Sunday, December 27, 2009
Wednesday, December 9, 2009
Mutual Fund
Mutual fund
Mutual funds can give investors access to emerging markets
A mutual fund is a professionally managed type of collective investment scheme that pools money from many investors and invests it in stocks, bonds, short-term money market instruments, and/or other securities. The mutual fund will have a fund manager that trades the pooled money on a regular basis. As of early 2008, the worldwide value of all mutual funds totals more than $26 trillion.
Since 1940, there have been three basic types of investment companies in the United States: open-end funds, also known in the US as mutual funds; unit investment trusts (UITs); and closed-end funds. Similar funds also operate in Canada. However, in the rest of the world, mutual fund is used as a generic term for various types of collective investment vehicles, such as unit trusts, open-ended investment companies (OEICs), unitized insurance funds, and undertakings for collective investments in transferable securities (UCITS).
History
Massachusetts Investors Trust (now MFS Investment Management) was founded on March 21, 1924, and, after one year, it had 200 shareholders and $392,000 in assets. The entire industry, which included a few closed-end funds represented less than $10 million in 1924.
The stock market crash of 1929 hindered the growth of mutual funds. In response to the stock market crash, Congress passed the Securities Act of 1933 and the Securities Exchange Act of 1934. These laws require that a fund be registered with the Securities and Exchange Commission (SEC) and provide prospective investors with a prospectus that contains required disclosures about the fund, the securities themselves, and fund manager. The SEC helped draft the Investment Company Act of 1940, which sets forth the guidelines with which all SEC-registered funds today must comply.
With renewed confidence in the stock market, mutual funds began to blossom. By the end of the 1960s, there were approximately 270 funds with $48 billion in assets. The first retail index fund, First Index Investment Trust, was formed in 1976 and headed by John Bogle, who conceptualized many of the key tenets of the industry in his 1951 senior thesis at Princeton University. It is now called the Vanguard 500 Index Fund and is one of the world's largest mutual funds, with more than $100 billion in assets.
A key factor in mutual-fund growth was the 1975 change in the Internal Revenue Code allowing individuals to open individual retirement accounts (IRAs). Even people already enrolled in corporate pension plans could contribute a limited amount (at the time, up to $2,000 a year). Mutual funds are now popular in employer-sponsored "defined-contribution" retirement plans such as (401(k)s) and 403(b)s as well as IRAs including Roth IRAs.
As of October 2007, there are 8,015 mutual funds that belong to the Investment Company Institute (ICI), a national trade association of investment companies in the United States, with combined assets of $12.356 trillion.
Usage
Since the Investment Company Act of 1940, a mutual fund is one of three basic types of investment companies available in the United States.
Mutual funds can invest in many kinds of securities. The most common are cash instruments, stock, and bonds, but there are hundreds of sub-categories. Stock funds, for instance, can invest primarily in the shares of a particular industry, such as technology or utilities. These are known as sector funds. Bond funds can vary according to risk (e.g., high-yield junk bonds or investment-grade corporate bonds), type of issuers (e.g., government agencies, corporations, or municipalities), or maturity of the bonds (short- or long-term). Both stock and bond funds can invest in primarily U.S. securities (domestic funds), both U.S. and foreign securities (global funds), or primarily foreign securities (international funds).
Most mutual funds' investment portfolios are continually adjusted under the supervision of a professional manager, who forecasts cash flows into and out of the fund by investors, as well as the future performance of investments appropriate for the fund and chooses those which he or she believes will most closely match the fund's stated investment objective. A mutual fund is administered under an advisory contract with a management company, which may hire or fire fund managers.
Mutual funds are subject to a special set of regulatory, accounting, and tax rules. In the U.S., unlike most other types of business entities, they are not taxed on their income as long as they distribute 90% of it to their shareholders and the funds meet certain diversification requirements in the Internal Revenue Code. Also, the type of income they earn is often unchanged as it passes through to the shareholders. Mutual fund distributions of tax-free municipal bond income are tax-free to the shareholder. Taxable distributions can be either ordinary income or capital gains, depending on how the fund earned those distributions. Net losses are not distributed or passed through to fund investors.
