Marketing Birla Sun Life Inurance

8/17/2019 Marketing Birla Sun Life Inurance

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DECLARATION

I hereby state that this project, Report titled ‘ MARKET SHAREOF BIRLA SUN LIFE

INSURANCE COMPANY’ Bareilly. Submitted in partial fulfillment of requirement for the

M.B.A program of MAHAMA !"#IBA $H%&' R#HI&(HA)* %)I+'RSI",BAR'I&&"

is an original research or- out by me under the -ind guidance and superision agency manager

of BIR&A S%) &I/' I)S%RA)0' 0o. &td. Bareilly. his thesis and its any part hae not been

preiously submitted.


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PREFACE

Mar-eting and selection is a multifaceted concept. he releance of Mar-eting and

selection is to determine the number of personnel required. he HR proceeds ith the

identification of sources of Mar-eting and finding candidates for employment. Both internal and

e1ternal sources of manpoer are used depending upon the types of personnel needed.

In the present business enironment, organi2ations are faced ith the pressure to produce

ma1imum ith less Mar-eting . An employee, on hom an organi2ation3s profitability depends,

comprises the largest fi1ed cost that an organi2ation incurs. In the past, indiidual used to or-

ith one or to organi2ation during their entire or-ing life 4aerage beteen 56786 years9.

#rgani2ation too used to beliee in lifetime employment concept. suitable Hoeer, such

concepts are being eroded as a result of the unpredictable business enironment. Hence,organi2ations hae to eole methods not only to only improe productiity but to also -eep the

cost don.

#n the HR front, productiity can be improed by ensuring that the organi2ation attracts

the best talent at the loest possible cost. his objectie translates in to the adoption of the best

Mar-eting and selection methods and instituting measures to retain and deelop them. /urther, a

quantitatie measurement or Mar-eting and selection effectieness has to be conducted to proe

one3s point ith respect to qualitatie measure to improe HR effectieness, the field in still in

its nascent stage.

he objectie of this study is to measure the Mar-eting and Selection practices and

strategies in BIR&A S%) &I/' I)S%RA)0' 0#M$A)". he primary objectie is to analy2e

ho the oerall Mar-eting and selection is done in the company during the year.

he primary objectie is ell supported by a secondary objectie hich aims at the in7depth

study of those procedures hich affects the Mar-eting and Selection practices.


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A0()#:&'*;'M')

In the praise of ;od ho shoed me the path of righteousness and blessed me to get the strengthto embar- upon this tas- of peeping in to realm of facts, I ta-e the opportunity to than- all thoseho helped me in completing my project, in arious ays.

I feel priileged in e1pressing profound sense of gratitude to my training in charge 4BranchManager of BIR&A S%) &I/' I)S%RA)0' company9 ho has generously proided thechance to or- at esteemed organi2ation. His able guidance, constant encouragement andinspiration ere instrumental in the completion of this report. He alays alloed me to encroachupon his preious and shoed his generosity ith ideas. I am than-ful to all the staff member of BIR&A S%) &I/' I)S%RA)0' company for their pleasant cooperation.

I am ery much than-ful to. Mr. SANJAY MISHRA SIR (HEAD OF THE DEPARTMENT)and all other /aculty Members for their encouragement and constant support, ithout hich itould not hae been possible.


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TABLE OF CONTENTS

. Research Methodology

?. Mar-eting performance

@. Mar-et share

. Annual Report

. Analysis of data

C. /indings


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Agency *ate is the first day of the calendar month immediately folloing the date the agentlicense as granted by BS&I. /or e.g.7If the date of license is


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money at eery stage and under any circumstance. he company or-s toards ma-ing themar-eting future and enterprises of the customers better than hat they currently are. All theor-s underta-en at Birla is done ith integrity, full commitment, passion and ample speed.

Sali!n& F!a&ur!" % BSLI C%'an

• BIR&A S%) &I/' I)S%RA)0' initiated the %nit &in-ed &ife Insurance Solutions in

India.

• In > years, BS&I has made its position ery strong as a leading player in the priate &ife

Insurance Industry.

• he companyGs focus has been on inestment lin-ed insurance products, supported ith

protection products to uphold leadership in product moderni2ation

• :eb7enabled I systems for superior customer serices

• /irst to hae issued policies oer the Internet

• 0orporate goernance and a high degree of transparency in all business practices and

procedures

BSLI S%lu&i%n"

BIR&A S%) &I/' I)S%RA)0' 0ompany proides indiidual and other solutions to customers based on their aried needs. So hether the customer ants long term protection or short term protection plans, the company has it all for their clients. he insurance solutions offered by thecompany areF

• $rotection Solution

• Retirement Solutions

• 0hildrenGs /uture Solutions

• Health = :ellness Solutions


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• :ealth ith $rotection Solutions

he protection solutions are ideal for someone ho ishes to separate their insurance andinestment needs. he terms of the insurance are made in a ay so that it deals ith the most basic need of life insurance, hich is the proision of life coer. he childrenGs future solutions

aim to ta-e care of all the mar-eting needs of the child in the best ay possible. he health andellness solutions hae proisions to ta-e care of any mar-eting emergency that may come up inthe family.

BIRLA SUN LIFE INSURANCE Pr%*u#&"

BIR&A S%) &I/' I)S%RA)0' erm $lan is ideal for those ho are see-ing to get insurance benefits at a loer price. he plan coers all liabilities and proides complete security to theclients. he minimum age of a customer see-ing this insurance must be


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INTRODUCTION

he company is the result of a joint enture beteen he Aditya Birla ;roup and Sun &ifeMar-eting, a leading international mar-eting serices organi2ation. he A*i&a Birla +r%u isthe second largest business house in India, ith a turnoer e1ceeding Rs 5@6 billion and an asset

base in e1cess of Rs


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/i"i%n

o be a orld class proider of mar-eting serices to indiiduals oer their lifetime

Mi""i%n

o be the first preference of their customers as a leading Integrated Insurance $roider of insurance solutions through superior alue creation and technology.

C%r! /alu!"

• #perating ith integrity to the ery highest standards of business conduct.

• Alays or-ing ith the customerGs needs in mind.

• Relentlessly pursuing e1cellence through the people they employ and the or- they do.

• $roiding products and serices that add alue for customers, channel partners and build

alue for the shareholders.

+%al"

o be a orld7class player in insurance business and amongst the top insurers in the country.

Pil%"%

o create alue for all customers, rural and urban, big and small.

