings Pte. Ltd. ("BSB"), is a 50:50 joint venture between Bharti
Enterprises, one of Indias leading business groups and SOFTBANK CORP, parent
corporation for one of Japans leading internet company groups ("SoftBank"). The
company BSB actively focuses and participates in the growth of the mobile internet
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ecosystem in India with an emphasis on three key areas: Social Media, Gaming and e-
Commerce.

Beetel Teletech Limited
Beetel is a leading global technology brand which offers a wide range of innovative
products in the mobile phones and fixed line telephone segments. Leveraging its consistent
performance, distribution and marketing capabilities Beetel as a brand has achieved a
leading market share in the telecom and allied product segments.
With powerful distribution and marketing capabilities, Beetel distributes a host of
iconic brands like Blackberry, Apple, Avaya, Polycom, Samsung, Sanyo, Panasonic .

Centum Learning Limited
Centum Learning Limited provides end-to-end learning and skill-building solutions to over
350 global firms, Central and State Ministries, PSUs across 20 countries. Present in 70
African cities and 90 Indian cities, Centum Learning has enabled sustained transformation
in the stakeholder community by impacting key business metrics like Customer Service,
Distribution, Sales, Productivity and Profitability.


FieldFresh Foods Pvt. Ltd
FieldFresh Foods Pvt. Ltd, a joint venture company between Bharti Enterprises and Del
Monte Pacific Ltd. The company offers branded FieldFresh fruits & vegetables across India
and international markets, including Europe and the Middle East. The company produces
markets and distributes farm fresh products.

Jersey and Guernsey
Jersey Airtel and Guernsey Airtel are subsidiaries of Bharti group and offer mobile services
on the islands of Jersey and Guernsey respectively in the Channel Islands (Europe). All
services are offered under the Airtel-Vodafone brand under a partnership to bring a range of
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Vodafone global products together with other exciting services from Bharti to customers in
Jersey and Guernsey.


Indus Towers
Indus Towers, a JV between Vodafone India (42%), Bharti Group (42%) and Aditya Birla
Telecom Limited (16%) is Indias leading mobile towers company. The company, which
operates in 15 telecom circles across India, provides services to all telecom operators and
other wireless service providers such as broadcasters and broadband service providers on
non-discriminatory basis. For more information, visitwww.industowers.com/


2.3 Introduction of AXA
Present in 56 countries, the 157,000 employees and distributors of AXA are committed to
serving 102 million clients. Our areas of expertise are reflected in a range of products and
services adapted to the needs of each client in three major business lines: property-casualty
insurance, life & savings, and asset management.









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2.4 Products of Bharti AXA Life insurance

Bharti AXA life Hospi Cash Benefit Rider
Bharti AXA life Hospi Cash Benefit provides fixed benefit irrespective of the actual
expenses on per day of hospitalization. For every claim, the hospitalization should be for a
minimum period of 48 hrs.

Features
Daily hospital cash Benefit:
Fixed benefit per day paid to the policy holder for each day of hospitalization.
Intensive unit care benefit:
This fixed benefit is two times the DHCB and is payable for each day of
hospitalization in the ICU.
Surgical Hospitalization benefit:
Lump sum benefit paid in case of hospitalization for any valid and medically
necessary surgeries.

Eligibility criteria
(Parameter)
Minimum age at entry 91 days
Maximum Age at entry 65 years
Maximum maturity age 85 years
Maturity benefit No Maturity benefit is payable
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Bharti AXA life Aajeevan Sampatti +
At various stages of life, you assume roles that are in line with your responsibilities. Be it
that of a caring husband, a responsible father or a loving grandfather. In this journey of life,
you are key to ensuring that your family is adequately protected.
We bring to you, Bharti AXA life Aajeevan Sampatti+, a whole life plan that you a worry-
free life with guaranteed payout and adequate protection.


Features
Limited pay period:
You may choose a premium payment term of 10 years or 15 years.
Guaranteed annual payouts:
Once you complete the 10
th
policy year, you will start receiving an annual payout until
maturity or death of life insured, whichever is earlier.
Life insurance benefit:
Your coverage under the policy will continue until you reach the age of either 100 or 85
years as per policy term selected.
In case of unfortunate event of loss of life of life insured, the sum assured payable on death
will be higher of:
a) Sum assured on maturity OR
b) 11times Annualised premium OR
c) 105% of all premiums paid


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Tax benefits:
You may avail tax benefit on the premium paid as well as the benefit received as the
prevailing tax law under section 80c and section 10 (10D) of the income tax act, 1961.