Net asset value
The net asset value, or NAV, is the current market value of a fund's holdings, less the fund's liabilities, usually expressed as a per-share amount. For most funds, the NAV is determined daily, after the close of trading on some specified financial exchange, but some funds update their NAV multiple times during the trading day. The public offering price, or POP, is the NAV plus a sales charge. Open-end funds sell shares at the POP and redeem shares at the NAV, and so process orders only after the NAV is determined. Closed-end funds (the shares of which are traded by investors) may trade at a higher or lower price than their NAV; this is known as a premium or discount, respectively. If a fund is divided into multiple classes of shares, each class will typically have its own NAV, reflecting differences in fees and expenses paid by the different classes.
Some mutual funds own securities which are not regularly traded on any formal exchange. These may be shares in very small or bankrupt companies; they may be derivatives; or they may be private investments in unregistered financial instruments (such as stock in a non-public company). In the absence of a public market for these securities, it is the responsibility of the fund manager to form an estimate of their value when computing the NAV. How much of a fund's assets may be invested in such securities is stated in the fund's prospectus.
Average Annual Return
US mutual funds use SEC form N-1A to report the average annual compounded rates of return for 1-year, 5-year and 10-year periods as the "average annual total return" for each fund. The following formula is used:
P(1+T)n = ERV
Where:
P = a hypothetical initial payment of $1,000.
T = average annual total return.
n = number of years.
ERV = ending redeemable value of a hypothetical $1,000 payment made at the beginning of the 1-, 5-, or 10-year periods at the end of the 1-, 5-, or 10-year periods (or fractional portion).
Turnover
Turnover is a measure of the fund's securities transactions, usually calculated over a year's time, and usually expressed as a percentage of net asset value.
This value is usually calculated as the value of all transactions (buying, selling) divided by 2 divided by the fund's total holdings; i.e., the fund counts one security sold and another one bought as one "turnover". Thus turnover measures the replacement of holdings.
In Canada, under NI 81-106 (required disclosure for investment funds) turnover ratio is calculated based on the lesser of purchases or sales divided by the average size of the portfolio (including cash).
Expenses and TER's
Mutual funds bear expenses similar to other companies. The fee structure of a mutual fund can be divided into two or three main components: management fee, nonmanagement expense, and 12b-1/non-12b-1 fees. All expenses are expressed as a percentage of the average daily net assets of the fund.
Management fees
The management fee for the fund is usually synonymous with the contractual investment advisory fee charged for the management of a fund's investments. However, as many fund companies include administrative fees in the advisory fee component, when attempting to compare the total management expenses of different funds, it is helpful to define management fee as equal to the contractual advisory fee + the contractual administrator fee. This "levels the playing field" when comparing management fee components across multiple funds.
Contractual advisory fees may be structured as "flat-rate" fees, i.e., a single fee charged to the fund, regardless of the asset size of the fund. However, many funds have contractual fees which include breakpoints, so that as the value of a fund's assets increases, the advisory fee paid decreases. Another way in which the advisory fees remain competitive is by structuring the fee so that it is based on the value of all of the assets of a group or a complex of funds rather than those of a single fund.
Non-management expenses
Apart from the management fee, there are certain non-management expenses which most funds must pay. Some of the more significant (in terms of amount) non-management expenses are: transfer agent expenses (this is usually the person you get on the other end of the phone line when you want to purchase/sell shares of a fund), custodian expense (the fund's assets are kept in custody by a bank which charges a custody fee), legal/audit expense, fund accounting expense, registration expense (the SEC charges a registration fee when funds file registration statements with it), board of directors/trustees expense (the disinterested members of the board who oversee the fund are usually paid a fee for their time spent at meetings), and printing and postage expense (incurred when printing and delivering shareholder reports).
12b-1/Non-12b-1 service fees
12b-1 service fees/shareholder servicing fees are contractual fees which a fund may charge to cover the marketing expenses of the fund. Non-12b-1 service fees are marketing/shareholder servicing fees which do not fall under SEC rule 12b-1. While funds do not have to charge the full contractual 12b-1 fee, they often do. When investing in a front-end load or no-load fund, the 12b-1 fees for the fund are usually .250% (or 25 basis points). The 12b-1 fees for back-end and level-load share classes are usually between 50 and 75 basis points but may be as much as 100 basis points. While funds are often marketed as "no-load" funds, this does not mean they do not charge a distribution expense through a different mechanism. It is expected that a fund listed on an online brokerage site will be paying for the "shelf-space" in a different manner even if not directly through a 12b-1 fee.
