2007 version of yesu project

8/8/2019 2007 Version of Yesu Project

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EXECUTIVE SUMMARY

The study on productivity of insurance consultant and the reasons there off was

basically done to know various reasons which affect the performance of the

insurance consultant and to find the solutions to overcome those problems. In

the first half, the study started with introduction and review of literature could

contribute to a better sales performance. Salesmanship is not inherent, it is a

skill, which acquire with the help of training means it can be learned and

taught. In insurance field, salesmen require mastering in sales. The basic

characteristics identified in the literature as common to successful salespersons

are: empathy, enthusiasm, desire to grow, persistency, patience,

trustworthiness, and self confidence. Skills identified include interpersonal

skills, communication, organizational, product, and service knowledge.

Motivation plays a critical role in the success of a salesperson. The other half

of the report tells about the interrelation between variables which are affecting

the performance of consultants. This survey was conducted with the help ofwell structured questionnaire. The methodology which was adopted was a

direct interview. After collecting the data it was analyzed using statistical tool

called factor analysis. By knowing the clients perception one will be able to

improve their productivity.

Further this study helped me to know the drawback of insurance consultant and

solutions to overcome and also this study focused on finding important factors

for giving optimal training to the insurance consultant by the company.

Because insurance penetration and density in India is very low comparing to

other developed and developing countries and positively Indian insurance

making 20% growth this is much more than developed countries. So this study

will help insurance consultants to improve their productivity and also helpful

for company to provide lead training


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1.1 Introduction

The strategic goal of sustaining a market share or gaining competitive

advantage depends on effective selling skills. This skill is continuous

development in process. Companies adopt different type of effective selling

techniques according to environmental change and needs. It includes the need

of continuous improvement as consumers are more informed today than in the

past. Insurance products are different from other products. It is intangible, so

sales people face a lot of difficulties for selling insurance products. Here

effective selling skills are needed to be successful. Today Insurance Industry

faces a big problem of active insurance consultants. Company either terminates

the relationship or the consultants leave voluntarily because of insufficient

income.

This separation occurs in life industry after six month (due to licentiate

examination and training process). Company and consultants magnify the

implication of this separation in wasted resources in opportunity cost during the

engagement period. Insurance consultant is front liner, who is only a personwho directly contacts with customers.

Consultants do this work as a mediator between customer and company. It

means The agent is located at the place in the organization at which the

company financial security policy and plan are distributed to customers and

also at the place at which services are directly provided to the customer. Agent

provides such types of service in term of consultancy i.e. to make help in

financial planning strategies. Insurance is relationship business. Relationship

and emotion is the key of success in selling. People purchase insurance

because they love their family. It is humantendency that people agree/purchase

from such type of person who is trustworthy. Like and trust is the key in

insurance business. Due to this reason brand and price are insignificant when

client make a buying decision. It is seem that often people do not know much


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To find where was problem or identify problem/challenges faced by consultant.

Set questionnaire according to problem.

In this project, two type of data were used: a) Primary Data b) Secondary Data.

With the help of interview and questionnaire primary data were collected for

finding actual and realistic problems and their solutions. Secondary data were

collected from books and Internet to go in depth of topic.


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1.2 Literature review

In this process one can understood, how insurance is different from other

products, why sales persons fail to sell insurance. And also realized during this

process that motivation, behavior, characteristics and training factors affect

man power and its ability, how to generate lead and convert into sales, how

sales performance can be increased.

Mostly people think that seller skill is inherent, but it is not correct. It can be

achieved with the help of training and practices. When a person does more

practice and gets mastered in such skill, it seems easy and natural. Professional

salesmanship is a learned skill. Insurance sales are more complicated to general

sales. Insurance consultant cannot show insurance product, he can only

describe benefit with the help of verbal and non-verbal language. In this

process he plays with another emotion and sentiment. If he wins in this game

then he will be successful in selling and vice-versa.

Insurance is not purchased it is sold. Here consultant faces difficulty.

Consultant has had to do a lot of work for successful selling, such as to whom

he is to sell (prospective client), turn prospective client to customer. Only

insurable person can take insurance, so he has had to do segmentation and

targeting type of work also.

With the help of lead generation advisor can find prospective customer. There

are several methods to lead generation such as cold calling. Cold calling can be

a successful way to lead generation. If it is done with planning: for example

how to cold call, when to cold call, and how much cold call to make every day

in order to get appointment Public relation is also great way to expose in

market. Consultant can do it with the help of trade show or he can make public

relation with the help of promotional activity. The real key of public

relationship is to be friendly and focus on meeting, not selling product. Many

of the most difficult sales jobs are easy to obtain (i.e. selling specialty product

such as house hold, hardware, life insurance or encyclopedias). They have also


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been graveyard of thousand of co-worker (Baker 1994). It means after a

minimum qualification and passing IRDA Licentiate examination, any one are

eligible to sale insurance policy. Due to this reason alteration rate is very high

in insurance industry. But now insurance companies are concentrating on other

distribution channels such as, bancassurance, Internet, NGOs, micro

insurance. Now insurance companies are concentrating on training program

and they recruit eligible candidate for executive trainee or other post (i.e.

PGPMI). Selling skill can be developed such type of skill with the help of

practice, practical training and experience.

Behavior style and interpersonal effectiveness is also important in selling.People fit into four categories. Insurance products can be sold to them in

different ways. Interpersonal effectiveness helps to understand in what way an

individuals mind works and his level of interest in a particular product /policy

which may act as guideline for the best way to approach sell for each category

developed in two ways: formal training and sales experience gained through

exercising the selling job over time. In formal training people know about

product and services, which help him to explain, what he has for other.

Secondly formal training is base of advisor carriers. In formal training people

know which type of skill is required for effective selling and they approach

each category in effective way.

Life insurance products are inherently more difficult to sell compared to other

kinds of products. Agents who are deficient in required characteristics and

skills are unable to sell successfully and consequently they are forced to leave

the company.

Although some of these characteristics may be developed through lifetime, the

skills could be taught and learned by insurance consultant can improve their

productivity.