Eligibility criteria
(Parameter)
Minimum age at entry 91 days
Maximum age at entry 60 years for to age 100 policy term
50 years for to age 85 policy term
Maximum age at entry either 100 or 85 years depending on
The policy term chosen




BHART AXA Life Flexi saves Plan
A plan that offers you the choice to withdraw your savings when you want to and helps you
achieves your goals at all life stages.




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FEATUERS

Anytime during the Flexi benefit period, you can decide to with draw your savings
and avail the full benefits due in the policy.

A plan that offers you the choice to withdraw your savings when you want to and
helps you achieves your goals at all life stages.


In case of an unfortunate event of death of the life insured, Nominee to receive:
Higher of Base Sum Assured or
105% of premiums paid or
a multiple of the Annual Base Premium,
plus non guaranteed accrued bonus plus terminal bonus (if any),

On maturity of the policy, you receive:
100% of your Sum Assured
None guaranteed accrued bonus and terminal bonus (if any).

You can avail the tax benefits on the premiums paid under the Income Tax Act,
1961.

Eligibility
(Parameter)
Policy term 20years
Minimum age at entry 8 years
Maximum age at entry 65 years
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CHAPTER 3
3. Introduction of the process
Of
Recruitment and selection of agent

3.1 Objectives of the study

To understand the process of recruitment and selection of agent in Bharti AXA life
insurance.
How to recruits agent for Bharti-AXA life insurance
To know about the view of general public about the job of agent
Why people are not willing to work with as an agent, especially with private player.
To know the level of awareness about Bharti Axa among people/job applicants.

3.2 Meaning of Recruitment

Acc to Edwin B. Flippo, Recruitment is process of searching the candidate for
employment and stimulating them to apply in the organisation.
A few definition of recruitment are:
Recruitment is Process of finding and attracting capable applicant for employment. The
process begins when new recruit are sought and ends when their applications are submitted.
The result is pool of application from which employees are selected. The fact is your
success with recruitment depends on how well you prepare your job ad, and use source of
recruitment, and your interviewing skills.

The essentials of any job description are:

A brief description of your company.
Detailed outline of the tasks involved.
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Qualifications and experience required.
Equipment and resources used to do the work.
Skills required using them.
.
However, you should also include work benefits (e.g., vacation, travel and perks),
general working conditions (e.g., scheduling, outside work) and the specific traits
required (e.g., team building and communications skills). Ultimately, you want to be
perceived as an attractive employer in a competitive market.
Find the right recruitment vehicle choose the vehicle that best works for your
company, depending on your budget and resources.

After recruitment the next part is selection of best candidates.

Make the interview deliver
Since the purpose of an interview is to identify and verify the candidate's potential, it
should be structured to bring out all the desired competencies and aptitudes.
Here are a few points to consider when structuring an interview:

Make a list in advance of the points for discussion and corresponding questions.

Present the candidates with a situation they could face on the job and ask them how
they would react. This will enable you to evaluate candidates' knowledge, skills

Ask the candidates to describe some difficult situations encountered in
previous jobs and to explain the way in which they were resolved.


3.3 Definition of Agent

An agent is a person who represents an insurance firm and sells insurance policies on its
behalf.

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According to section 182 of Indian contracts Act, an agent is a person employed to do
any act for another or to represent another in dealing with a third person. The insurance
Act definers and insurance agent as one who is licensed under Section 42 of that Act
and is paid by way of commission or otherwise, in consideration of his soliciting of
procuring insurance business, He is, for all purposes, an authorized salesman
for insurance and needs a license.

Procedure for becoming an Agent

The insurance Act, 1938 lays down that an insurance agent must possess a licence
under Section 42 of that Act. The licence is to be issued by the IRDA. The IRDA
has authorized designated persons.

In terms of the Insurance Act, licences will not be given if the person is

(a) Minor

(b) Found to be of unsound mind

(c) Found guilty of criminal misappropriation or criminal breach of trust or cheating
attempt to commit any such offence.

(d) Not possessing the requisite qualifications and specified training.

(e) The fee for a licence is Rs.825 for individual. A licence is granted for 3 years. It
may be renewed after 3 years and again valid for 3 years.