Investor fees and expenses
Fees and expenses borne by the investor vary based on the arrangement made with the investor's broker. Sales loads (or contingent deferred sales loads (CDSL)) are not included in the fund's total expense ratio (TER) because they do not pass through the statement of operations for the fund. Additionally, funds may charge early redemption fees to discourage investors from swapping money into and out of the fund quickly, which may force the fund to make bad trades to obtain the necessary liquidity. For example, Fidelity Diversified International Fund (FDIVX) charges a 1 percent fee on money removed from the fund in less than 30 days.
Brokerage commissions
An additional expense which does not pass through the statement of operations and cannot be controlled by the investor is brokerage commissions. Brokerage commissions are incorporated into the price of the fund and are reported usually 3 months after the fund's annual report in the statement of additional information. Brokerage commissions are directly related to portfolio turnover (portfolio turnover refers to the number of times the fund's assets are bought and sold over the course of a year). Usually the higher the rate of the portfolio turnover, the higher the brokerage commissions. The advisors of mutual fund companies are required to achieve "best execution" through brokerage arrangements so that the commissions charged to the fund will not be excessive.
Types of mutual funds
Open-end fund
The term mutual fund is the common name for what is classified as an open-end investment company by the SEC. Being open-ended means that, at the end of every day, the fund issues new shares to investors and buys back shares from investors wishing to leave the fund.
Mutual funds must be structured as corporations or trusts, such as business trusts, and any corporation or trust will be classified by the SEC as an investment company if it issues securities and primarily invests in non-government securities. An investment company will be classified by the SEC as an open-end investment company if they do not issue undivided interests in specified securities (the defining characteristic of unit investment trusts or UITs) and if they issue redeemable securities. Registered investment companies that are not UITs or open-end investment companies are closed-end funds. Neither UITs nor closed-end funds are mutual funds (as that term is used in the US).
Exchange-traded funds
A relatively recent innovation, the exchange-traded fund or ETF, is often structured as an open-end investment company. ETFs combine characteristics of both mutual funds and closed-end funds. ETFs are traded throughout the day on a stock exchange, just like closed-end funds, but at prices generally approximating the ETF's net asset value. Most ETFs are index funds and track stock market indexes. Shares are issued or redeemed by institutional investors in large blocks (typically of 50,000). Most investors purchase and sell shares through brokers in market transactions. Because the institutional investors normally purchase and redeem in in kind transactions, ETFs are more efficient than traditional mutual funds (which are continuously issuing and redeeming securities and, to effect such transactions, continually buying and selling securities and maintaining liquidity positions) and therefore tend to have lower expenses.
Exchange-traded funds are also valuable for foreign investors who are often able to buy and sell securities traded on a stock market, but who, for regulatory reasons, are limited in their ability to participate in traditional U.S. mutual funds.
Equity funds
Equity funds, which consist mainly of stock investments, are the most common type of mutual fund. Equity funds hold 50 percent of all amounts invested in mutual funds in the United States. Often equity funds focus investments on particular strategies and certain types of issuers.
Capitalization
Fund managers and other investment professionals have varying definitions of mid-cap, and large-cap ranges. The following ranges are used by Russell Indexes:
Russell Microcap Index - micro-cap ($54.8 - 539.5 million)
Russell 2000 Index - small-cap ($182.6 million - 1.8 billion)
Russell Midcap Index - mid-cap ($1.8 - 13.7 billion)
Russell 1000 Index - large-cap ($1.8 - 386.9 billion)
Growth vs. value
Another distinction is made between growth funds, which invest in stocks of companies that have the potential for large capital gains, and value funds, which concentrate on stocks that are undervalued. Value stocks have historically produced higher returns; however, financial theory states this is compensation for their greater risk. Growth funds tend not to pay regular dividends. Income funds tend to be more conservative investments, with a focus on stocks that pay dividends. A balanced fund may use a combination of strategies, typically including some level of investment in bonds, to stay more conservative when it comes to risk, yet aim for some growth.