Inn%0a&i%n

o lead ith innoatie product and customer serice offerings.

Pr%!""i%nali"'

o adhere to strict compliance and professional standards.

T!#n%l%-

o achiee national connectiity using the bac-bone of Aditya Birla information highay. oenable better customer serice standards through Superior echnology. o add eb and callcenters in a phased manner.


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Birla Sun Li! In"uran#!

BIR&A S%) &I/' I)S%RA)' 0#. &*. is a joint enture beteen Aditya Birla ;roup, anIndian multinational corporation, and Sun &ife Mar-eting Inc, a leading global insurance

company. BIR&A S%) &I/' I)S%RA)0' is distinguished as the first company in the sector of mar-eting solutions to begin Business 0ontinuity $lan. his insurance company has pioneeredthe unique %nit &in-ed &ife Insurance Solutions in India. :ithin > years of its launch, BS&I became one of the leading players in the industry of $riate &ife Insurance Scheme.

BIR&A S%) &I/' I)S%RA)0' beliees in passion, integrity, speed, commitment andseamlessness. he mission of the company is to help people ith ris- management. It also helpsin managing the mar-eting situation of firms as ell as indiiduals. Here is gien acomprehensie list of policies and products offered by BIR&A S%) &I/' I)S%RA)0' 0o.&td.

Pr%&!#&i%n Plan"

• BIR&A S%) &I/' I)S%RA)0' 'RM $&A)

• BIR&A S%) &I/' I)S%RA)0' $R'MI%M BA0( 'RM $&A)

Sa0in- Plan"

• BIR&A S%) &I/' I)S%RA)0' ;uaranteed Bachat $lan

• BIR&A S%) &I/' I)S%RA)0' Money Bac- $lus $lan

• BIR&A S%) &I/' I)S%RA)0' ;old7$lus II

• BIR&A S%) &I/' I)S%RA)0' Saral !eean $lan

• BIR&A S%) &I/' I)S%RA)0' Supreme7&ife

• BIR&A S%) &I/' I)S%RA)0' *ream $lan

• BIR&A S%) &I/' I)S%RA)0' 0lassic &ife $remier

• BIR&A S%) &I/' I)S%RA)0' Simply &ife

• BIR&A S%) &I/' I)S%RA)0' $rime &ife $remier

• BIR&A S%) &I/' I)S%RA)0' $rime &ife


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• BIR&A S%) &I/' I)S%RA)0' /le1i 0ash /lo

• BIR&A S%) &I/' I)S%RA)0' /le1i Sae $lus

• BIR&A S%) &I/' I)S%RA)0' /le1i &ife &ine

• BIR&A S%) &I/' I)S%RA)0' Single $remium Bond

H!al& S%lu&i%n Plan"

• BS&I Health $lan

• BS&I %niersal Health $lan

R!&ir!'!n& Plan"

• BIR&A S%) &I/' I)S%RA)0' /reedom ?

• BIR&A S%) &I/' I)S%RA)0' /le1i Secure &ife Retirement $lan II

Cil*r!n Plan"

• BIR&A S%) &I/' I)S%RA)0' 0hildrenGs *ream $lan

Rural Plan"

• BIR&A S%) &I/' I)S%RA)0' Bima Sura-sha Super

• BIR&A S%) &I/' I)S%RA)0' Bima *han Sanchay

• BIR&A S%) &I/' I)S%RA)0' Bima (aach "ojana

+r%u Plan"

• BIR&A S%) &I/' I)S%RA)0' ;roup %nit &in-ed $lan

• BIR&A S%) &I/' I)S%RA)0' ;roup $rotection Solutions

• BIR&A S%) &I/' I)S%RA)0' ;roup Superannuation $lan

• BIR&A S%) &I/' I)S%RA)0' ;roup ;ratuity $lan


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• BIR&A S%) &I/' I)S%RA)0' 0redit ;uard $lan

• BIR&A S%) &I/' I)S%RA)0' Single $remium ;roup erm $lan

NRI Plan"

• BIR&A S%) &I/' I)S%RA)0' $rime &ife $remier

• BIR&A S%) &I/' I)S%RA)0' $rime &ife

• BIR&A S%) &I/' I)S%RA)0' /le1i &ife &ine $lan

• BIR&A S%) &I/' I)S%RA)0' /le1i Sae $lus

• BIR&A S%) &I/' I)S%RA)0' /le1i 0ash /lo

• BIR&A S%) &I/' I)S%RA)0' 0lassic &ife $remier

• BIR&A S%) &I/' I)S%RA)0' Single $remium Bond

• BIR&A S%) &I/' I)S%RA)0' Simply &ife


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MARKETIN+ 1 A JUSTIFICATION

0onsidering the importance and releance of the subject, selection of this topic is ery

obious.

Basically Mar-eting is the discoering of potential candidates for actual or anticipated

organi2ational acancies. It also can be said in another ay that it refers to bringing together

those ith jobs to fill and those see-ing jobs.

It is important to study Mar-eting and Selection because through it e can identify our

human resource needs. :e can -no hat -ind of people must be selected to fill up the specified

acancies. he ideal Mar-eting effort ill attract a large number of qualified applicants ho ill

ta-e the job if it is offered. It should also proide information so that unqualified applicants can

self select them out of job candidacy, that is, a good Mar-eting program should attract thequalified and not attract the unqualified.

In this project, study is done on Mar-eting and selection process of BIR&A S%) &I/'

I)S%RA)0'. o find out actual Mar-eting and selection process of the company is my main

objectie of study. 'arlier, arious studies ere made in automobiles industries, pharmaceuticals

industries and others. But this time, the insurance industry has been chosen by the researcher to

understand the image of the organi2ation, attractieness of the job, internal policies, about theunion 4if any9, ;ot. requirement Mar-eting budgets etc.

hrough this -ind of surey e are able to identify the real Mar-eting program of the

company here for all -inds of operations technical leel qualification is needed. he arious

selection costs of the company are also identified. It is ery interesting to study Mar-eting and

selection process as it ill gie light hen the researcher ill or- in HR department in his

future corporate life.