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Unique Attributes of Successful Salespeople

Characteristics and Traits

Trustworthiness

Self-confidence

Enthusiasm

Empathy

Desire to grow and improve self

Patience

Motivation for Sales Career

Unlimited income

Time autonomy

Recognition and power

Personal satisfaction

Selling Skills

Interpersonal skill

Communication

Organization

Profiling clients and prospecting

Planning meetings in advance

Presentation

Product and service knowledge

Information about companys products and services


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Chapter -2

OBJECTIVE AND RESEARCH

METHEDOLOGY


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Research Methodology

2.1 Objectives:-

Main objective:-

Find out the reasons which are affecting the performance of the insurance

consultant and the solutions to overcome those problems in order to boost their

performance.

Specific objectives:-

1) Find out the level of relationship between different variables andexploring the reasons for such a relation.

2) Identifying the different set of insurance consultants in Bajaj Allianz

based on their characteristics and performance.

3) Find out the important factors among all variables which are affecting

the productivity of consultant

2.2 Procedure:-

The procedure followed, is enlisted below:

Studying the topic

Decision on objective needed to be work on i.e. conduct interview with

insurance consultant and sales manager.

Developing Survey instruments

Getting questionnaire filled through interacting with different branches of bajaj

Allianz consultants in Chennai.

Finally analyzing the data of various areas and trying to study about various

influence factors such as behavior, which is important in sells.


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research will cover many variables even one of the variable affected by

respondent bias or other factors it will substituted by the other variables at

finally on an average this will give effective output.

2.5 Data collection

Awareness/Knowledge:

They are used in marketing research refers to what respondents do or do not

knowabout the effective selling style.

Motivation:

Through questionnaire have tried to find the hidden need or want of an

individual and have tried to find out that which factor increases satisfaction and

productivity of insurance consultant.

Behavior:

Behavior concerns what subjects have done or are doing. Through made

questionnaire we have tried to find out the behavior of the individualsregarding

Do you keep attention on client non-verbal response during sells meeting?

Do you update yourself?

Thus, it helps to draw a comparison between the selling style and the observed

behavior of the advisor.

Obtaining the Primary Data:

The data collection was primarily through communication. Communication

involves questioning respondents to secure the desired information, using a

data collection instrument called questionnaire. The questions were in writing

and so were the responses.

Secondary data search


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The first of Research consisted of secondary data search from the following

sources:

Books

Websites

For the conclusive research, questionnaires been developed on basis of

secondary data and interview from insurance personal to gather information on

the research

The final draft of the questionnaire (see Appendix) was then prepared on the

basis of extensive study on insurance sector and discussions with consultants

and sales manager. These then finally filled by 50 consumers, for the

conclusive study.

2.6 Data collection methods:-

Survey: - conducting survey for data collection by using closed and open

ended questionnaire from the sample or primary sources (insurance consultantsand sales managers)

Interview method:- using open ended questions for conducting unstructured

face-to-face interview with the sample.

Field work plan

Some of the respondents are identified with in the office and other respondents

are identified by taking address of them from the company, sales managers will

help to find out consultants who are working under them.


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2.7Analysis plan:-

Analysis based on answers given to the questions, by using various suitable

statistical techniques data will be analyzed with SPSS software and ms-excel.

Chi-square and ANOVAs for test the confidence level of the variables

Correlation is to find out the type of the relation like positive, negative or zero

relation

Factor analysis for Identifying most appropriate factors which are affecting

mostly the performance of the consultant

Cluster analysis is used to grouping the respondents based on common

variables among them

2.8. Limitations of the study:-

1) The sample population statistics may vary from the total population.

2) Even though it was explained that the survey was purely for academic

purposes many of them are afraid to reveal their actual performance.


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3.1 Industry profile

The insurance sector in India has come a full circle from being an open

competitive market to nationalization and back to a liberalized market again.

Tracing the developments in the Indian insurance sector reveals the 360-degree

turn witnessed over a period of almost 190 years. The business of life insurance

in India in its existing form started in India in the year 1818 with the

establishment of the Oriental Life Insurance Company in Calcutta.

Insurance sector growth is measured in two criteria in a country

I. Insurance penetration = premium/GDP*100

The value for India is 4.10, the value for Asia is 5, and the value for World is

4.5.

II. 2. Insurance density = premium holder/total population*100

The value for India is 33.2, the value for Asia is 154.6, and the value for World

is 330.6

These figures show that insurance in India still in infant stage there is great

headroom to insurance sector in India.

Compared to developed and industrialized countries, India is at the lower end

of the spectrum when it comes to penetration of the market. However has a

young demographic profile; nearly two thirds of the population is under 30. Yet

about 10 percent of the population is above 60. This portion is expected to risesharply. By 2030, the Indian population is expected to rise sharply. By 2030,

the Indian population is expected to stabilize at 1.1 billion, about 20 percent of

which will be over 60. Therefore, a great potential for the insurance industry

lies in providing support for this segment of the populace i.e. over 220 million

senior citizens.

While LIC is the is the sole operator in the public sector, the following is the

list of private companies in the Life Insurance Sector in India


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LIFE INSURERS COMPANIES IN INDIA:-

ICICI Prudential Life Insurance, HDFC Standard Life, SBI Life Insurance,

Birla Sun life, Bajaj Allianz Life, Aviva Life Insurance, Kotak Mahindra Life

Insurance, Tata AIG Life, Reliance Life Insurance Company Limited (formerly

known as AMP Sanmar LIC), ING Vyasya Life Insurance, MetLife India Life

Insurance, Max New York Life Insurance, Shriram Life Insurance, Bharti AXA

Life Insurance Company Limited

Life insurance sector in the red in 2007-08

Profits (losses) of life insurance cos

2007-08

cr

2006-07

cr

Birla sun life -445 -140

ICICI prudential -1395 -694

ING vysya -191 -178

HDFC standard -244 -126

Max new York life -257 -60

Reliance life -768 -315

Bajaj Allianz -297 -72

SBI life -34 4

Kotak Mahindra -72 -110Tata AIG -339 -72

Metlife 21 -12

AVIVA -202 -132

Sahara 3 -1

Shriram life 5 10

Bharti AXA -242 -80

LIC 845 774

Future generali -30 -3

IDBI fortis -26 _

Total -3600 -1162

The life insurance sector in the country is in the red, going by the figures

released by the Insurance Regulatory and Development Authority in it annual

report for 2007-08.The largest losses were posted by ICICI-Prudential Life

Insurance at Rs 1,395 crore and Reliance Life at Rs 768 crore during 2007-

08.The public sector giant, LIC managed to post a modest growth in profits at

Rs 845 crore in 2007-08 compared with Rs 774 crore in 2006-07.