Index funds versus active management
Main articles: Index fund and active management
An index fund maintains investments in companies that are part of major stock (or bond) indices, such as the S&P 500, while an actively managed fund attempts to outperform a relevant index through superior stock-picking techniques. The assets of an index fund are managed to closely approximate the performance of a particular published index. Since the composition of an index changes infrequently, an index fund manager makes fewer trades, on average, than does an active fund manager. For this reason, index funds generally have lower trading expenses than actively managed funds, and typically incur fewer short-term capital gains which must be passed on to shareholders. Additionally, index funds do not incur expenses to pay for selection of individual stocks (proprietary selection techniques, research, etc.) and deciding when to buy, hold or sell individual holdings. Instead, a fairly simple computer model can identify whatever changes are needed to bring the fund back into agreement with its target index.
Certain empirical evidence seems to illustrate that mutual funds do not beat the market and actively managed mutual funds under-perform other broad-based portfolios with similar characteristics. One study found that nearly 1,500 U.S. mutual funds under-performed the market in approximately half of the years between 1962 and 1992. Moreover, funds that performed well in the past are not able to beat the market again in the future (shown by Jensen, 1968; Grimblatt and Sheridan Titman, 1989).
Bond funds
Bond funds account for 18% of mutual fund assets. Types of bond funds include term funds, which have a fixed set of time (short-, medium-, or long-term) before they mature. Municipal bond funds generally have lower returns, but have tax advantages and lower risk. High-yield bond funds invest in corporate bonds, including high-yield or junk bonds. With the potential for high yield, these bonds also come with greater risk.
Money market funds
Money market funds hold 26% of mutual fund assets in the United States. Money market funds entail the least risk, as well as lower rates of return. Unlike certificates of deposit (CDs), money market shares are liquid and redeemable at any time.
Funds of funds
Funds of funds (FoF) are mutual funds which invest in other underlying mutual funds (i.e., they are funds comprised of other funds). The funds at the underlying level are typically funds which an investor can invest in individually. A fund of funds will typically charge a management fee which is smaller than that of a normal fund because it is considered a fee charged for asset allocation services. The fees charged at the underlying fund level do not pass through the statement of operations, but are usually disclosed in the fund's annual report, prospectus, or statement of additional information. The fund should be evaluated on the combination of the fund-level expenses and underlying fund expenses, as these both reduce the return to the investor.
Most FoFs invest in affiliated funds (i.e., mutual funds managed by the same advisor), although some invest in funds managed by other (unaffiliated) advisors. The cost associated with investing in an unaffiliated underlying fund is most often higher than investing in an affiliated underlying because of the investment management research involved in investing in fund advised by a different advisor. Recently, FoFs have been classified into those that are actively managed (in which the investment advisor reallocates frequently among the underlying funds in order to adjust to changing market conditions) and those that are passively managed (the investment advisor allocates assets on the basis of on an allocation model which is rebalanced on a regular basis).
The design of FoFs is structured in such a way as to provide a ready mix of mutual funds for investors who are unable to or unwilling to determine their own asset allocation model. Fund companies such as TIAA-CREF, American Century Investments, Vanguard, and Fidelity have also entered this market to provide investors with these options and take the "guess work" out of selecting funds. The allocation mixes usually vary by the time the investor would like to retire: 2020, 2030, 2050, etc. The more distant the target retirement date, the more aggressive the asset mix.
Hedge funds
Hedge funds in the United States are pooled investment funds with loose SEC regulation and should not be confused with mutual funds. Some hedge fund managers are required to register with SEC as investment advisers under the Investment Advisers Act. The Act does not require an adviser to follow or avoid any particular investment strategies, nor does it require or prohibit specific investments. Hedge funds typically charge a management fee of 1% or more, plus a "performance fee" of 20% of the hedge fund's profits. There may be a "lock-up" period, during which an investor cannot cash in shares. A variation of the hedge strategy is the 130-30 fund for individual investors.