A licence issued by the IRDA may be to act as an agent for a life insurer, for a
general insurer. No agent is allowed to work for more than one life insurer or more
than one general insurer.


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The Qualifications necessary before a licence can be given are that the person must
be
(a) Not a minor.

(b) Have passed at least the 12
th
standard or equivalent examination, if he is to be
appointed in a place with a population of 5,000 or more. (10
th
standard otherwise)

(c) Practical training will be of 50 hours at our IRDA approved training centres
Training is to be spread over 3 weeks and 4 weeks respectively. In case of 2nd
renewal of licenses for existing agents, the hours of training required is 25 and in
case of composite 50 respectively.


The licence once issued, can be cancelled whenever the person acquires a
disqualification. Applications for renewal have to make at least thirty days before
the expiry of the licence, along either the renewal fee of Rs.250. If the application
is made after the date of expiry, it would be normally being refused.


Function of an agent

Understanding the prospects needs and persuade him to buy a plan of life insurance
that suits his interests best.

Complete the formalities: - paper work, medical examination, which is necessary to
get the policy expeditiously.

Facilitate quick settlement of claims.

Be totally honest with both the prospect and the insurer.

Not to induce prospects to submit wrong information.
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Career with Bharti AXA

Opportunity to earn unlimited income.
Career Growth.
Be your own boss.
High quality training & Support to improve productivity.
Payout structured to facilitate your cash flows better.
Best in class & competitive products.
Pension for life.

3.4 Recruitment process

The recruitment and selection is the major function of the human resource department.
Recruitment process involve a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

1) Identifying the vacancy the recruitment process begins with the human resource
department receiving requisitions from any department of the company.

These contain:

Posts to be filed

Number of persons

Duties to be performed

Qualifications required

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Preparing the job description and person specification.

Locating and developing the sources of required number and type
of employees (Advertising etc).

Short-listing and identifying the prospective employee with required
characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making.

2) Prepare job description and person specification.
3) Advertising the vacancy.
4) Managing the response.
5) Short- listing.
6) Arrange interviews.
7) Conducting interview and decision making.


The recruitment procedure of life insurance is very easy. A person with high
educating and well experience can be recruited after a personal interview and
gr oup di s cus s i on. Af t er t he t r ai ni ng pr ogr am i s compl et ed t he
I ns ur ance Agent has to appear for the pre-examination conducted by IRDA. As he clear
the exam he provides a license, which is the proof of a legalized insurance
Agent, which permits him to deal in his insurance business






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3.5 Sources of Recruitment


1. Controlled Market

Natural market
Your family
Your friends
People at job/business
Neighbours


Extended Natural market

The following are sources of names:
People know through children.
People know through spouse.
People know through hobbies/ games.
People you do business with.
Friends of friends.



CENTRE OF INFLUNCE

People with influence and prestige, other member of society believe and faith on
them.
People who have a big circle of relationships: like secretary in societies, president
of an association.
People who are known to you and are willing to help you.
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People who have contacts with the class of people you want to deals with.
People who have faith in your leadership.
A centre of influence is a person who is in contact with many people through
social, political, religious or business angulations


2. Uncontrolled Sources

Job Ads/Inserts

This program should be on regular long range basis.

Placement consultants
MOA can recruit a placement consultant or register himself in internet job search sites to
get list of prospects.

Seminars/job fairs
Manager of agency can also organized seminars at management institutes and colleges.
OR
Bharti AXA Life Insurance Company participates in the job fairs and then short
list prospects and then looks for further opportunities for them.

Cold Prospecting

MOA can use the telephone directory.
MOA can use the directories of various business and social organizations.





32

Point to be noted while recruiting the Agents
1) Mature and responsible family person.
2) Ambitious, hungry for recognition, challenges.
3) Occupation.
4) Experience and current designation.
5) For how many years he is living in the city.
6) Occupation of parent.
7) Family income.
8) Any experience in life insurance sector.
9) Leadership qualities.
10) Social and amiable.



FACTORS AFFECTING RECRUITMENT
The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HRP
Companys size
Cost of recruitment
Companys growth and expansion


33

2) EXTERNAL FACTORS
Supply and Demand factors
Unemployment Rate
Labour-market conditions
Political and legal considerations
Social factors
Economic factors
Technological factors


3.6 Selection

Selection is a negative process and involves the elimination of candidates who dont have
required skills and qualification for the job.
The objective of selection process chooses the individual who can successfully perform the
job from the pool of candidates. It is system of function and devise adopted in company to
ascertain whether the candidates specification matched with job specification or not.
The traditional selection process includes Preliminary screening interview, completion of
application form, employment test, interview, background investigation, physical
examination and final employment decision to hire.