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Scope and Limitation


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SCOPE AND LIMITATIONS OF THE STUDY

SCOPE1

he scope of this study is to obsere the degree of satisfaction leels of the employer as

ell as the employees toards the Mar-eting and Selection echniques adopted by the

company. he deiations if any, toards this effect hae also been studied. Apart from getting an

idea of the techniques and methods in the Mar-eting procedures a close loo- ill be ta-en at the

insight of corporate culture preailing out there in the organi2ation. his ould not only help to

be familiar ith the corporate enironment but it ould also enable the researcher to get a close

loo- at the arious leels authority responsibility relationship preailing in the organi2ation. his

study also focuses on studying the arious techniques adopted by the organi2ation to retain the

ne recruits.

he stipulated time for the project is insufficient to undergo an e1haustie study about the

topic assigned. Moreoer the scope of the topic 4Mar-eting and Selection9 is ide enough, so it

is difficult to coer the entire topic ithin the stipulated time, but still hateer could be done

toards this effect has been done.


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LIMITATIONS OF THE STUDY1

Analy2ing the Mar-eting and selection procedure of an organi2ation ta-es a lot of time.

he organi2ation hesitates in sharing the sensitie information about its employees. Hence the

surey ould not gie the real image of Mar-eting and selection policy of the company.

Although serious efforts ere made to collect the authentic and ma1imum information from

respondents, een then this study is subject to arious limitationsF

• /irst of all, the scope of sample si2e as confined to one department only, hich ould hae

other ise made the study and obserations more effectie.

•Secondly, all the results and conclusions are dran on the basis of hateer information has

been proided by the manager and other employees or-ing in BIR&A S%) &I/'

I)S%RA)0' 0o. so there are chances of indiidual biasness as ell.

• hirdly, the stipulated time for the project is insufficient to undergo an e1haustie study

about the topic assigned and moreoer the scope of the topic 4Mar-eting and Selection9 is

ide enough, so it is difficult to coer all the topics ithin the stipulated time.

• he researcher had to isit a number of times to all the managers and other or-ing staff for

collecting the information. he managers ere not able to gie all the data at one particular time.


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MARKETIN+

INTRODUCTION1

Mar-eting is the discoering of potential applicants for actual or anticipated

organi2ational acancies. In other ords, it is a Jlin-ing actiity3 bringing together those ith job

and those see-ing jobs.

As "odel and others point outF “Marketing is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ effective measures for

attracting that manpower in adequate numbers to facilitate effective selection of an efficient

working force.”

Mar-eting has been regarded as the most important function of personnel administration,

because unless the right type of people are hired, een the best plans, organi2ation charts and

control systems ould not do much goods.

'din B. /lippo ies Mar-eting and selection as Jpositie3 and Jnegatie3 actiities

respectiely. He saysF KMar-eting is a process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization.”

It is often termed positie in that it stimulates people to apply for jobs to increase the

Jhiring ration3, i.e., the number of applicants for a job. Selection, on the other hand tends to be

negatie because it rejects a good member of those ho apply, leaing only the best to be hiredL.

hus3 Mar-eting is the deelopment and maintenance of adequate manpoer resources.

It inoles creation of a pool of aailable labor upon hom the organi2ation can dra hen it

needs additional employees.


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FACTORS AFFECTIN+ MARKETIN+

Most of the organi2ations, hether large or small, do engage in Mar-eting actiity, though

not to the same e1tent. his differs ithF. :or-ing conditions and salary and benefit pac-ages offered by the organi2ation hich may

influence turnoer and necessitate future Mar-eting

?. he rate of groth of organi2ation

@. he leel of seasonally of operations and future e1pansion and production programs

. 0ultural, economic and legal factors, etc.

/actors goerning Mar-eting may broadly be diided as internal and e1ternal factors.

T! in&!rnal a#&%r" in#lu*!1

4i9 Mar-eting policy of the organi2ation

4ii9 Human resource planning strategy of the company

4iii9 Si2e of the organi2ation and the number of employees employed

4i9 0ost inoled in Mar-eting employees, and finally

49 ;roth and e1pansion plans of the organi2ation.


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T! !2&!rnal a#&%r" in#lu*!1

4i9 Supply and demand of specific s-ills in the labor mar-et

4ii9 $olitical and legal considerations such as reseration of jobs for S0s, Ss, etc.

4iii9 0ompany3s image7perception of the job see-ers about the company.


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MARKETIN+ POLICY

A Mar-eting policy asserts the objecties of the Mar-eting and proides a frameor- of implementation of the Mar-eting program of an organi2ation in the form of procedures. As

"oder and others obsereF

KSuch a policy may inole a commitment to broad principles such as filling acancies

ith the best qualified indiiduals. It may embrace seeral issues such as e1tent of promotion

from ithin, attitudes of enterprise in Mar-eting its old employees, handicaps, minority groups,

omen employees, part7time employees, friends and relaties of present employees. It may also

inole the organi2ation system to be deeloped for implementing Mar-eting program and

procedures to the employed.L

herefore, a ell considered and pre7planned Mar-eting policy based on corporate goals,

study of enironment and the corporate needs need to be deeloped hich may aoid hasty or ill7

defined procedure and may go a long ay to cater the organi2ation ith the right type of

personnel.

A good Mar-eting policy must contain these elementsF

4a9 #rgani2ation3s objecties 7 both in the short7term and long7term 7must be ta-en intoconsideration as a basic parameter for Mar-eting decisions and needs of the personnel

7area7ise, job7family7ise.

4b9 Identification of the Mar-eting needs to ta-e decisions regarding the balance of the

qualitatie dimensions of the ould be recruits, i.e., the recruiters should prepare profiles for

each category of or-ers and accordingly or- out the main specifications, decide the

sections, departments or branches here they should be placed and identify the particular

responsibilities hich may be immediately assigned to them.


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4c9 $referred sources of Mar-eting , hich ould be tapped by the organi2ation, e.g., for s-illed

or semi7s-illed manual or-ers, internal sources and employment e1changes may be

preferred for highly speciali2ed categories and managerial personnel, other sources besides

the former, may be utili2ed.

4d9 0riteria of selection and preferencesF hese should be based on conscious thought and

serious deliberations. In some cases trade unions may be consulted in or-ing out the

Mar-eting policy. In others, management may ta-e the unilateral decision.

4e9 he cost of Mar-eting and mar-eting implications of the same.

A Mar-eting policy, in its broadest sense, inoles a commitment by the employer to suchgeneral principles asF

4i9 o find and employ the best qualified persons for each job

4ii9 o retain the best and most promising of those hired

4iii9 o offer promising opportunities for life7time or-ing careers and

4i9 o proide programs and facilities for personal groth on the job.L

According to "oder, Kthe Mar-eting policy is concerned ith quality and qualifications

4i2., and D< and D59 of manpoer.L It establishes broad guidelines for the staffing process.