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The general insurance sector fared better than the life sector, although profits

were down by 80 per cent for the private sector players. Profits of 10 private

players were down to Rs 44 crore in 2007-08 compared with 228 crore in 2006-

07. The biggest loss among private players as well as the industry was posted

by Reliance General Insurance at Rs 165 crore. The four public sector

insurance companies saw their combined profits come down by about 24 per

cent to Rs 2,205 crore. While three of them saw their profits declining, United

India Insurance managed to buck the trend and post a 19 per cent growth in

profits during 2007-08

Even though 2007-08 is bad experience to many private insurance companies,2008-09 is giving good results for many companies noted profits and running

in good progress.

3.2 Company profile

Bajaj Allianz Life Insurance Company Limited is a Union commit Between

Bajaj Auto Limited, an of the largest 2 - & - 3 wheeler manufacturers in the

world and Allianz AG, world largest life insurance (formerly Allianz Bajaj Life

Insurance Company Limited).

Allianz SE is a prominent world-wide conglomerate insurance and one of the

largest asset managers in the world, the management of active to value of more

than a Trillion Euro (more than R. 55,00000 cores). Allianz SE has more than

115 year of the financial experience in more than 70 countries. Bajaj Car is one

of the most familiar name is Indian car for more than 55 year. On Bajaj

Allianz customer joy is our guide. See to world-class solutions through the

offering of adapted products with transparent advantages, supported by the best

technology is the philosophy of Bajaj Allianz.


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Unmatched flexibility to meet changing lifestyle and insurance

requirements.

Bajaj Allianz new unit gain super

Insure fully and get MAX allocation along with a host of additional benefits to

choose from a flexible unit linked plan that allows partial & full withdrawal

after 3 years.

Additional benefits:

UL Accidental Death Benefit and UL Disability Benefit.

UL Critical Illness Benefit and UL Hospital Cash Benefit.

4 funds to choose from & flexibility to pay top-up any time

New unit gain/ fortune plus

Fortune plus have formulated as a unique combination of protection and

prospective of attractive returns with investment in various mix of securities to

make a perfect plan.

Some of the key features of this plan

Guaranteed life cover, with a flexibility to insurance cover according to

client needs

More than 100% allocation after first 10 years of company association

Flexibility of with drawls (partial or full)

Get maturity value equal to the fund value at the time of maturity or in

periodic installment spread over a maximum period of 5 years

Option to increase or decrease customer regular premium to get a

portfolio that suits to their needs

A host of optional additional benefits, which ensures enhanced

assurance to customer family.

Opportunity to make additional investments

Flexibility to switch money from one fund to other to manage

investment better.


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Chapter -4DATA ANALYSIS AND

INTERPRETATION


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Frequency analysis:- Table 1:-importance of basic characteristics

most important important neutral unimportant

communication skill 42 8

Network 27 20 3

soft skills 28 17 4 1

Confidence 37 13

Hardworking 29 19 2

Experience 21 20 7 2

Above table shows that importance of each characteristic using likert scale

given by insurance consultants of the Bajaj Allianz. This is just their

psychological importance which may not give same importance in real life

practice. Even though they are not having those skills this likert scale

presenting their mental importance to acquire each.

From the above table it is obvious to find that communication skill is most

important among all and next is confidence of the consultant.

Ranking of the each characteristic was given by using data from table

1. Communication skill

2. Confidence

3. Hardworking

4. Network

5. Soft skills

6. Experience


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Insurance consultants who have good communication skills and doing hard

work would have successful career than other because communicational skill

can bring confidence and can increases the net work so those will succeed

irrespective of experience thats way experienced ranked least even though it is

important in insurance sector.

4.2. Percentage of the differentFactors which keeping away from success

Table 2:-Factors which keeping away from success

This table explains the frequency and percent of each variable which affecting

negatively the performance of the insurance consultant. From the table it found

that nearly 60 percent of the insurance consultant performance badly affected

by two variables is lack of communication skills and lack of network.

There are only 20% people dont have any drawback and remaining 80%

people have at least one drawback so it is better to continue training classes on

developing communication skill along with product knowledge this ultimately

leads to increase their network.

9 18.0 18.0 18.0

16 32.0 32.0 50.0

4 8.0 8.0 58.0

5 10.0 10.0 68.0

4 8.0 8.0 76.0

10 20.0 20.0 96.02 4.0 4.0 100.0

50 100.0 100.0

50 100.0

lack of

communication

skills

lack of network

lack of

confidance

lack of efforts

lack of knoledge

not applicablemore than one

Total

Valid

Total

Frequency Percent

Valid

Percent

Cumulative

Percent

keeping away from success


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Cross tabulation:-

4.3. Comparison between salary of consultant with his/her qualification.

Table 3:-cross tabulation between qualification and salary of consultant

The above table represents the range of salary with respect to the qualification

of the insurance consultant. Most of the consultants has completed their

graduation in BA, BBA, Bcom AND Mcom.

People from science and technology back ground are not preferring to work as

a consultant or sales manager they have other opportunities so from this we can

deduct that people who dont has better other opportunities are only preferring

to work as consultant, this field still suffering to attract other higher educated

people.

Count

1 1 2

6 7 13

1 1 1 3

1 3 5 9

8 9 2 19

1 3 4

2 21 23 4 50

btech or

BE

bcom or

BBA

Bsc

BA

PG

+2

highest

qualification

Total

less than

1 lac 1 to 2 2 to 3 3 to 4

salary or commission for last year

Total

highest qualification * salary or commission for last year Crosstabulation


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Frequencies

4.4 Measuring the achieved skills of consultants in Bajaj Allianz

Table 4:- The level of capacities achieved by consultant for eachcharacteristic.

Interpretation of the table

This table explains the level of capacities of characteristic like learning

capacity, emotional intelligence, intelligent quotient, convincing power and

degree of satisfaction in terms of percentages.100 is the complete achievement

of the characteristic, and through this we can measure the level of their

achievement hope to improve.