SELECTI ON PROCESS OF BHARTI AXA

In Bharti Axa , firstly the interview is taken by HR about the details of the candidate like
collects CV, Introduction round, reason y resigned in previous company and y he/she wants
to join this company.
34


Next by Senior HR about the retainment that how long he/she works.

Then by Branch Sales Manager about his/her profession.

At lasts the final round by Assistant Regional Sales Manager for the appointment
letter.
TRAINING PROCESS

The company provides Induction training to the selected candidates.
The training will be given for 6 days.
In this training, the first 3 days are said about insurances and policies and the other
3 days about the products of the company.
After training the exam is conducted and passed candidates are provided by an
IRDA License which is valid throughout India.

Essential of selection procedure

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required
number of employees to be selected.

- There must be some standards of personnel with which a prospective employee may be
compared.





35

CHAPTER-4


REVIEW OF LITERATURE


A study conducted by Kirnan, Farley, and Geisinger (1989) on the applicants for
positions as an insurance agent. In terms of assessing applicant quality, these researchers
presented scores on a background questionnaire that had been shown to be predictive of
success as an agent.
Kirnan and her colleagues found applicants who were referred by current employees or who
applied directly to the company had higher scores than individuals recruited via
employment agencies, newspaper ads, or school placement offices. In terms of a job offer,
referrals and those who applied directly were more likely to receive one than individuals
utilizing more formal sources. A similar pattern was reported with regard to those who
were hired.

Gorter, Nijkamp, and Rietveld, (1993) surveyed the Dutch labour market for recruitment
channels and its impact on the vacancy duration. The authors tackle the topic within an
original framework in which the choice of the search channel is the result of the evaluation
of expected costs and expected benefits connected with the use of a certain search channel.
The authors found that labour market segmentation plays an important role in the choice of
the recruitment channels; in particular, advertising appears to maximize the difference
between expected costs and expected benefits when the vacancy concerned belongs to the
primary segment of the labour market, while when it belongs to the secondary segment the
preferred recruitment channel seems to be the labour exchange office. By using a piece-
wise constant hazard rate, they argued that from the analysis of the time pattern of the
hazard rate one may conclude that when advertising is used employers search non-
sequentially, while if the informal channel is used employers tend to search sequentially.

Russo, Rietveld, Nijkamp, and Gorter (1994), concluded that the different impacts on
duration which can be shown to exist between the informal channel and advertisement are
36

basically due to the different characteristics of the applicants generated by the channels
considered. In fact, the informal channel tends to reach a smaller population, whose
productivity is less uncertain (pre-screening hypothesis). On the other hand, the population
reached by advertising is usually broader; this leads to higher expected productivity levels
but in the meantime it may increase the likelihood of mistakes in recruitment. In order to
avoid the latter risk a more intensive selection may be required.


Kinder (2000) examined a new model for decomposing e-commerce. The paper suggested
that use of the Internet in recruitment processes is likely to change the interface between
internal and external labour markets for many firms. The paper predicted that the
conceptions behind current research programs in labour market theory may require
rethinking in the Internet era.


Weiss and Barbeite (2001) focused on reactions to Internet-based job sites. To this end,
they developed a web-based survey that addressed the importance of job site features,
privacy issues, and demographics. They found that the Internet was clearly preferred as a
source of finding jobs.
In particular, respondents liked job sites that had few features and required little personal
information. Yet, older workers and women felt less comfortable disclosing personal
information at job sites. Men and women did not differ in terms of preference for web site
features, but women were less comfortable providing information online.


A study by Lockyer and Scholarios (2004) on selecting hotel staff, considered the nature
of best practice for recruitment and selection. Data from Scottish hotels indicated reliance
on informal methods, particularly in smaller hotels. In larger and chain hotels, structured
procedures, including references, application forms and panel interviews, were evident, but,
these methods were inadequate for dealing with recruitment and quality problems.

