ASSIGMENT-3

HUMAN RESOURCE MANAGEMENT

TOPIC:-TRAINING AND DEVELOPMENT

PLAN FOR RELIANCE LIFE
INSURANCE

SUBMITTED TO:-MISS GURNEET KAUR

SUBMETTED BY:- MOHD ANWAR KAMAL

                                     R1902A53
 HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, developing, and
compensating the employees in organization. It is also applicable to non-business organizations,
such as education, healthcare etc. Human Resource Management is defined as the set of
activities, programs, and functions that are designed to maximize both organizational as well as
employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry
into an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance Management, Training
and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such
important division is training and development.

RELIANCE LIFE INSURANCE

Think Bigger, Think Better

Reliance Life Insurance is an associate company of Reliance Capital Ltd., a part of Reliance -
Anil Dhirubhai Ambani Group. Reliance Capital is one of India’s leading private sector financial
services companies, and ranks among the top 3 private sector financial services and banking
companies, in terms of net worth. Reliance Capital has interests in asset management and mutual
funds, stock broking, life and general insurance, proprietary investments, private equity and other
activities in financial services.

MISSION
The mission of Reliance Life Insurance Company Limited is to be the best in
every sphere- business results, customer care and employee focus. The aim
of the company is to Think Bigger and Think Better.

CORE VALUES
Reliance Life Insurance Company Limited has some core values which are
listed as follows:

1) Result Oriented
2) Performance Driven
3) Customer Focused
4) Learning and Development Oriented
5) Employee Centric
6) Informal and Fun
Achievements

 New Business Premium of Rs 3513 Crores.

 Fastest growing Companies in the Life Insurance Industry achieving a growth rate of
28% 
 4th largest private player in just two years 
 Fastest company to reach the 3 million policy mark and was the 3rd largest private
insurer in terms of Policy
 Opening 1145 branches in just over 2 year.
 Certified ISO 9001:2000 
 Awarded the Jamnalal Bajaj Uchit Vyavahar Puraskar 2007- Certificate of Merit in the
Financial Services
 Won the DL Shah Quality Council of India Commendation Award 

BOARD OF DIRECTORS

 Gautam Doshi - Non Executive Director

 Satya Pal Talwar - Independent Director
 Rajendra Chitale - Independent Director
 Soumen Ghosh - Non Executive Director
 Malay Ghosh - Executive Director & President
 Soumen Ghosh - Non Executive Director
 Malay Ghosh - Executive Director & President
 Malay Ghosh – Executive Director & President
 S V Sunder Krishnan - Chief Risk Officer
 Sunil Agrawal - Chief Financial Officer
 Saroj K Panigrahi - Head – Legal, Compliance & Company Secretary
 Pournima Gupte - Appointed Actuary
 R Rangarajan - Chief Investment Officer
 Manoranjan Sahoo - Head- Agency
 Maneesha Thakur - Chief Human Resources Officer
 C Mohan - Chief Technology Officer
 Training design
The design of the training program can be undertaken only when a clear training objective has
been produced. The training objective clears what goal has to be achieved by the end of T&P.

what the trainees are expected to be able to do at the end of their training. 

Training objectives ascertainers to design the training program.

The trainer – Before starting a training program, a trainer analyzes his technical, interpersonal,
judgmental skills in order to deliver quality content to trainers.

The trainees – A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the important factors that
affect training design.
http://traininganddevelopment.naukrihub.com/training-design.html

TRAINING & DEVELOPMENT

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,
rules, or changing of attitudes and behaviours to enhance the performance of employees.

Training & Development = Standard Performance – Actual Performance

Training is activity leading to skilled behavior.

 It’s not what you want in life, but it’s knowing how to reach it

 It’s not where you want to go, but it’s knowing how to get there

 It’s not how high you want to rise, but it’s knowing how to take off

 It may not be quite the outcome you were aiming for, but it will be an outcome

 It’s not what you dream of doing, but it’s having the knowledge to do it

 It's not a set of goals, but it’s more like a vision

 It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current
situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA)

through professional development.