Percentage 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

learning

capacity 0 0 0 2 4 4 4 15 13 8

emotional

intelligence 0 1 3 0 2 7 8 13 9 7

intelligent

quotient 0 0 1 3 5 9 9 8 7 8

convincing

power 1 0 1 6 2 3 6 6 14 11

degree of

satisfaction 0 0 0 0 4 1 3 14 10 18

total 1 1 5 11 17 24 30 56 53 52

average 0.2 0.2 1 2.2 3.4 4.8 6 11.2 10.6 10.4


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In the first row there are values with an interval of 10 up to 100, complete

achievement of any characteristic showed as 100 percent 10 percent shows

1/10th

of their actual capacity there is a scope to improve nine times

accordingly remaining values.

In last row representing the average number of the sample falling under its

respective percentages, by observing it last three columns there are 32 people

achieved up to 80 to 100 percent of each characteristic.

Degree of satisfaction has more number of consultants than other this shows

most of the employees of bajaj Allianz are satisfied very well and next big

value is convincing power this shows people who have more convincing power

also have more satisfaction levels.

Average of the last column is 10 is approximately 20 percent of the sample and

also equal number people achieved completeness in learning capacity and

intelligent quotient because generally people who have more learning capacity

also have good intelligent quotient.

Among all most of all little bit suffering to achieve completeness in emotional

intelligence if company concentrating on to improve it this definitely helpful to

consultants to increase their performance.

The scope of improvement in capacities of the insurance consultant less than

expected through training because more than 75 percent people are already

agreed they achieved more 70 percent of their actual capacity so there is only

1/4th people only have scope to improve nearly double of their present

performance.


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4.5 Correlation: relationship among variables

1.000 -.014 .244 -.156 .226 .041 .303* .065 -.028 .088 -.128

-.014 1.000 .017 .026 -.075 .128 -.137 .165 .093 .247 .093

.244 .017 1.000 .016 .476** .235 .400** .018 -.195 -.290* .245

-.156 .026 .016 1.000 -.004 -.104 .063 .048 -.029 -.093 .003

.226 -.075 .476** -.004 1.000 .222 .394** .015 -.222 .051 .262

.041 .128 .235 -.104 .222 1.000 .756** -.097 -.311* -.037 -.162

.303* -.137 .400** .063 .394** .756** 1.000 .037 -.209 -.107 -.013

.065 .165 .018 .048 .015 -.097 .037 1.000 -.010 .106 .100

-.028 .093 -.195 -.029 -.222 -.311* -.209 -.010 1.000 .088 -.030

.088 .247 -.290* -.093 .051 -.037 -.107 .106 .088 1.000 -.030

-.128 .093 .245 .003 .262 -.162 -.013 .100 -.030 -.030 1.000

. .920 .087 .278 .115 .778 .033 .653 .847 .545 .374

.920 . .907 .857 .603 .374 .343 .252 .521 .083 .520

.087 .907 . .911 .000 .100 .004 .900 .174 .041 .087

.278 .857 .911 . .980 .472 .665 .742 .843 .521 .981

.115 .603 .000 .980 . .122 .005 .920 .121 .727 .066

.778 .374 .100 .472 .122 . .000 .503 .028 .800 .260

.033 .343 .004 .665 .005 .000 . .797 .145 .458 .928

.653 .252 .900 .742 .920 .503 .797 . .945 .464 .490

.847 .521 .174 .843 .121 .028 .145 .945 . .541 .834

.545 .083 .041 .521 .727 .800 .458 .464 .541 . .834

.374 .520 .087 .981 .066 .260 .928 .490 .834 .834 .

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

number of

calls per d

net work

flexible

working ho

highestqualificatio

wealthmaximisati

convincing

power

emotional

intelligent

quotient

market upand statisti

analysis

confidence

experience

backgroun

number ofcalls per d

net work

flexibleworking ho

highestqualificatio

wealth

maximisati

convincing

power

emotional

intelligentquotient

market upand statisti

analysis

confidence

experience

backgroun

number of

calls per d

net work

flexible

working ho

highestqualificatio

wealth

maximisati

convincing

power

emotionalintelligent

quotient

market up

and statisti

analysis

confidence

experience

backgroun

Pearson

Correlatio

Sig.(2-tailed)

N

umber ocalls per

day net work

flexibleworking

hours

highest

ualification

wealth

aximisatio

onvincing

power

motionalintelligent

quotient

market

updateand

tatistical

analysis onfidenc xperienceackground

Correlations

Correlation is significant at the 0.05 level (2-tailed).*.

Correlation is significant at the 0.01 level (2-tailed).**.


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Table of correlation was placed in annexure due to its big size.

The values in the correlation table are standardized and ranging from 0 to 1.

Variables ranging from 0.73 to 0.95 are highly correlated.

Number of calls per day 0.92 correlated with building network.

Flexible working hours 0.9 correlated with network.

Educational qualification 0.85 correlated with building network.

So from the above correlation values building network is directly related to

number calls dialed by consultant, flexible working hours provided by

company and educational qualification of insurance consultant.

Educational qualification is 0.91 directly related with flexible working hours

Educational qualification is 0.98 directly related with wealth maximization of

the company. This shows that people who have higher qualification are

preferred work in insurance sector when there is a flexible working system and

also they try to work on long term wealth maximization not on short term

profits.

Statistical analysis and market update have 0.946 correlations with confidence

Statistical analysis and market update have 0.92 correlations with wealth

maximization.

Statistical analysis and market update have 0.968 correlations with mode of

communication with client.

From the above relations one can deduct that people who are doing regular

update and market analysis are more confident than others and they can create

more wealth to the company. Back ground of consultant means he/she from

rural or urban can determine the some of the aspects like emotional quotient

0.93, availability to the client in the time of need have 0.92 correlation with

back ground of the consultant.


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Convincing power and communication skill have a good positive correlation

0.938 this shows that obviously people who have good communication skills

can easily convince the clients than others.

One way- ANOVA analysis

4.6 Gender can decide the salary range of the insurance consultant

Table 5 :-significance of gender on salary.