;enerally, the folloing factors are inoled in a Mar-eting policy.

4i9 o carefully obsere the letter and spirit of the releant public policy on hiring, and, on

the hole, employment relationship

4ii9 o proide indiidual employees ith the ma1imum of employment security, aoiding,

frequent lay7off or lost time

4iii9 o proide each employee ith an open road and encouragement in the continuing

deelopment of his talents and s-ills


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4i9 o assure each employee of the organi2ation interest in his personal goals and

employment objecties

49 o assure employees of fairness in all employment relationships, including promotions

and transfers

4i9 o aoid cliques hich may deelop hen seeral members of the same household or

community are employed in the organi2ation

4ii9 o encourage one or more strong, effectie, responsible trade unions among the

employees.


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PRERE3UISITES OF A +OOD MARKETIN+ POLICY

he Mar-eting policy of an organi2ation must satisfy the folloing conditionsF

4i9 It should be in conformity ith its general personnel policies

4ii9 It should be fle1ible enough to meet the changing needs of an organi2ation

4iii9 It should be so designed as to ensure employment opportunities for its employees on a

long7term basis so that the goals of the organi2ation should be achieable and it should

deelop the potentialities of employees

4i9 It should match the qualities of employees ith the requirements of the or- for hich

they are employed and

49 It should highlight the necessity of establishing job analysis.


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METHODS OR TECHNI3UES OF MARKETIN+

*unn and Stephens summari2e the possible Mar-eting methods into three categoriesF

• *irect,

• Indirect and

• hird party.

DIRECT METHODS

hese include sending traeling recruiters to educational and professional institutions,employees3 contacts ith public and manned e1hibits. #ne of the idely used direct methods is

campus selection hich inoles sending of recruiters to colleges and technical schools. Most

college Mar-eting is done in co7operation ith the placement committee of a college. he

placement committee usually proides help in attracting students, arranging interies,

furnishing space, and proiding student resumes. /or managerial, professional and sales

personnel, campus Mar-eting is an e1tensie operation. /or this purpose, carefully prepared

brochures, describing the organi2ation and the jobs it offers, are distributed among students,

before the interieer arries. Sometimes, firms directly solicit information from the concerned

professors about students ith an outstanding record. Many companies hae found employeesG

contact ith the public a ery effectie method. #ther direct methods include sending recruiters

to conentions and seminars, setting up e1hibits at fairs, and using mobile offices to go to the

desired centers.


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INDIRECT METHODS

Indirect methods inole mostly adertising in nespaper, on the radio, in trade, and

professional journals, technical maga2ines and brochures. Adertising in nespapers andEor trade journals and maga2ines is the most frequently used method, hen qualified or e1perienced

personnel are not aailable from other sources. Senior posts are largely filled by such methods

hen they cannot be filled by promotion from ithin. Adertising is ery useful for Mar-eting

blue7collar and hourly or-ers, as ell as scientific, professional, and technical employees.

&ocal nespaper can be a good source of blue7collar or-ers, clerical employees, and loer7

leel administratie employees. he main point is that the higher the position is in the

organi2ation, or the more speciali2ed the s-ills sought, the more idely dispersed adertisement

is li-ely to be. he search for top e1ecutie might include adertisements in a national

periodical hile the adertisement of blue7collar jobs is usually confined to the daily nespaper

or regional trade journals.


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THIRD PARTY METHODS (TPM")

he best management policy regarding Mar-eting is to loo- first ithin the organi2ation.

If that source fails, e1ternal Mar-eting must be tac-led. hese include the use of commercial or priate employment agencies, state agencies, Mar-eting firms, management consulting firms

and recommendations or referrals by friends and relaties.

$riate employment agencies are idely used. hey charge a small fee from an applicant.

hey speciali2e in specific occupationsF general office help, salesmen, technical or-ers,

accountants, computer staff, engineers and e1ecuties. hese priate agencies are bro-ers ho

bring employers and employees together. State or public employment agencies also -non as

'mployment or &abor '1changes are the main agencies of public employment. hey proide a

clearing house for jobs and job information. 'mployers inform them of their personnel

requirements, hile job7see-ers get information for them about the types of jobs that are referred

to by employers. hese agencies proide a ide range of serices 7counseling, assistance in

getting jobs, information about the labor mar-et, labor and age rates. /riends and relaties of

present employees are also a good source from hich employees may be dran. :hen the labor

mar-et is ery tight, large employers frequently offer their employees bonuses or pri2es for any

referrals that are hired and stay ith the company for a specific length of time. Some companies

maintain a register of former employees hose record as good to contact them hen there are

ne job openings for hich they are qualified. his method of Mar-eting , hoeer, suffers from

a serious defect that it encourages nepotism, i.e., persons of oneGs community are employed that

may or may not be fit for the job.


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S!l!#&i%n


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SELECTION

Selection inoles a series of steps by hich the candidates are screened for choosing the

most suitable person for acant posts. he process of selection leads to employment of persons

ho possess the ability and qualifications to perform the jobs hich hae fallen acant in an

organi2ation. he selection procedure is concerned ith securing releant information about an

applicant. he objectie of selection process is to determine hether an applicant meets the

qualifications for a specific job and to choose the applicant ho is most li-ely to perform ell in

that job.

Selection is a long process, commencing from the preliminary interie of those

applicants and ending ith the contract of employment. he hiring procedure is not a single act

but it is essentially a series of methods or steps or stages by hich additional information is

secured about the applicant. At each stage, facts may come to light, hich may lead to the

rejection to the applicant. A procedure may be compared to a series of successie hurdles or

barriers, hich an applicant must cross. hese are intended as screens, and they are designed to

eliminate an unqualified applicant at any point in the process. his technique is -non as the

successie hurdles technique. )ot all selection processes include all these hurdles. he

comple1ity of a process usually increases ith the leel and responsibility of the position to be

filled.

According to "oder, Kthe hiring process is of one or many Jgo, no7go3 gauges. 0andidates

are screened by the application of these tools. Dualified applications go on to the ne1t hurdle,

hile the unqualified are eliminated.L hus, an effectie selection program is a non7random

process because those selected hae been chosen on the basis of the assumption that they are

more li-ely to be KbetterL employees than those ho hae been rejected.