Mutual funds vs. other investments
Mutual funds offer several advantages over investing in individual stocks. For example, the transaction costs are divided among all the mutual fund shareholders, which allows for cost-effective diversification. Investors may also benefit by having a third party (professional fund managers) apply expertise and dedicate time to manage and research investment options, although there is dispute over whether professional fund managers can, on average, outperform simple index funds that mimic public indexes. Yet, the Wall Street Journal reported that separately managed accounts (SMA or SMAs) performed better than mutual funds in 22 of 25 categories from 2006 to 2008. This included beating mutual funds performance in 2008, a tough year in which the global stock market lost US$21 trillion in value. In the story, Morningstar, Inc said SMAs outperformed mutual funds in 25 of 36 stock and bond market categories. Whether actively managed or passively indexed, mutual funds are not immune to risks. They share the same risks associated with the investments made. If the fund invests primarily in stocks, it is usually subject to the same ups and downs and risks as the stock market.
Share classes
Many mutual funds offer more than one class of shares. For example, you may have seen a fund that offers "Class A" and "Class B" shares. Each class will invest in the same pool (or investment portfolio) of securities and will have the same investment objectives and policies. But each class will have different shareholder services and/or distribution arrangements with different fees and expenses. These differences are supposed to reflect different costs involved in servicing investors in various classes; for example, one class may be sold through brokers with a front-end load, and another class may be sold direct to the public with no load but a "12b-1 fee" included in the class's expenses (sometimes referred to as "Class C" shares). Still a third class might have a minimum investment of $10,000,000 and be available only to financial institutions (a so-called "institutional" share class). In some cases, by aggregating regular investments made by many individuals, a retirement plan (such as a 401(k) plan) may qualify to purchase "institutional" shares (and gain the benefit of their typically lower expense ratios) even though no members of the plan would qualify individually. As a result, each class will likely have different performance results.
A multi-class structure offers investors the ability to select a fee and expense structure that is most appropriate for their investment goals (including the length of time that they expect to remain invested in the fund).
Load and expenses
A front-end load or sales charge is a commission paid to a broker by a mutual fund when shares are purchased, taken as a percentage of funds invested. The value of the investment is reduced by the amount of the load. Some funds have a deferred sales charge or back-end load. In this type of fund an investor pays no sales charge when purchasing shares, but will pay a commission out of the proceeds when shares are redeemed depending on how long they are held. Another derivative structure is a level-load fund, in which no sales charge is paid when buying the fund, but a back-end load may be charged if the shares purchased are sold within a year.
Load funds are sold through financial intermediaries such as brokers, financial planners, and other types of registered representatives who charge a commission for their services. Shares of front-end load funds are frequently eligible for breakpoints (i.e., a reduction in the commission paid) based on a number of variables. These include other accounts in the same fund family held by the investor or various family members, or committing to buy more of the fund within a set period of time in return for a lower commission "today".
It is possible to buy many mutual funds without paying a sales charge. These are called no-load funds. In addition to being available from the fund company itself, no-load funds may be sold by some discount brokers for a flat transaction fee or even no fee at all. (This does not necessarily mean that the broker is not compensated for the transaction; in such cases, the fund may pay brokers' commissions out of "distribution and marketing" expenses rather than a specific sales charge. The purchaser is therefore paying the fee indirectly through the fund's expenses deducted from profits.)
No-load funds include both index funds and actively managed funds. The largest mutual fund families selling no-load index funds are Vanguard and Fidelity, though there are a number of smaller mutual fund families with no-load funds as well. Expense ratios in some no-load index funds are less than 0.2% per year versus the typical actively managed fund's expense ratio of about 1.5% per year. Load funds usually have even higher expense ratios when the load is considered. The expense ratio is the anticipated annual cost to the investor of holding shares of the fund. For example, on a $100,000 investment, an expense ratio of 0.2% means $200 of annual expense, while a 1.5% expense ratio would result in $1,500 of annual expense. These expenses are before any sales commissions paid to purchase the mutual fund.
Many fee-only financial advisors strongly suggest no-load funds such as index funds. If the advisor is not of the fee-only type but is instead compensated by commissions, the advisor may have a conflict of interest in selling high-commission load funds.