Input

Independent variable: gender (nominal)

Dependent variable: salary (interval)

Null Hypothesis

Gender cant decide the salary range of the insurance consultant

The null hypothesis for this problem can be expressed as

H0 D1=D2; Where D1,D2 are the gender 1 for male,2 for female

Our group tested at 95% confidence level whether any of the above mentioned

nominal variables is being decides the salary range of the insurance consultant.

Analysis of out put

From the out table of one-way ANOVA, in the last column the significance of

the F-test is found to be 0.017. This indicates that at a confidence level of 95

percent. The F-test proves the model is significant. In other words the gender

2.738 1 2.738 6.130 .017

21.442 48 .447

24.180 49

Between

Groups

Within

Groups

Total

salary or

commission

for last year

Sum of

Squares df

Mean

Square F Sig.

ANOVA


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can decide the salary range of the insurance consultant. So our null hypothesis

is rejected.

4.7 Qualification can also decide the salary range of the insurance

consultant

Table 6:-significance of qualification on salary

Input

Independent variable: qualification (nominal)

Dependent variable: salary (interval)

Null Hypothesis

Qualification cant decide the salary range of the insurance consultant.

The null hypothesis for this problem can be expressed as

H0 D1=D2; Where D1,D2 are the scale of the qualification.

Our group tested at 95% confidence level whether any of the above mentioned

nominal variables is being decides the salary range of the insurance consultant.

Analysis of out put

From the out table of one-way ANOVA, in the last column the significance of

the F-test is found to be 0.044. This indicates that at a confidence level of 95.6

percent. The F-test proves the model is significant. In other words qualification

can also decide the salary range of the insurance consultant. So the null

hypothesis is rejected.

5.372 5 1.074 2.513 .044

18.808 44 .427

24.180 49

Between

Groups

WithinGroups

Total

salary or

commission

for last year

Sum of

Squares df

Mean

Square F Sig.

ANOVA


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4.8 Family size of the consultant is trouble to quit the job or exchange to

other job

Table 7:-significance of experience with size of the consultant family.

Experience as insurance consultant or sales manager * size of the family

1 1 2

50.0% 50.0% 100.0%

4 10 2 16

25.0% 62.5% 12.5% 100.0%

1 13 14

7.1% 92.9% 100.0%

6 5 1 12

50.0% 41.7% 8.3% 100.0%

2 4 6

33.3% 66.7% 100.0%

14 32 4 50

28.0% 64.0% 8.0% 100.0%

Count

% within

experience

as ic or sm

Count

% within

experience

as ic or sm

Count

% within

experience

as ic or sm

Count

% within

experience

as ic or sm

Count% within

experience

as ic or sm

Count

% within

experience

as ic or sm

below one

year

1 to 3

years

3 to 5

years

5 to 10

years

more than10 years

experience

as ic or sm

Total

1 to 3 4 to 6

more than

7

size of the family

Total

Crosstab

15.173a

8 .056

15.945 8 .043

1.973 1 .160

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.Sig.

(2-sided)

Chi-Square Tests

12 cells (80.0%) have expected count less than

5. The minimum expected count is .16.

a.


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This test can link what insurance consultants size of the family with his /her

experience in field.

Input data:-

This test is attempting to find out the relationship between independent variable

(size of the family) and dependent variable (experience).

Null hypothesis

Family size of the consultant is never trouble to quit the job or exchange to

other job.

Explanation of output:-

The value of the pearson chi-square test clearly states that there is a significant

relationship between dependent and independent variable.

The chi-square test is carried out at a 90 percent confidence level (equivalent to

100-90 divided by 100 or 0.1 significant level which is more than obtained

significance 0.056).

There is 94.4 percent significance between the variables Family size of the

consultant is causing trouble to his/her profession to quit the job or exchange to

other job so the null hypothesis is rejected. That means consultants from big

family have lower experience than people from medium size families if

company want to recruit a employees for longer use seeing their family size

also will be a clue to estimate their adaptability.

From the table we can see that people have a family size 4 to 6 will have on

average of 3 to 5 years experience in this field in particular company. people

from smaller families are also have more experience than all.


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4.9 Salary of the insurance consultant depending on the their experience

Table 8 :-significance of experience on salary

This test can link insurance consultants salary with his /her experience in the

field.

Null hypothesis

Salary of the insurance consultant doesnt depending on the their experience

Input data:-


(experience) and dependent variable (salary).

2 2

100.0% 100.0%

2 10 4 16

12.5% 62.5% 25.0% 100.0%

4 9 1 14

28.6% 64.3% 7.1% 100.0%

5 6 1 12

41.7% 50.0% 8.3% 100.0%

4 2 6

66.7% 33.3% 100.0%

2 21 23 4 50

4.0% 42.0% 46.0% 8.0% 100.0%

Count

% within

experience

as ic or sm

Count

% within

experience

as ic or smCount

% within

experience

as ic or sm

Count

% within

experience

as ic or sm

Count

% within

experience

as ic or smCount

% within

experience

as ic or sm

below one

year

1 to 3

years

3 to 5

years

5 to 10

years

more than

10 years

experience

as ic or sm

Total

less than

1 lac 1 to 2 2 to 3 3 to 4

salary or commission for last year

Total

experience as ic or sm * salary or commission for last year Crosstabulation


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There is 94.8 percent significance between the variables, by the experience

insurance consultants are earning more that means Salary of the insurance

consultant depending on the their experience so the null hypothesis is

rejected.

20.913

a

12 .052

23.495 12 .024

13.151 1 .000

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.

Sig.

(2-sided)

Chi-Square Tests



a.


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Chi-square test:-

4.10 Null hypothesis

There is no significant relationship between salary of consultant and their

perception on customer satisfaction.

Input data:-


(customer satisfaction) and dependent variable (salary or commission).

Customer satisfaction * good package

Table 9 :-significance of customer satisfaction on good package



relation ship between dependent and independent variable.



significance 0.061) so the null hypothesis is rejected.

20.311a

12 .061

16.955 12 .151

4.279 1 .039

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.

Sig.

(2-sided)

Chi-Square Tests



a.


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From this explanation it can be deducted that insurance consultants who are

much concern about customer satisfaction could earn more than other

consultants.