Elgin and Clapham (2000) did not investigate applicant reactions to Internet-based
recruitment but concentrated on the reactions of recruiters. The central research question
37

was whether recruiters associated different attributes with job applicants with an electronic
resume versus job applicants with paper resumes. Results revealed that the electronic
resume applicant was perceived as possessing better overall qualifications than the
applicants using paper resumes.
More detailed analyses further showed that the paper resume applicant was perceived as
more friendly, whereas the electronic resume applicant was viewed as significantly more
intelligent and technologically advanced.


Bartram (2000) presented a snapshot of Internet development as a recruitment and
selection medium. He examined the role of the Internet within a traditional recruitment
cycle. At the so called attraction stage, he wrote, the Internet helps to draw people into a
large pool by providing a virtual stage for a job posting.


Hays (1999) wrote that use of the Internet expedites and reduces the cost of the recruiting
process. Hays maintained that Internet recruiting significantly reduces paperwork, but that
the efficiency impact of the innovation is far from certain. Advocating for a wider use of
the Internet, the paper suggested that a well-functioning HR department should use a mix of
online and traditional hiring strategies with a significant human touch.


Breaugh (2008) had discussed employee recruitment and its important areas for future
research, where he had reviewed research on recruitment topics that have received
considerable attention (e.g., recruitment methods, realistic job previews). He had also
addressed topics (e.g., targeted recruitment, the site visit) that have received relatively little
attention but that have the potential to be quite important. The author suggested that, before
making decisions concerning recruitment issues as what recruitment methods to use, an
organization should thoughtfully establish its recruitment objectives.

Galanaki (2002) had conducted a descriptive study on the decision to recruit online,
involving 99 UK IT companies whose shares were traded in London Stock Exchange. A
survey was carried out, in the form of a postal questionnaire, followed by interview for
38

which 34 companies replied. The author found that the internet agencies provide the
company with fewer but substantially better applicants than traditional recruitment
agencies.


Barber (2006) at the Institute for Employment Studies also examined the benefits and
challenges of Internet recruiting. Barber noted that access to a wider pool of applicants and
promotion of a companys reputation and brand are frequently mentioned by HR specialists
who analyzed the strengths of the e-recruiting.


Gannon (1971) examined the relationship between several methods by which individuals
heard about job openings and voluntary turnover. Among his findings, individuals who
were referred by a current employee or who had applied directly (walk-ins) without
knowing if there were job openings were less likely to quit than individuals who responded
to job advertisements or who were referred by an employment agency.


Gorter and Ommeren (1994) pushed the analysis one step further. The authors concluded
that two main recruitment strategies can be identified: a sequential use of search channels,
in which the first search channel chosen is usually the informal channel, and additional
search channels are activated one after the other; and an adding to the pool strategy in
which the first search channel chosen is basically advertisement and later one or more
search channels are activated in order to enrich the pool of available applicants.


Redman and Mathews (1995) used eleven hundred cases to examine the effectiveness of
recruitment advertisements. Findings showed that, in 1980s there was an increase in public
sector recruitment advertising (from 20.8 per cent to 37.8 per cent) and a corresponding
decrease in private sector (from 79.2 per cent to 62.2 per cent) over the decade.
At the same time the authors mentioned two main problems of recruitment advertisement
designers. First, with the supply in labour market in 1993, there was a need for limited and
selective response from those readily available skills in order to minimise time and cost
39

consumed by screening, short-listing and selection. Second, despite the general over supply
of the labour market, skill shortages remained a problem in number of areas.


Rafaeli, Hadomi, and Simons (2005) involved a plant located in Israel and focused on
three recruitment methods: employee referrals, geographically focused ads (i.e., the local
newspaper), and geographically unfocused ads (i.e., a national newspaper). They found that
referrals generated more applicants, more hires, and a higher yield ratio (hires/applicants)
than geographically focused ads which, in turn, outperformed unfocused ads on these three
criteria.


Kumar (2003) has analyzed the impact of the Internet on human resource management
from employees and employers perspectives. Based on authors industry interactions and
statistics, answers were sought to many pertinent questions relating to quality human
resource initiatives and its link with technologically adept workforce.
The author concluded that with the internet all types of jobs and employees could be easily
found and acquired to fill specific needs. According to him the internet can assist
employees in finding employment opportunities faster and easier than ever before.