HRM RECRUITMENT PROJECT
A STUDY ON RECRUITMENT AND SELECTION FOR TEMP STAFFING
A CASE STUDY
AT
ADDECCO FLEXIONE WORKFORCE SOLUTIONS LTD
A Major project report submitted to Osmania University, in partial fulfillment of the requirements for the award of degree
Of
MASTER OF BUSINESS ADMINISTRATION
HRM
By
FARZANA
(18-05-146)
Department of Business Management
Aurora’s Post-graduate College
[Affiliated to Osmania University]
RAMANTHAPUR, Hyderabad
DECLARATION
I FARZANA declare that the project report entitled “A study on recruitment and selection for temp staffing” A Case Study at ADECCO Flexione workforce Solutions is an original and bonafide work done by me during the academic year 2005-2007. This is being submitted in the partial fulfillment of the requirement for the award of degree of the Master of Business Administration (Osmania University). The matter embodied in this report has not been submitted for the award of any other degree or diploma.
FARZANA
ACKNOWLEDGEMENT
I deem it a great privilege to thank all those people who helped me to complete this project work. I express my sincere thanks to the management of the AURORA POST GRADUATE COLLEGE and our respected Head of the department Dr. E.VIKRAM ADITYA for giving me this opportunity to under take the project work.
I am deeply obliged to my project guide Mrs. MANJULA, with out whose guidance and encouragement at all levels , the study wouldn’t have been completed.
I express my profound thanks to, Mr. BHARTH KUMAR Group Accounting Manager, ADECCO Flexione Workforce Solutions Ltd, Hyderabad, for giving me valuable advice and guidance and sparing valuable time in clarifying various points raised by me.
FARZANA
Table of Contents
Chapter- 1 Page No
1. Introduction 1
2. Objectives and scope of the study 3
3. Methodology of the study 4
Chapter- 2
1. Review of Literature 5
2. Theoretical Framework 8
Chapter- 3
1. Company profile 35
Chapter- 4
1. Data analysis and interpretation 45
Chapter- 5
1. Findings 60
2. Suggestions 63
Bibliography 64
Annexure I
Questionnaire 65
Chapter- 1
1. Introduction
2. Objectives and scope of the study
3. Methodology of the study
INTRODUCTION
A “temp” is a temporary worker with an organization who is on a third-party (staffing company) payroll. A well-accepted norm in global companies, many large Indian organizations are now hiring a part of their workforce from employee leasing firms.
Temping in India has never been a lifestyle choice unlike the markets in the US. Since temping is used more as a stepping stone to permanent jobs in India, conversion from a temp to perm is in the higher range. In the US, it is anywhere between 4% and 5%. In Adecco Peopleone, the conversion is anywhere between 25% and 33% with the company providing liquidity support. “I would encourage this conversion to go up to 40% as it will generate greater demand,”
says Ajit Isaac, MD, Adecco Peopleone.
Recently, Bharti announced its intent to absorb 14,000 temps and make them permanent employees. While the high number with Bharti is an anomaly, most companies in India maintain a temp-perm mix and convert some good temporary staffers into permanent employees. On one hand, companies can gauge employees before absorbing them and first-timers in the employment market can gain a richer repertoire of experience having worked with a few MNCs.Meanwhile in the US, where temping is more established with 10m temps in the market, certain specialized jobs have also seen temps earn 17% more than permanent employees. For temping companies in India, it is about addressing frictional unemployment and providing jobs to first-timers in the employment market. “Of course, temping companies manage both service fees and absorption fees when this conversion happens,” Over a period of time, the temping industry will see penetration into Tier II towns due to higher levels of absorption. Temping companies will look at value additions in competency testing and certification of temps. “It cannot be about simply payrolling; we have to look at value addition along the entire chain,” says Soumen Basu, executive chairman, Manpower India. “The high rate of absorption is a good sign for our industry, it just shows that the market is maturing,” says Achal Khanna, country-head, Kelly Services. According to ASSOCHAM (Associated Chambers of Commerce and Industry) the size of the retail market would go up from Rs 5, 88,000 crore to 1,479,000 crore in 2008. Currently, of the Rs 5, 88, 000 crore market, the organized sector is only Rs 5,000 crore, but is expected to shoot up
to 1,60,000 crore by 2008.