4.11 Training given by the Bajaj Allianz Company motivating the

employees

Null hypothesis

Training given by Bajaj Allianz Company shouldnt motivating the employees

to improve customer satisfaction approach.

Input data:-


(customer satisfaction) and dependent variable (training).

Table 10:- significance customer satisfaction with training

Customer satisfaction * number of hours attending for training per month




21.099a

12 .049

17.900 12 .119

.719 1 .397

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.

Sig.

(2-sided)

Chi-Square Tests

18 cells (90.0%) have expected count less than5. The minimum expected count is .20.

a.


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There is a 95.1 percent significance between the variables so the null

hypothesis is rejected.

From this explanation it can be deducted that insurance consultants who

undergone through more Training given by the Bajaj Allianz Company

motivating the employees to improve their customer satisfaction approach.

4.12 Find out the relationship between customer satisfaction and flexible

working hours.

Null hypothesis

Flexible working hours provided by the Bajaj Allianz Company to the

insurance consultants and sales managers shouldnt motivating them to

improve their customer satisfaction approach.

Input data:-


(customer satisfaction) and dependent variable (flexible working hours).


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Table 11:-significance of customer satisfaction with flexible working

hours.

Customer satisfaction * flexible working hours







There is 97.1 percent significance between the variables so the null hypothesis

is rejected.

From this explanation it can be deducted that flexible working hours provided

by the Bajaj Allianz Company to the insurance consultants and sales managers

should motivating them to improve their customer satisfaction approach.

26.921a

15 .029

27.607 15 .024

4.044 1 .044

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.

Sig.

(2-sided)

Chi-Square Tests



a.


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4.13 flexible working system to insurance consultants was boosting its

wealth maximization.

Null hypothesis

An insurance company like Bajaj Allianzs flexible working system to

insurance consultants was not boosting its wealth maximization.

Input data:-


(wealth maximization) and dependent variable (flexible working hours).

Table 12:- Relation between wealth maximization and flexible working

hours

Wealth maximization * flexible working hours







50.252a

25 .002

43.577 25 .012

11.084 1 .001

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.

Sig.

(2-sided)

Chi-Square Tests

34 cells (94.4%) have expected count less than5. The minimum expected count is .02.

a.


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There is 99.8 percent significance between the variables so the null hypothesis

is rejected.

From this explanation it can be deducted that An insurance company like Bajaj

Allianzs flexible working system to insurance consultants was boosting its

wealth maximization.

4.14 Consultant intension to earn commission affecting their performance

(earned commission)

Null hypothesis

Consultant intension to earn commission doesnt affect their performance

(earned commission).

Input data:-


(intension to earn commission) and dependent variable (earned commission).

Table 13:- what insurance consultants earned and their intension to earn.

getting more commission * salary or commission for last year

This test can link what insurance consultants earned and their intension levels

to get more commission.

21.484a

12 .044

17.327 12 .138

2.449 1 .118

50

Pearson

Chi-Square

Likelihood Ratio

Linear-by-Linear

Association

N of Valid Cases

Value df

Asymp.

Sig.

(2-sided)

Chi-Square Tests



a.


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There is 95.6 percent significance between the variables. Consultant intension

to earn commission affecting their performance (earned commission) so the

null hypothesis is rejected.


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Cluster analysis:-

4.15 Identification of the different set of insurance consultants in Bajaj

Allianz based on their characteristics and performance

Table 14:-Different clusters of insurance consultants in Bajaj Allianz

Clusters 1 2 3 4

find out the clients 2 1 2 2

getting more commission 4 7 4 7

customer satisfaction 7 6 6 6

good package 7 6 1 6

Number of hrs attending for

training in a month

1 1 2 4

network 2 2 2 1

hard working 1 1 3 2

experience 1 1 4 2

performance 1 1 2 1

By observing the table there is no much difference in values of each cluster this

shows that most of the insurance clusters are roughly with same attitude, but

when we look into data there are four clusters that means based their response

we can divide them into four different categories.

Cluster 1

The person belong to this cluster are highly concern for their clients and giving

more importance to their satisfaction and also getting commission is less

important than customer satisfaction. This cluster people are hard workers and

believing that experience is most important to succeed in insurance field, may

be because these people believe in practical experience they tempted to haveless attendance in company training classes.


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Cluster 2

This cluster of individuals use mostly cold calling strategy, they will give more

preference to get more commission than customer satisfaction even though they

are not bad at that. Performance of this cluster is satisfactory but not up to the

mark.

Cluster 3

The performance of this group not up to the mark even though they are giving

less importance to get more commission than customer satisfaction because

they are not hard workers. These groups of people are mostly using direct

contacts and references to find out the clients. For them this is not a core

business activity, it is a part time earning activity for them.

Cluster 4

People belong to this cluster are moderately hard workers .they are much

importance to improve their customer base through direct contacts. They give

preference to commission as well as customer satisfaction. This people will all

attend all the training programs conducted by company. This group of people

have good track record.


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44

Factor Analysis

4.16 Find out the important factors among all variables which are

affecting the productivity of consultant

Table 15:-important factors which are affecting productivity of consultant

2.015 25.187 25.187 2.015 25.187 25.187 1.786 22.326 22.326

1.459 18.240 43.427 1.459 18.240 43.427 1.598 19.972 42.298

1.283 16.038 59.465 1.283 16.038 59.465 1.373 17.168 59.465

.933 11.658 71.124

.776 9.694 80.818

.579 7.241 88.058

.513 6.409 94.467

.443 5.533 100.000

Compon1

2

3

4

5

6

7

8

Total

% of

ariance

umulativ

% Total

% of

ariance

umulativ

% Total

% of

ariance

umulativ

%

Initial Eigenvalues tion Sums of Squared Lo ion Sums of Squared Loa

Total Variance Explained

Extraction Method: Principal Component Analysis.


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The output factor analysis is obtained by requesting principal component

analysis and specifying the rotation. As evident from the above table, we find

that the three factors extracted together account for 59.46 % of the total

variance hence we have reduced number of variables from 8 to 3 underlying

factors.

The variables; flexible working hours and wealth maximization have loading of

0.80 and 0.844 on factor 1.This suggests that the factor is combination of these

two variables therefore this factor can be interpreted as Freedom to work.