Verhoeven and Williams (2008) conducted a research study on internet recruitment and
selection in the United Kingdom. The study discussed the advantages and disadvantages as
identified in literature and considered those against the views of employers in UK. It draws
its data from a survey through postal questionnaire followed by an administered
questionnaire from 83 organizations. Out of 83 organizations, 69 organizations indicated
the use of the internet in the recruitment process. The authors found that with the
introduction of the internet, the recruitment process has become easier.
The findings had also implied that in order to make effective and efficient use of internet
recruitment, employer should know which types and which levels of jobs can be filled by
using the internet in the recruitment and selection process.


40


CHAPTER 5

RESEARCH METHODOLGY

Research Methodology is the investigation of specific problem in detail. At first problem is
defined carefully for conducting research. No research can be done without data collection.
After all this analyze is made for getting solution for problem.


o Defining the problem

o Defining the sampling plan

o Research Instrument

o Collection of data

o Analyze and interpretation


Defining the problem
Defining the research problem is first necessary step for any research. This work should be
done carefully. Here research problem is to know wiliness of general public to work as an
agent with private player or Bharti-AXA life insurance.


Sampling plan
The sampling plan calls for three decisions.

Sampling Unit: I have completed my survey in moga.
Sample Size: I selected 50 respondents. The sample was drawn from general public
41

Contract methods
I have conducted the respondent through personal interviews.


Research Instrument
A close friend questionnaire was constructed for my survey. Questionnaire consisting of a
set of questions made to filled by various respondents.


Collecting the data
Data Collection Method
Data was collected by Primary as well as Secondary method.
Primary Data Sources
Primary data was collected through a well structured questionnaire designed
separately for candidates.

Secondary Data Sources
The secondary data was collected from the company manuals, handbooks, and
management books and are edited to suite the purpose.

Analyze the Information
The next step is to extract the pertinent finding from the collected data. I have tabulated the
collected data & developed frequency distributions. Thus the whole data was grouped
aspect wise and was presented in tabular from. Thus, frequencies & percentages were to
rider impact of the study.




42

CHAPTER 6
DATA ANALYSIS AND INTERPRETATION
1. What is your profession?

Table 6.1
particular No. of respondents Percentage %
student 15 30
Employed 13 26
Self employed 22 44


ANALYSIS

Fig 6.1

INTERPRETATION
From above student is 15, employed person is 13 and self employed person is 22.



15
13
22
0
5
10
15
20
25
student emloyed self employed
Series2
Series1
43


2. What do you mean by life insurance?

Table - 6.2


ANALYSIS


Fig. 6.2


INTERPRETATION
From the above 10 respondents said that life insurance means Protection of human asset
value against uncertainty and 15 said that it means A sum received after death and 25 gives
the preference to both.




0
5
10
15
20
25
protection sum received at
death
both
10
15
25 Series2
Series1
Particular No. of respondents Percentage %
Protection of human asset value against
uncertainty
10 20
A sum received after death 15 30
Both 25 50
44

3. Do you think life insurance is essential for every one?


Table 6.3

Particular No. of respondents Percentage %
Yes 30 60
No 20 40



ANALYSIS


Fig 6.3



INTERPRETATION
From the above 60% respondents said that life insurance is essential for everyone and 40%
said that it is not essential for everyone.




(30,60%)
(20,40%)
yes
no
45

4. Do you have any knowledge of Insurance?

Table 6.4
particular No. of respondents %
knowledge
Yes 31 62
No 19 38


ANALYSIS



Fig 6.4


INTERPRETATION
Only 62% respondents said that they have knowledge of insurance. And 38% respondents
said that they have not knowledge in insurance.





(31,62%)
(19,38%)
Yes
No
46

5. Do you have any experience in Insurance?


Table - 6.5
Experience No. of respondents %

Yes 9 18
No 41 82



ANALYSIS


Fig 6.5



INTERPRETATION
Only 18% respondents said that they have experience in insurance. And 82% respondents
said have not experience in insurance.




(9,18%)
(41,82%)
Yes
No
47

If yes then please specify the company.


Table 6.5.1
Particular No. of respondents %
LIC 5 56
SBI 2 22
HDFC 2 22




ANALYSIS


Fig 6.5.1



INTERPRETATION
From above 5 respondents said that they have experience in LIC. And 2 respondents said
that they have experience in SBI and 2 respondents said that they have experience in
HDFC.

0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
LIC SBI HDFC
5
2 2
Series1
48

6. Do you or your family member have taken any life insurance?

Table 6.6
particular No. of respondents %
yes 26 52
No 24 48



ANALYSIS

Fig 6.6



INTERPRETATION
Only 52% respondents have life insurance and 48% have not any life insurance.