Selection processes or actiities typically follo a standard pattern, beginning ith an

initial screening interie and concluding ith the final employment decision. he traditional

selection process includesF preliminary screening interie completion of application formemployment tests comprehensie interie bac-ground inestigations, physical e1amination

and final employment decision to hire.


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SELECTION PROCEDURE

here is no shortcut to an accurate ealuation of a candidate. he hiring procedures are,

therefore, generally long and complicated. Many employers ma-e use of such techniques and pseudo7sciences as phrenology, physiognomy, astrology, graphology etc., hile coming to hiring

decisions. Hoeer, in modern times, these are considered to be unreliable measures.

he folloing is a popular procedure though it may be modified to suit indiidual situationF

Pr!li'inar in&!r0i!4F It is generally brief and does the job of eliminating the totally

unsuitable candidates. It offers adantages not only to the organi2ation but also to the

applicant.

R!#!i0in- ali#a&i%n"1 Application form is useful for seeral reasons. It gies a preliminary

idea about the candidate to the interieer and helps him in formulating questions to hae

more information about the candidate.

S#r!!nin- % ali#a&i%n"1 After receiing the applications they are screened by a screening

committee and a list is proposed of the candidates to be interieed.

E'l%'!n& &!"&"1 Before deciding upon the job or jobs suitable for a particular indiidual,

one should -no the leel of his ability and -noledge. his ill require the use of

employment tests. he employment test areas are as follosF

• Intelligence tests

• Aptitude tests

• $ersonality tests

• Interest tests

• $roficiency tests


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E'l%'!n& in&!r0i!41 he seeral purposes of an employment interie areF

• o find out suitability of the candidate

• o see- more information about the candidate

• o gie him an accurate picture of the job ith details of terms and conditions and some

idea of the organi2ation as ell.

P"i#al !2a'ina&i%n1 he pre employment physical e1amination or medical test of a

candidate is an important step in selection procedure. It discloses the physical abilities of a

candidate.

C!#,in- r!!r!n#!"1 $rior to the final selection, the prospectie employer normally ma-es

an inestigation on the reference proided by the applicant and underta-es more or less a

research through searching into candidate3s past employment, education, personal,

reputation, etc..

Final "!l!#&i%n1 After a candidate has cleared all the hurdles in the selection procedure, he is

formally appointed by issuing him an appointment letter by concluding ith him a serice

agreement.


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E2i"&in- Pr%#!*ur!"


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E5ITSTIN+ PROCEDURE

BIR&A S%) &I/' I)S%RA)0' is a huge company around


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Pr!!rr!* "%ur#!" % Mar,!&in-

Although there are arious sources of employment, folloed by the company, i.e.

e1ternal and internal sources but the company mostly prefers the e1ternal source for Mar-eting

the candidate.

C%"&" in0%l0!* in Mar,!&in-

0osts play an important role in Mar-eting . he company incurs arious types of costs. hese

areF7

. Re7 location cost 777777 0ost incurred for transferring employees in other departments and

branches.

R!"!r0a&i%n % =%$" %r SC"> ST"> !.

he company does not follo any reseration policy for S0s and Ss etc for Mar-eting

the candidates. hey only loo- for the eligible candidates.

Cri&!ria %r &! #an*i*a&!

Mainly the criteria are role dependent. It depends on the job of the candidate. But the

candidates require highly personal and technical s-ills. he company loo-s for both fresher and

e1perienced candidates. But in case of e1perienced candidates, minimum to years of

e1perience is required.


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E'l%!!" &urn%0!r ra&i%

'mployees3 turnoer ratio in the company industry is


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Faul& "!l!#&i%n

According to the interie ith the H.R. manager, it can be inferred that the company

has rarely suffered from any faulty selection procedure. he Mar-eting and selection procedurein BIR&A S%) &I/' I)S%RA)0' is dynamic in the past years. hat means it -eeps on

changing eery year and it alays remains updated.


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CHAN+ES IN MARKETIN+ AND SELECTION PROCEDURE

'ery year there are some changes ta-e place in Mar-eting and selection process for better result and production. It is such an industry here in eery moment some innoation ta-es

place. So the company needs some ne s-ills to achiee the required fulfillment.

/or the last couple of years the company is focusing more on campus interie to gie

more chances to the fresher. his reflects the company3s Mar-eting policy, the company3s needs

for greater committed employee and also motie behind concentrating more on fresher, as it is

the belief from company3s perspectie to be or-ing smartly ith full enthusiasm. hey are also

updated ith the current concepts, hich are required in company industry. he company is

dealing in ma-ing, deeloping and maintaining the pac-ages. he companies target audience is

foreign mar-et. Most of the customers come from abroad. /or these ery reasons employees

hae to conduct project in foreign countries. hat3s hy fresher are targeted to fill up the

acancies.


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EFFECT OF CHAN+ES OF MARKETIN+ AND SELECTION PROCEDURE

TO9ARDS +RATITUDE OF EMPLOYEES

As most of the candidates comprise the group of fresher, so it is quite obious that thedegree of commitment toards the organi2ation ill automatically be more from their side as

compared to the e1perienced ones.

It is also felt that unli-e the e1perienced candidate, the fresher find it difficult to get a job

easily. As it is obious from the fact that the e1perienced candidates demand high alue in the

mar-et for employment opportunity, the changes during the past fe years ill gie an idea of

ho they get themseles updated ith the needs of the industry. It also gies an idea of any third

party interention in the Mar-eting and selection procedure of the organi2ation. It depends upon

the mar-et demands of the particular industry as to ho the candidates ould be aailable for

serice in the prospectie sectors.

/or e1ample, to years bac- due to September


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MARKETIN+ AN AD/ISOR

he process of Mar-eting an adisor inoles fie basic stepsF

. /ormalities

?. *epositing the form

@. Appearing for the licensing e1am

. ;etting the license


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Pr%"!#&in-1

It includes identifying people ho ill be illing to and interested in becoming insurance

adisors ith BIR&A S%) &I/' I)S%RA)0'. Random sampling or mar-et isits, telecalling,

e1isting databases or references do this. hese people can be anybody ranging from an

unemployed see-ing an opportunity or anyone ho is already or-ing but desires to hae an

e1tra source of income or someone ho has e1tra time and ants to pursue it as a part time and

earning ith it. Anybody, a houseife, a student, a businessman, or a professional can ta-e up

this opportunity.