The variables; company marketing strategies and customer satisfaction on

factor 2. This suggests that the factor is combination of these two variables

therefore this factor can be interpreted as Customer focused services.

2.536E-03 .696 -.130

-.135 -.373 .772

.549 .507 .242

.127 .213 .774

.209 .557 .315

.234 -.594 5.842E-02

.800 -8.98E-02 -6.01E-03

.844 -1.87E-02 -3.11E-03

companys

Marketing

Strategies and

EmployeesPerformance

getting more

commission

customer

satisfaction

incentives and

commission

good package

number of

hours

attending for

traing per

month

flexible

working hours

wealth

maximisation

1 2 3

Component

Rotated Component Matrix a

Extraction Method: Principal Component Analysis.

Rotation Method: Varimax with Kaiser Normalization.

Rotation converged in 6 iterations.a.


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The variables; commission and incentives on factor 3. This suggests that the

factor is combination of these two variables therefore this factor can be

interpreted as Good payments to consultants.

Total eight variables are reduced to three variables named as freedom to work,

customer focused services and good payments to consultants.

If company concentrates mainly on innovative customer oriented products

along with better payments through commission or incentives to the insurance

consultants and also giving flexible working hours to work these three together

can improve the nearly 60% of company performance.


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Chapter- 5

FINDING AND CONCLUSIONS


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Findings

1) Building network is directly related to the number of calls dialed by

consultant, flexible working hours and educational qualification of

insurance consultant.

2) People who have higher qualification are preferred to work in insurance

sector when there is a flexible working system and also they try to work

for wealth maximization basis not on profits basis.

3) People who are updating and analyzing market are more confident than

others and they can create more wealth to the company.

4) Consultants who have good communication skills are also have great

convincing power than others clients.

5) Gender and qualification can decide the salary range of the insurance

consultant.

6) Most of the consultants have completed their graduation in BA, BBA,

Bcom and Mcom. People from science and technology back ground are

not preferring to work as a consultant or sales manager, people who

dont has better other opportunities are only preferring to work as

consultant, this field still suffering to attract other higher educated

people.

7) Insurance consultants who are much concern about customer satisfaction

could earn more than other consultants.

8) Insurance consultants who undergone through more Training given by

the Bajaj Allianz Company motivating the employees to improve their

customer satisfaction approaches.


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9) Flexible working hours provided by the Bajaj Allianz Company to the

insurance consultants and sales managers motivating them to improve

their customer satisfaction approach.

10)Consultant intention to earn more commission affecting their

performance (earned commission)

11)Nearly 60 percent of the insurance consultant performance badly

affected by two variables is lack of communication skills and lack of

network. There are only 20% people without having any drawback and

remaining 80% people have at least one drawback.

12)By getting experience insurance consultants earnings also increasing so

salary of the insurance consultant depending on the their experience.

13)Most of the employees of Bajaj Allianz are satisfied very well and their

convincing power also well this shows that people who have more

convincing power also have more satisfaction levels with their working

company.

14)Approximately 20 percent of the sample and also equal number people

achieved completeness in learning capacity and intelligent quotient

because generally people who have more learning capacity also have

good intelligent quotient.

15)Among all most of them are difficult to achieve completeness in

emotional intelligence if company concentrating on it, this willdefinitely helpful to consultants to increase their performance.

16)The scope of the insurance consultant improvement is less than expected

through training because more than 75 percent people have already

agreed they achieved more than 70 percent of their actual capacity so

there is only 1/4th

of people only have scope to improve nearly double to

their present performance.


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17)Communication skill is most important among all and next important

skill is confidence of the consultant these can create the trust worthy to

the client.

18)Importance of the each characteristic was ranked as follows by the

insurance consultant.

1. Communication skill

2. Confidence

3. Hardworking

4. Network

5. Soft skills

6. Experience

19)Insurance consultants who have good communication skills and doing

hard work would have successful career than other because

communicational skill can build confidence and it can increases the net

work so those only will succeed irrespective of experience thats way

experienced ranked least even though it is important in insurance sector.

20)An insurance company like Bajaj Allianzs flexible working system to

insurance consultants will boost its wealth maximization.

21)Mainly three factors are influencing the 60 percent productivity of both

company and insurance consultant

a) Flexible working hours and wealth maximization are comes under

factor 1 named as Freedom to work.

b) Company marketing strategies and customer satisfaction are comes

under factor 2 named as Customer focused services.

c) Commission and incentives are comes under factor 3 named as Good

payments to consultants.


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CONCLUSION

A study on productivity of insurance consultant and the reasons there off had

given an insight on the employees of insurance company and the training given

to them. My basic objective was to make the insurance consultants productivity

analysis and find out the ways to develop their productivity. I could come to

know that there are around 21 life insurance companies till date. These

insurance companies have several plans which fulfill the needs of the

customers. So there is a huge competition among the companies and the

consultants in this competitive world innovative approach is must and should.

This research can suggest the company as well as consultant where to

concentrate more to increase productivity levels.

Nature of work existing in the insurance industry, the kind of deadlines

for sales managers under whom insurance consultants are working have

to meet, the kind of pressure and levels of stress which they work under

and the kind of recognitions given to them after they meet or exceed

their targets.

There is a greater scope to improve insurance consultant productivity

through training and motivation.

Work life satisfaction is very important both financially and non-

financially to sustain in the field for long time.

Interactions with consultants during surveys helped me to enhance my

marketing skills and communication skills.


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Chapter- 6

SUGGESTIONS AND

RECOMMENDATION


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payment for senior consultants, so in order to attract more consultants

and keeping them for long time it is recommended that company have to

fulfill those.

Bajaj Allianz nearly showing optimal performance at its best, it has

good computerized network and quick performance feedback to improve

the competitiveness among the consultants. Including direct selling it

has to adopting new strategies like bancassurance, shopassurance and

telemarketing..etc. also can fit well. it is recommended that company

must have innovative customized products and marketing channel to

increase its capacity as it now always.


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Bibliography

I. Narayanan H.Indian insurance a profile. Jaico publishing house, 2006.

II. Pandy.Risk management and insurance. Himalaya publications, 2007.

III. Bhargava. insurance theory and practice. Pearl book publications, 2001.

IV. Anonymous financial reports of life insurance companies for the year

2008-2009, www.irda.org, last accessed on 21-09-2009.