(26,52%)
(24,48%)
yes
no
49

If yes, did you take insurance through

A) Insurance agent
B) Some ones recommendation
C) Own interest


Table 6.6.1
particular No. of respondents %
Insurance agent 11 42
Some ones recommendation 6 23
Own interest 9 35


ANALYSIS


Fig 6.6.1

INTERPRETATION
From above 11 respondents said that they taken insurance through agent and 6 respondents.
11
6
9
0
2
4
6
8
10
12
insurance agent some ones
recomdation
own interest
Series2
Series1
50

7. How many people do you know in this city?


Table 6.7
Particular No. of respondents %
Under 50 20 40
51- 100 16 32
101- 300 11 22
301 -600 3 6
Above- 600 0


ANALYSIS


Fig 6.7


INTERPRETATION
From above 20 respondents know under 50 and 16 respondents know 51 to 100 people and
11 respondents know 101 to 300 and 3 respondents know 301 to 600.


20
16
11
3
0 0
5
10
15
20
25
Under 50 51- 100 101- 300 301 -600 Above- 600
Series1
51

8. Would you be interested in taking up this business opportunity with Bharti?


Table 6.8
Particular No. of respondents Percentage %
Yes 8 16
No 42 84



ANALYSIS


Fig 6.8



INTERPRETATION

Only 16% respondents interested in taking up this business opportunity with Bharti. And
84% are not interested in this.



(8,16%)
(42,84%)
Yes
no
52

9. How much time can you dedicate per day for this activity? (For getting
Appointments)


Table 6.9
Particular No. of respondents Percentage
hr 0 0
1-2 hrs 3 38
3- hrs 4 50
5- hrs or more 1 12


ANALYSIS


Fig 6.9


INTERPRETATION
From above 3 respondents said that can spend 1 to 2 hrs, 4 respondents said that can spend 3- hrs
and 1respondent said that they can spend 5 hrs or more in this activity.



0
3
4
1
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
1/2 hrs 1-2 hrs 3 - hrs 5 - hrs
Series2
Series1
53

10. Your expected income from part time business?


Table 6.10
Particular No. of respondents Percentage %
less than 5000 1 13
5000 10000 5 62
More than 10000 2 25



ANALYSIS


Fig 6.10


INTERPRETATION
From above 1 respondent expected income from part time business less than 5000 and 5
respondents expected income 5000 to 10000 and 2 respondents expected income more than
10000.



0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
less than 5000 5000 - 10000 more than 10000
1
5
2
Series2
Series1
54


11. What skill do you have which you consider will be an assets in BHARTI AXA

Table 6.11
Particular No. of respondents %
Relationship skill 2 25
Communication skill 2 25
Convincing Power 4 50


ANALYSIS



Fig 6.11


INTERPRETATION
From above 2 respondents have relationship skill and 2 respondents have communication
skill and 4 respondents have convincing power.


0
0.5
1
1.5
2
2.5
3
3.5
4
Relationship skill Communication
skill
Convincing
Power
2 2
4 Series2
Series1
55

12. Can you spare day on training to understand the product.


Table 6.12
Particular No. of respondents %
Yes 5 63
No 3 37



ANALYSIS


Fig 6.12



INTERPRETATION
Only 63% can spend half day on training and 37% cannot spend half day on training.




(5,63%)
(3,37%)
yes
no
56

LIMITATION

I didnt get complete feed from the people about the question as they are busy in
their work and had less time to fill questioned.

Sincerity of answering the questions cannot be judged.

Time was the major constraint for me to understand the long process of recruitment
and selection.
Many people did not give good response and also not give true information.

















57

FINDING

Why people are not ready to work with private players in life insurance?
Or
Why people are not ready to work as an agent in any company?


In these days LIC created a very well image in the mind of General public because
it is semi Government Company and also an oldest company. In short most people
of Indian believe upon the LIC only.

During the training period we felt that most of people who are already working in
insurance sector think that it is easy to sell the product of LIC than to sell the
product of other life insurance company.

Most of people say that this job affects upon their social relation with other and also
effect upon their business.

Most of people believe that private insurance companies carried out fraud activity
that is why they never believe upon the private players.

People think that it is a time consuming activity and also required huge market
skills.

Some people said that only greedy people like to work in insurance sector.