Su"!#&in-1

It consists of judging such people hether they ould be fit for being an insurance

adisor ith respect to their qualifications, s-ills, confidence, etc. after doing so the ne1t step is

fi1ing appointments ith them to gie all the information and completing the formalities.

Sal!" i1

his inoles the Business #pportunity $resentation4B#$9 that gies the prospectie

adisor all the information about the company3s bac-ground and history, the job profile, the

payments and benefits, the s-ills required, the training requirements and options, the formalities

to be completed, and any other information they ish to -no.

F%r'ali&i!"1

#nce the aboe is done, the ne1t step is to complete all the formalities by filling the

KInsurance Adisor /ormL along ith all the necessary and important documents hich are

passport si2e photographs, a demand draft of Rs.?6, age proof, education proof and address

proof.


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D!%"i&in- &! %r'1

he completed form along ith all the required documents is to be deposited for

processing and recording the data after hich the employee can proceed for the mandatory C

hours training.

A!arin- %r &! li#!n"in- !2a'ina&i%n1

he ne1t step is to appear for the IR*A licensing e1amination. It is a


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B')'/IS $R#+I*'* # H' A*+IS#RS

As a life insurance adisor ith BIR&A S%) &I/' I)S%RA)0' one ould enjoy the

folloing benefitsF

Enri#in- &rainin- r%-ra'"1

An intensie training program is proided before you commence your ne career. his

ould equip you ith all the information and -noledge about life insurance, its benefits and the

products. his ay you ould perform your job better and meet your goals. "ou ould also

enjoy the benefits of continuous training and mentoring programs that are designed to update

you, apart from enhancing your selling s-ills.

M!n&%rin-1

0ompany proides training and support to meet your goals. "ou also get an opportunity

to learn from industry e1perts.

Fl!2i$ili&1

"ou are free to decide your on or-ing hours and earning goals. It3s only your

imagination that can act as a limiting factor.

Sa&i"a#&i%n1

"ou ill help people manage their assets and plan their mar-eting security, and

e1perience deep satisfaction from ma-ing a positie difference in others lies. "ou act as a

strategist in annuities, business insurance, estate planning and personal inestment, proiding

both short term and long term solutions to mar-eting ris-.


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Fr!!*%'1

"ou can continue ith present job occupation if you so desire and treat this as a parallel

source of income. his allos you ith the time to decide if you ant to ta-e the job of an

insurance adisor as a full time actiity or only as a part time.

Earnin-"1

"ou entitled to a percentage of premiums as commission till the lifetime of the policies

sold by you as ell as bonus commissions.

A**i&i%nal1

Apart from earnings, you are also aarded for your high performance hich might

include palmtops, planners, leather portfolio bags, offsite conferences, foreign trips and sales

promotion schemes and much more.


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CAREER PRO+RESSION FOR THE AD/ISORS

#nce a person joins BIR&A S%) &I/' I)S%RA)0' as an Insurance Adisor, his career

doesn3t stagnate there. He ill hae unlimited opportunities. he folloing are some of the

programs that ill enable adisor to secure a higher position in future.

Ti-!r T!a'

• '1clusie program for high potential achieers

• Hand pic-ed adisors

• A fast trac- career

• Recognition as KigerL

• $erformance criteriaF

7 Age 5? to >6yrs

7 At least ? years

7 At least @ months in system


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7 0ase count 5 per month

Fa"& Tra#, Pinna#l! Pr%-ra'

• A full time career as a K%nit ManagerL

• ;roth ithin BS&I

• ;reater earning potential = $ersonal deelopment

• $erformance 0riteriaF

7 Age 5?7>? years

7 At least


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RESEARCH

Research methodology is a ay to systematically sole the research problem. It may beunderstood as a science of studying ho research is dined scientifically. In it e study thearious steps that are generally adopted by a researcher in studying his research problem alongith the logic behind them. It is necessary for the researcher to -no not only the researchmethods techniques but also the methodology. Researchers not only need to -no and deelopcertain indices or tests, ho to calculate the mean the median or the standard deiation or chi

square, ho to apply particular research technique.

MEANIN+ OF RESEARCH

Research in common parlance refers to a search for -noledge. #ne can also define research as ascientific and systematic search for pertinent information on a specific topic. In fact, research isan art of scientific inestigation.According to 0lifford :oody research comprises defining and redefining problems. /ormulatinghypothesis or suggested solutions collecting, organi2ing and ealuation data ma-ing deductionand reaching conclusions and at last carefully testing the conclusions to determine hether theyfit the formulating hypotheses.


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R'S'AR0H


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carried out. Research can as ell be understood as clinic or diagnostic research. Suchresearches follos case7study methods or in depth usually go deep into the causes of thing or eents that interest us ,using ery small samples and ery deep probing datagathering deices. he research may be e1ploratory or it may be formali2ed. heobjectie of e1ploratory is deelopment of hypothesis rather than their testingF hereas

formuli2ed research studies are those ith substantial structured and ith specifichypothesis to be tested. Historical research is that hich utili2ed historical sources li-edocuments, remain, etc. to study eents or ideas of the past, including the philosophy of persons and groups at any remote point of time Research can also be classified asconclusion7oriented research, a researcher is free to pic- up a problem, redesign theenquiry as he proceed and is prepared to conceptuali2ed as he ished. *ecision ma-er and the researcher in this case is not fee to embar- on research according to his oninclination.


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SI+NIFICANCE OF RESEARCH

Si-nii#an#! ? O$=!#&i0!" % r!"!ar#

All progress is born of enquiry. *oubt is often than oer confidence. /or it leads to enquiry, andenquiry leads to inention Kis a famous Hudson ma1imum in conte1t of ith the significance of research can be understood. Increased amounts of research ma-e progress possible. Researchincludes scientific and inductie thin-ing and promoted the deelopment of logical habits of thin-ing and organi2ation. he role of research in seeral fields of applied economies, hether related to business or to the economy as a hole, as greatly. Increased in modern times. heincreasly comple1 nature of business and got. has focused attention on the use of research andsoling operational problem. Research as and aid to economic policy, has gained assed

importance, both for got. and business. Research has its special significance in soling ariousoperational and planning problems of the business and industry.Research is equally important for social scientists in studying social relationship and in see-ingansers to arious social problems.o professional in research methodology, research may mean a source of lielihood.o philosopher and thin-ers, research may mean the deelopment of ne ideas and insight.o literary men and omen, research may mean the deelopment of ne style and creatie or-.o analysts and intellectual research may mean the generali2ations.