Many companies because of the growing competition want to focus their core business. That‘s the reason why most of the companies in telecom sector in particular wants to increase their market share by increasing sales without increasing the headcount. To do so they are going for RPO’s which employs people on the rolls of not the client but on its own company rolls.
Temporary staffing firms recruit people for their clients by using various sources of recruiting available. These firms source the candidates and conduct initial screening by using different methods so that they select and place the right kind of people for the right kind of job.
OBJECITIVES
To understand the process of recruitment and selection in various telecom companies.
To know the effective method of recruitment and selection in selected telecom companies
To know the process of recruitment in Adecco Flexione Staffing Solutions.
To know the yield ratio
To know the sources used for recruiting at various levels and various jobs
SCOPE
The study’s emphasis is on recruitment and selection process of only three telecom companies TATA, IDEA and AIRTEL.
The study aims at understanding various issues involved in managerial recruitment process.
The study does not look into financial aspects of recruitment cost analysis
The study was done only to know the various sources of recruitment
METHODOLOGY OF STUDY
This study is conducted by collecting and analyzing the data from primary and secondary sources.
Primary Data:
Primary data was collected by administering the questionnaire to the recruiters working at ADECCO Flexione staffing solutions
Secondary Data:
Secondary data was collected from the books, journals, and websites and through the interaction with the individuals in the organization.
Data Analysis:
The data, which is collected, is analyzed and is represented through pie graphs and bar diagrams using percentages for analyzing and interpreting.
Sample Size:
The sample size of the recruiters were 8 recruitment consultants, and 1 Group Accounting managers (GAM’)
Chapter- 2
1. Review of Literature
2. Theoretical Framework
LITERATURE REVIEW
India is a growing market. While the advanced world is seeing decline in growth, India, china and other emerging countries will continue to experience boom time for almost the next 20-30 years. These possess a unique challenge for the corporates who are interested in quality recruitment. Understanding requirements is the first most important step towards effective recruitment. Despite knowing it well both organizations and Recruitment Service Providers (RSPs) do not spend time either in defining requirements or in understanding them. Organizations must “recruit” recruiters carefully, insist on good measures of value – add, define and communicate requirements, build and enlist high performing RSPs to work for them as brand promoters. Similarly, RSPs must provide services appropriate to the need of the organization , learn to say no when they cannot, improve their match making abilities and not merely push CVs.outsourcing recruitment to external RSPs should not be purely on cost considerations. Cost saving is only an initial excitement. RSPs those who provide guaranteed service levels will be more effective and would be sort after as partners for companies finding right-fit will be the key focus. Cost of wrong hires will be measured while refining the act of recruitment says S. Chandra Sekhar who works with CAP GEMINI CONSULTING INDIA at Mumbai in his article published in HRD newsletter.
In one of the studies conducted by the HR consulting firm HEWITT it was found that 45% of 129 companies surveyed did not see cost saving as their main consideration. Top three reasons for recruitment outsourcing in corporate are reported to be:
Gaining outside expertise
Improving service quality
Focusing on core business.
So the companies must not go for RSPs simply to reduce the cost of recruitment but they should focus more on improved structure, standardization, efficiency, technology, compliance and other value adds.
Behind every Attrition there is recruitment! Whenever an employee leaves an organization without informing and without giving notice or leaves the organization in the middle of the project it should be known that he or she is joining some other organization. Many times the employees of the recruitment consultants are hired by their own clients and are asked to join at a very short notice period. They are been told that “relieving letter” is not required and some even offer incentives for early joining. There must be some guidelines and ethics for recruitment so that there can be fair recruitment policies. There must be some ethical guidelines such as
a) Notice period must be served and nobody must be hired without relieving letter or providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his current organization. The logic is obvious. Employees six months to begin their contribution and at least one year is required to recover recruitment process. More importantly if some body is hired who has worked less than a year with the current organization, that individual will ditch in even shorter period.
c) Corporates should not head hunting from competition. They should advertise and encourage employees seeking change to voluntarily respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments such as employment bond etc. the corporate should realize that employee signed the bond and if he wants to break it, he should do at his own cost and the corporate should not reimburse or compensate him for violating the employment contracts says Mr. T. MURALIDHARAN who is the chairman of TMI NETWORK one of the India’s leading recruitment consultancy.