ROLE OF TRAINING 
http://traininganddevelopment.naukrihub.com/training-implementation.html

Training tactics – Once the objectives and the strategy of the training program becomes
clear, trainer comes in the position to select most appropriate tactics or methods or
techniques. The method selection depends on the following factors:

 Trainees’ background
 Time allocated
 Style preference of trainer
 Level of competence of trainer
 Availability of facilities and resources, etc

Constraints – The various constraints that lay in the trainers mind are:
 Time
 Accommodation, facilities and their availability
 Furnishings and equipments
 Budget
 Design of the training, etc

Importance of T&D

 Optimum Utilization of Human Resources

 Productivity
 Team spirit
 Organization Culture
 Organization Climate
 Quality
 Morale
 Image
 Profitability

In the Insurance sector , rapid expansion has created about 5 lakh job opportunities
approximately in the past five years. These openings are mainly in the field of
 insurance advisors or marketing agents. The eligibility criteria for these jobs is
graduation with some experience in marketing or become insurance agents after
completing school but thisneedssomerelevant training. 
Earlier there were no training programs as such for insurance agents but on-the-job
training only that was given once the new agent was appointed. But now the scenario
has been changed, with the coming up of big players like RELIANCE LIFE
INSURANCE, ICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata
AIG General Insurance, etc in this sector, people who've had some formal training
are preferred while recruitment because it can be helpful in the insurance field.
However, only the insurance degree in this field does not guarantee success. To be
successful an agent must have strong interpersonal, networking, and
communication skills. 
Number of opportunities in Banking and Insurance sector has increased than ever
before. With this rapid expansion and coming up of major players like ICICI,
HDFC,RLIC, UTI, Bajaj Allianz, etc in the sector, the need of human resource
development.

NEEDS FOR THE RLIC TO TRAIN EXISTING AND NEW EMPLOYEE

Training objective are one of the most important part of training programed. While some people think of
training objectives as a waste of value time. The counterargument here is that resources are always
limited and the training objective actually lead the design of training. It provides the clear guidelines and
develops the training program in less time because objectives focus specifically on needs. It help in
adhering to a plan. Training objective tell the trainee that what is expected out of him at the end of the
training program Training objectives are of great significance from a number of stakeholder perspective.

 Training
 Trainee
 Designer
 Evaluator

T&D program for Reliance Life Insurance

In the training and development program RLIC should focus on these factors:-

 Risk Management
 Process Training
 Product Training
 Credit Management
 Treasury Management
 Forex Management
 Interest rates and self sufficiency
 Liquidity management
 Investment Banking (Including structured Finance & Debt Advisory)
 FOR MEAT THESE OBJECTIVE RLIC CAN USE THESE METHODS :-

ON THE JOB TRAINING-  

The development of a manager's abilities can take place on the job. The four techniques for on
the job development are:

 COACHING
 MENTORING
 JOB ROTATION
 JOB INSTRUCTION TECHNIQUE (JIT)
 GAME-BASED LEARNING
 COACHING

OFF THE JOB TRAINING– 
There are many management development techniques that an employee can take in off the job.
The few popular methods are:

 SENSITIVITY TRAINING
 TRANSACTIONAL ANALYSIS
 STRAIGHT LECTURES/ LECTURES
 SIMULATION EXERCISES
 CASE STUDY
 SEMINARS/WORKSHOPS

Training Institutes in Insurance Sector
Some of the training institutes for Insurance sector are:

 LIC Training Center, Janpath, Delhi

  Insurance Regulatory and Development Authority (IRDA)
 Asia Pacific Institute of Management, Delhi
 Amity School of Insurance and Actuarial Sciences, Noida
 Narsee Munji Institute of Management, Mumbai
 Kurukshetra University, Haryana
 Rai University, New Delhi

Birla Institute of Management and Technology, New Delhi

TRAINING IMPLEMENTAION/

TRAINING AND DEVELOPMENT PROGRAM IN RLIC :-

According to the needs they are providing and the company conducting T&D as :

 They are providing 100 hours training to their advisors, who

are newly recruited.

 They are also providing the product training to their advisors and Sales Managers, who
are newly recruited.

 The 100 hours training is to be conducted at Net Bios Computer Academy whereas the
product training is to be conducted at NIS SPARTA

.
 They provided forex management training to their employee.

They provide the training to theirs fund manager about risk management ,portfolio
management and liquidity management

 15 min for tea break two time in a day.

 30 min for lunch

CONCLUTION
In the end we can say that the T&D program of satisfy they provide all kind of training to theirs
employee .
T&D is vary necessary for any organization because by T&D we can increase the productivity of
the employee and reduce the conflict and stress from the employee.
 Training Evaluation

http://traininganddevelopment.naukrihub.com/training-evaluation.html

BIBLIOGRAPHY

Websites
www.reliiancelifeinsurance.com
www.trainningdevelopment.com
www.scribd.com
www.articals.com

References
http://traininganddevelopment.naukrihub.com/training.html

http://traininganddevelopment.naukrihub.com/importance-of-training.html

http://traininganddevelopment.naukrihub.com/importance-of-training-objectives.html

http://traininganddevelopment.naukrihub.com/training-design.html

http://traininganddevelopment.naukrihub.com/training-implementation.html

http://traininganddevelopment.naukrihub.com/training-evaluation.html
BOOKS

Human resource management