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RESEARCH METHOLO+Y

R'S'AR0H $R#0'SS

. Research instruments?. Sampling plan@. 0ontact method. #rgani2ing =carrying out field or- . *ata analysisC. Reporting the finding

:HA IS A R'S'AR0H $R#B&'M

A research problem in general refers to some difficulty hich a research e1perience in theconte1t of either a theoretical or practical situation and ant to obtain a solution for the same.

S'&'0I); H' $R#B&'MFhe research problem underta-en for study must be carefully selected. he tas- is a difficult onealthough it may not appear to be so. )eertheless, eery ta-en from a researcher must find outhis on salation for research problem can not be borroed. A problem must spring from theresearcher mind li-e a plant springing from its on see. :e hae to see ourseles and enable himto prescribe for us the right number by co7operating ith him. hus a research guide can at themost only help a researcher choose a subject. Hoeer, the folloing points may obsere by aresearcher in selecting a research problem or a subject for research.

A Subject that is oer done should not be normally chosen, for it ill be a difficult tas- tothro any ne light in such a case.B 0ontroersial subject should not become the choice of an aerage researcher.0 oo narro or too ague problem should be aoided.* he subject should be selected for research should be familiar and feasible so that the relatedresearch material or sources of research are ithin one3s reach. 'en then it is quite difficult tosupply definitie ideas concerning ho a researcher should obtain ideas for his research.' the importance of the subject the qualifications and the training of a researcher, the costinoled, at time factor are fe other criteria that must also be considered in selecting a problem./ he selection of a problem must be preceded by a preliminary study. his may not benecessary hen the problem require the conduct research closely similar to one that has already been done. But hen the field of inquiry is relatiely ne and does not hae aailable a set of ell7deeloped techniques, a brief feasibility must alays be underta-en.

R'S'AR0H *'SI;)he formidable problem that follos the tas- of defining the research problem that follo thetas- of is the preparation of the design of the research project, popularly -non as the Kresearch


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designL. KA research design is the arrangement of condition for collection and analysis of data ina manner that aims to combine releance to the research purpose ith economy in procedure.L

/'A%R'S #/ A ;##* *'SI;)A good design is often characteri2ed by adjecties li-e fle1ible, appropriate efficient and

economical and so on. ;enerally the design hich minimi2es bias and ma1imi2es the reliabilityof the data collected and analy2ed is considered a good design. he design hich gies thesmallest e1perimental error is supposed to be the best design in much inestigation.A research design appropriate for a particular research problem, usually inoles theconsideration of the folloing factor.

*'+'$I); R'S'AR0H $&A)Research plan must contain the folloing itemsF


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. Result of pilot test, if any should be reported. ime and cost budgets for the research projectshould also be prepared and laid don in the plan itself.


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SAM$&' *'SI;)

0ensus and sample sureyF All items in any field of inquiry constitute a KunierseL or KpopulationsL. KA populationL. A population complete enumeration of all in the KpopulationL is -non as a census

inquiry.

S&!" in "a'lin- *!"i-n.

7 Si2e of samplehis refers to the number of items to be selected from the %nierse to constitute a sample. his isa major problem before a researcher. he si2e of sample should neither be e1cessiely large, nor too small. It should be optimum. 0ost too dictates the si2e of sample that e can dra. As such budgetary constraint must in ariably be ta-en into consideration hen e decide the samplessi2e. /or instance e may be interested in estimating. he proportion of person ith somecharacteristic in the population of in -noing some aerage or the other measure concerning the population. here may also be important sub groups in the population about hom e ouldli-e to ma-e estimates. All this has a strong impact upon the sample design e ould accept.

?7Budgetary constraint0ost considerations, form practical point of ie, hae a major impact upon decisions related tonot only the si2e of a non7probability sample.

@7 Sampling procedure/inally, the researcher must decide the type of sample he ill use. here are seeral sampledesigns 4e1plained in the pages that follo9 out of hich the researcher must select that designhich, for a gien sample si2e and for a gien cost, has smaller sampling error.


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M'H#* #/ *AA 0#&&'0#I)he tas- of data collection begins after a research problem has been defined and research design plan chal-ed out. :hile deciding about the methods of data collection to be used for the study,the researcher should -eep in mind to types of data ia, primary and secondary. he primary

data are those hich are collected a fresh and for the first time and thus happen to be original incharacter. he secondary data, on the other hand are those hich hae already been collected bysomeone else and hich hae already been passed through the statistical process. he researcher ould hae to decide hich sort of data he ould be using 4thus collection9 for his study andaccordingly he ill hae to selected one or the other method of data collection.he purpose of research is to discoer ansers to questions through the application of scientific procedures. he main aim of research is to find out the truth hich is hidden and hich has not been discoered as yet. hrough each research study has its on specific purpose, e may thin- of research objecties as falling into a number of folloing broad groupingF researchmethodology is ider than that of research methods. hus, hen e tal- of researchmethodology e not only tal- of the research methods but also consider the logic behind the

methods folloing order concerning arious steps proides a useful procedural guidelineregarding the research process.

O formulating the research problem

O '1tensie literature surey

O deeloping the hypothesis

O preparing the research design

O determining design

O collecting the data

O'1ecution of the project

O Analysis of data

O Hypothesis testing

O;enerali2ations and interpretation

O$reparation of the report of presentation of the result, i.e. formal rite7up of conclusionsreached.


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0#&&'0I#) #/ $RIMAR" *AA$rimary data, particularly in sureys and descriptie researches. Important ones areFA #bseration method

B Interie method

0 through questionnaires

* through schedules


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MARKETIN+ PERFORMANCE

In the time insurance mar-et is ery competitie. A no. of insurance companies are coming ininsurance mar-et.

Before 5666 there as only a &I0 company in the corporation. his as a goernmentcorporation and haing CCN of share of insurance mar-et.

After 5666 a no. of insurance companies are coming in insurance mar-et.

All these companies are priate companies. $riate companies become acompletion ith each other.

he goernment has opened up the insurance sector to priate players, ho hae tied up ithlarge oerseas insurance companies. Some of the priate life insurance companies are as follos.

Ma1 )e "or- life insurance company

#m -ota- Mahindra

ata AI; insurance company.

BIR&A S%) &I/' I)S%RA)0' company.

Reliance life insurance company.

H*/0 standard.

I0I0I prudential

In non life insurance segments, major priate players are Royal Semidram0holamandalam, I//0# o-iyo, ata AI; etc.