V. Anonymous, financial performance and various products provided by

Bajaj Allianz Life Insuance Co. Ltd,

http://www.bajajallianzlife.co.in/products.asp, last accessed 30-09-2009.

VI. Anonymous, http://www.thehindubusinessline.com, accessed on 27-07-

2009.

VII. Anonymous, information regarding insurance consultants of by Bajaj

Allianz Life Insuance Co. Ltd, http://solapur.olx.in/insurance-

consultant-of-bajaj-allianz-life-insurance-co-iid.

http://www.insurancemall.in/I-Opener/?tag=/bajaj+allianz+life+insurance

http://www.blonnet.com/2009/08/08/stories/2009080850331700.htm


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Chapter- 8

APPENDICES


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Appendix-1 table of correlation

1.000 -.014 .244 -.156 .226 .041 .303* .065 -.028 .088 -.128

-.014 1.000 .017 .026 -.075 .128 -.137 .165 .093 .247 .093

.244 .017 1.000 .016 .476** .235 .400** .018 -.195 -.290* .245

-.156 .026 .016 1.000 -.004 -.104 .063 .048 -.029 -.093 .003

.226 -.075 .476** -.004 1.000 .222 .394** .015 -.222 .051 .262

.041 .128 .235 -.104 .222 1.000 .756** -.097 -.311* -.037 -.162

.303* -.137 .400** .063 .394** .756** 1.000 .037 -.209 -.107 -.013

.065 .165 .018 .048 .015 -.097 .037 1.000 -.010 .106 .100

-.028 .093 -.195 -.029 -.222 -.311* -.209 -.010 1.000 .088 -.030

.088 .247 -.290* -.093 .051 -.037 -.107 .106 .088 1.000 -.030

-.128 .093 .245 .003 .262 -.162 -.013 .100 -.030 -.030 1.000

. .920 .087 .278 .115 .778 .033 .653 .847 .545 .374

.920 . .907 .857 .603 .374 .343 .252 .521 .083 .520

.087 .907 . .911 .000 .100 .004 .900 .174 .041 .087

.278 .857 .911 . .980 .472 .665 .742 .843 .521 .981

.115 .603 .000 .980 . .122 .005 .920 .121 .727 .066

.778 .374 .100 .472 .122 . .000 .503 .028 .800 .260

.033 .343 .004 .665 .005 .000 . .797 .145 .458 .928

.653 .252 .900 .742 .920 .503 .797 . .945 .464 .490

.847 .521 .174 .843 .121 .028 .145 .945 . .541 .834

.545 .083 .041 .521 .727 .800 .458 .464 .541 . .834

.374 .520 .087 .981 .066 .260 .928 .490 .834 .834 .

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

50 50 50 50 50 50 50 50 50 50 50

number of

calls per dnet work

flexible

working ho

highestqualificatio

wealthmaximisati

convincing

power

emotional

intelligent

quotient

market upand statist

analysis

confidence

experience

backgroun

number ofcalls per d

net work

flexibleworking ho

highestqualificatio

wealth

maximisati

convincing

power

emotional

intelligentquotient

market upand statist

analysis

confidence

experience

backgroun

number of

calls per d

net work

flexible

working ho

highest

qualificatio

wealth

maximisati

convincing

power

emotionalintelligent

quotient

market up

and statist

analysis

confidence

experience

backgroun

Pearson

Correlati

Sig.(2-tailed)

N

umber ocalls per

day net work

flexibleworking

hours

highest

ualification

wealth

aximisatio

onvincing

power

motionalntelligent

quotient

market

update

andtatistical

analysis onfidencexperienceackground

Correlations

Correlation is significant at the 0.05 level (2-tailed).*.

Correlation is significant at the 0.01 level (2-tailed).**.


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7. Please rate how exact the productivity of insurance consultant

means?

True false

Getting more commission 7 6 5 4 3 2 1

Customer satisfaction 7 6 5 4 3 2 1

Wealth maximization 7 6 5 4 3 2 1

Getting more polices 7 6 5 4 3 2 1

8. Please rate how important or unimportant the different types of

motivations in the organization?

Important unimportant

Incentives and commission 7 6 5 4 3 2 1

Good package 7 6 5 4 3 2 1

Training and motivating classes 7 6 5 4 3 2 1

Flexible working hours 7 6 5 4 3 2 1

9. What is keeping you away from being successful?

Lack of communication skills Lack of network lack

of confidence

Lack of affords Lack of knowledge


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10. Tick the corresponding block

Are you visiting company Branch on regular & Weekly basis asscheduled?[yes] [no ]

Are you Creating Prospecting List, their birthday List and Marriage

Anniversary List? [yes] [ no ]

Are you doing Market updates & statistical analysis [yes ] [no ]

Are you involving yourself in some social activities for welfare of People

around you? [yes] [ no]

Are you available to prospects & policyholders in times of need

[yes] [no ]

Do you Updating Policyholders new products available

[yes ] [no]

11. (100 marks are perfect score, out of 100 where you are):-

1. Learning capacity [ /100 ]

2. Convincing power [ /100 ]

3. Intelligent quotient [ /100 ]

4. Emotional intelligence [ /100 ]

5. Degree of satisfaction [ /100 ]


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12. (Please rate how important or unimportant each characteristic is):-

13 .General information about the insurance consultant

Name

gender

Area

qualification

Experience

Commission

No of policies you have

Family size

No of earners In family

Rural or urban (background)

Duration Of training

Are you Satisfied With This job

Most

important[1]

Important

[2]

Neither imp

Nor unimp[3]

Unimporta

nt[4]

Most

unimportant

[5]

Communication

skills

Net work

Soft skills

Confidence

Hardworking

Experience


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Open ended questionnaire for unstructured interview:-

1. Please explain what type of training this company given to you?

2. What is the structure of your company training?

3. What kind of development did you noticed after training?

4. Where you are poor and why?

5. What you need most for your productivity?

6. Are you ready to expertise?

7. In your point of view what is innovative way of convincing the clients?

8. How can you convince the clients?

9. What kind of external support you need for good productivity?

2007 version of yesu project

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