58

CONCLUSION

In India, there is throat cut competition in the market of life insurance that brand service
which adopt new strategies for sales. I concluding the whole story it can be said that people
are much more aware about the aspects of life insurance and also have knowledge about the
role and act of agent but mostly people unwilling to work as life insurance agent and mostly
people prefer to work with LIC because it is a semi government and which people prefer
LIC they think that it is very easy to convince people for policies because people having
good faith in LIC and people having not good faith in other insurance companies. Many
people are unwilling to become agent because they felt that it is very difficult to convince
the people for policies and result of this there is fear of loss of reputation and loss of time.
















59

SUGESSION

Bharti-AXA life insurance company must give more advertisements on electronic media
and print media, as it help in enhance its goodwill and more people are willing to work with
reputed companies, through proper advertisement it become easy to sell the product.
An insurance company must work with honesty to win the confident of its agent and
general public.
Duration of training must be reducing as in these day people have no extra time.
Fees charged by companies from candidate for IRDA exam and training should reduce.
Many other extra facilities must be provide to agent to attract them such local and foreign
trips, special price on achieving a target, open bank account at free of cost, Bharti-AXA
Life Insurance Company must organize more and more seminars and also participate in the
job trade fairs to find out more candidates.
Increase the commission of agents. Company must rely to candidate or other people that
they are doing a social service for the welfare of society. Better career opportunity must be
provided to an adviser, such as on role job, promotion etc. A special function must organize
time to time in which the special prizes distribute among those agent who perform well.
The duration of the process of recruitment and selection is too long (one and half month),
during this process mostly candidate loss there interest, so there is an urgent need to reduce
the duration of this period. Reduce the minimum premium amount it will help company
to attract the agent of other company, as it increases the scope of market of its agent.






60

BIBLIOGRAPHY
http://www.progressivecommercial.com/coverages/liability/
http://business.gov.in/manage_business/miscellaneous_insurance.php
http://www.investopedia.com
http://www.investorwords.com/2289/health_insurance.html
http://www.gsis.gov.ph/general_insurance/default.php?id=93
http://economictimes.indiatimes.com/definition/agent
http://advocatedelhi.wordpress.com/insurance-definition-of-insurance-characteristics-of-
insurance-nature-of-insurance-functions-of-insurance/
https://www.studymode.com/
http://blog.equifax.com/insurance/
http://wiki.answers.com/
http://www.benefitplace.biz/
www.blog.skylinecollege.com/
www.agentrain.com/
http://recruitinginsuranceagents.blogspot.in/
www.bharti.com/home/our_companies
shodhganga.inflibnet.ac.in/bit stream/10603/2590/.../11_chapter%203.pd.
www.iiste.org/Journals/index.php/JEDS/article/viewFile/241/126
http://en.wikipedia.org/wiki/Bharti_Enterprises
www.sify.com Finance Insurance
http://www.efinancialwholesale.com/
http://economictimes.indiatimes.com/definition/agent

61

ANNEXURES


Questionnaire

Q.1. what is your profession?

a) student

b) Employed

c) Self employed


Q.2. what do you mean by life insurance?

a) Protection of human asset value against uncertainty

b) A sum received after death

c) Both



Q.3. Do you think life insurance is essential for every one?

a) Yes

b) No



62

Q.4. Do you have any knowledge of Insurance?

a) Yes

b) No


Q.5. Do you have any experience in Insurance?
a) Yes

b) No

If yes then please specify the company.

a) LIC
b) SBI
c) HDFC

Q.6. Do you or your family member has taken any life insurance?

a) Yes

b) NO

If yes, did you take insurance through

A) Insurance agent ________
63


B) Some ones recommendation ________

C) Own interest ________


Q.7. How many people do you know in this city?

a) Under 50

b) 51-100

c) 101-300

d) 301-600

e) Above 600



Q.8.Would you are interested in taking up this business opportunity with Bharti?

a) Yes

b) No






64

Q.9. How much time can you dedicate per day for this activity? (For getting
Appointments)

a) hr

b) 1-2 hrs

c) 3-h hrs

d) 5 hrs or more




Q.10.your expected income from part time business?

a) less than 5000

b) 5000 10000

c) More than 10000




Q.11. what skill do you have which you consider will be an assets in BHARTI AXA

A) Relationship skill

B) Communication skill
65

D) Convincing Power

Q.12. Can you spare day on training to understand the product.

a) Yes


b) No