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D


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D5. Hae you ta-en any policy of BIR&A S%) &I/' I)S%RA)0' company.

0

10

20

30

40

50

60

70

80

yes no


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"ou or- hard to proide your family the best of eerything, along ith saing for your retirement years. "ou ish for a plan that lets you lie your golden years ith the same comfortand lifestyle, ithout any compromises. $resenting the BS&I *ream &ife $lan 7 a plan that suitsyour needs and gies you the freedom to lie life confidently.

Ti" lan %!r" %u1

P ;uaranteed Saings Amount on the date of your choice

P :hole life coer

P 0hoice of $ay erm

P 'nhanced mar-eting security for your loed ones

D8. :hat are the major priorities hile ta-ing any policyQ


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0

5

10

15

20

25

30

35

40

securities Future needs saving

rebate in income-tax


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D>. :hy ould one choose a particular insurance companyQ40

42

44

46

48

50

52

54

better service maximum return

;. A-! Fa#&%r1

:hile applying for a policy, your age is also an essential element that should be ta-en into

consideration.


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D?. Ho many policies hae you ta-en right noQ

0

5

10

15

20

25

Less than 2 2 to 4 4 to 6 6 above

H%4 BSLI Dr!a' Li! Plan 4%r,"1


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D. :hy does one should adopt that particular policy of BS&I 0ompany.Q

0

2

4

6

8

10

12

14

16

18

20

!or security For !uture needs For saving other

Birla Sun &ife Insurance 7 BS&I *ream &Ife $lan 7 are only the names of the0ompany and $olicy respectiely and do not in any ay indicate their quality, future

prospects or returns. he premium paid in unit lin-ed life insurance policies aresubject to inestment ris- associated ith capital mar-ets and the unit price of theunits may go up or don based on the performance of inestment fund and factorsinfluencing the capital mar-et and the policyholder is responsible for his E her

decisions. a1 benefits are subject to changes in the ta1 las. Insurance is the subjectmatter of solicitation. Inestment ris- in the inestment portfolio is borne by the

policyholder.


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D. Ho you deposit your premiumQ

0

2

4

6

8

10

12

14

16

18

"ourse#! $y agent $y %ost &hrough internet

#ur range of premium payment options ensure your conenience.

• Net Banking

• ECS

• Direct debit

• National Electronic Fund Transfer (NEFT)

http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=1http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=2http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=9http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=10http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=1http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=2http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=9http://insurance.birlasunlife.com/Pages/Individual/Customer-Service/Premium-Payment-Options.aspx?PaymentOption=10


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DC. *o you satisfy from yours agents sericesQ

0

10

20

30

40

50

60

yes no

Birla Sun &ife Insurance 0ompany &imited 4BS&I9 is a joint enture beteen the Aditya Birla;roup, a ell -non Indian conglomerate and Sun &ife Mar-eting Inc., one of the leadinginternational mar-eting serices organisations from 0anada. :ith an e1perience of oer adecade, BS&I has contributed to the groth and deelopment of the Indian life insurance

industry, and currently is one of the leading life insurance companies in the country. BS&Ioffers a complete range of offerings, comprising of protection solutions.

https://insurance.birlasunlife.com/Pages/Individual/About-Us/www.insurance.birlasunlife.comhttps://insurance.birlasunlife.com/Pages/Individual/About-Us/www.insurance.birlasunlife.comhttps://insurance.birlasunlife.com/Pages/Individual/About-Us/www.insurance.birlasunlife.com


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D


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• SMS BS&I to ?@


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A child is a source of joy for eery parent. "ou or- toards ensuring that you haethe means to meet the big future e1penses of your child, be it for higher education,marriage or any other dreams that you hae for your child.

Birla Sun &ife Insurance 0hildren3s /uture Solutions are designed to help you build a

corpus that allos you to meet the major e1penses of your child in future. Besides proiding you life coer to ensure that your child3s dream is secured, they also offeryou the choice of guaranteed returns or the fle1ibility to manage your fund options toma-e your money gro as per your needs.

D


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Birla Sun Life Insurance Health & Wellness Solutions ensure thatyou never lack the funds to go in for quality treatment in case ofmedical emergencies. Our plans help you insure yourself and yourfamily for an adequate sum against ma!or illnesses and in!uries.

"ou even have a choice of plans that offer the cashless facility. #o kno$ more a%out our plans and to get recommendations on theplan %est suited to your needs call for a Birla Sun Life Insurancearketing 'dvisor.

D


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children-s future etc. so $hy should you settle for lessthan the %est.

,eturns lan

Life is full of uncertainties and seldom turns out the$ay one e*pects it to %e. We all look for security)

$hether it is for our family-s future or for our savings./iven a choice $e $ould leave nothing to chance $henit comes to fulfilling goals and securing family-s $ell0%eing.

D. :hy hae chosen that particular priate companyQ

0

1

2

3

4

5

6

7

8

$etter ervice ood return othe r

http://insurance.birlasunlife.com/Pages/Individual/Our-Solutions/Wealth-Protection-PlanDetails.aspx?PlanViewMode=ProductVariation1&PlanID=79http://insurance.birlasunlife.com/Pages/Individual/Our-Solutions/Wealth-Protection-PlanDetails.aspx?PlanViewMode=ProductVariation1&PlanID=79


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%irla Sun Life Insurance Wealth 'ssure lan a protection andsavings plan that ena%les your $ealth to gro$ steadily over timeproviding you and your family $ith a secure marketing future tomeet your needs at different stages of life.

3UESTIONNAIRE

BIR&A S%) &I/' I)S%RA)0' 0ompany 0ustomer information module

)ame 7 ..Address7 ..*ate of birth 7 .#ccupation 7 .0ontact no.7 .

D. :hy ould you hae chosen a particular insurance companyQBetter SericeMinimum premiumMa1imum return

D?. Ho many policy hae you ta-en right noQ&ess than to


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5 to >> to @@ = aboe

[email protected] policy has you adopted from BIR&A S%) &I/' I)S%RA)0' 0ompanyQ

Money bac- erm assured0hildren plan$ension plan

D. :hy do you adopt that particular policy of Birla sun lifeInsurance company/or security/or future needs/or saing

#ther

D. Ho you deposit your premiumQ"ourself AgentBy postInternet

DC. *o you satisfy from your agent3s sericeQ4"esE)o9

D


73/73

Better serice;ood return#ther reason

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