In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD conducted by Manik Rao in the year 2005. It was found that company has used internal search for recruiting the employees into more higher or the positions in different departments who can fit into the job. It was found that the company has done it by considering it as the most cost effective way of filling the vacancies. It has also been found that the company opted for external sources such as advertisement agencies to fill vacancies. Employee referrals were also one of the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is a HR consultancy, it was found that most of the employees felt that the telephonic interview is not effective and instead direct interviews are more feasible.
These are some of the studies conducted earlier on the recruitment and selections.
THEORETICAL FRAMEWORK
Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired the organization cannot achieve its objectives. This is the second step in the process of procurement of the employee the first being the manpower planning. Recruiting makes it possible to acquire the number and types of people necessary to ensure the contained operation of the organization. This is a linking activity bringing together those with jobs and those seeking jobs.
RECRUITMENT AND SELECTION
Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence. The follow-up process may be referred to as part of the recruitment process: inveigling the selected candidate or candidates to take up the target job or function.
RECRUITING INTERNALLY OR EXTERNALLY
Internal Recruiting
Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.
Merits
It improves the morale of the employees
The employee is in better position to evaluate those presently employed than outside conditions
It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement.
These people are tried and can be relied upon
Demerits
It often leads to inbreeding and discourages new blood from entering into an organization.
There are possibilities that internal sources may “dry up” and it may be difficult to find the requisite personnel from within an organization.
No innovation are made no new thinking so on new inputs which is very much essential for the growth of the organization
Usually promotions are based on seniority so the danger is that really capable hands may not be chosen.
External Recruiting
When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations.
Merits
New entrant to the labor force i.e., young mostly inexperienced potential employee’s fresh graduates or postgraduates can be taken and mould in accordance with company’s culture.
External recruiting results in best selection from the large sources
In the long run this source proves economical because potential employees do not extra training.
Many different ways of recruiting is available.
The excess applications generated for current requirement may be utilized for future vacancies.
Demerits
Extra time is required by the people to adjust them selves to the present working situations.
If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical.
Cost of recruiting will be comparatively more than internal recruiting.
Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the company’s expectation with the employee.
Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. Before choosing any sources make sure that it gives answer as YES to these following questions:
Will it reach the right people?
The main criterion which can be used to judge each source must be whether it will put you in touch with potentially suitable applicants. No matter how competent we may at drawing up the applications, conducting interviews and running tests, it is all largely irrelevant if there are not good field of applicants to choose from. The source to be opted can be decided on the basis of job description and employee specification. Based on that choose the appropriate source that can give higher yield ratio.
Will it reach the right numbers?
It’s not enough just to get potentially ideal applicants to apply for the post. They must also do so in the right numbers. Its found that at the time interview is arranged one will already have obtained a job, another wont turn up and three of them are unsuitable and the only remaining candidate will turn down the job offer. Thus it result in again beginning the whole process which will incur the extra time and expense involved with reading and responding to all the applications. Although opinion varies considerably as to the number of applicants required, therefore the number of invites is increased around half a dozen for an interview and tests. But additional applicants will therefore simply increase the recruitment process. Unfortunately the recruiter doesn’t know the number of suitable candidates who are of equal importance.
Will it be at the right price?
It should always be taken into account the cost in terms of time and money of a specific source of recruitment. It should be in the proportion to the job concerned and its value to the company. There must be the balance between the expense against the type and number of people that it will reach. The information regarding all sources available for recruitment must be available prior to proceeding. Generate information from the past record to see that it was value for money.
INTERNAL SOURCES
The most common internal sources of internal recruitment are
1. personal recommendations
2. notice boards
3. newsletters
4. memoranda
1) Personal References
The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also any one else who is likely to be interested is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don’t bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it is been placed it should be certain that it is seen by every one. It means there must be equal opportunity to see to it and this happens when they know that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that every one is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send memoranda to department managers to read out to the teams or to write all employees perhaps enclosing memoranda in wage packets if appropriate. However it can be a time consuming process to contact staff individually, especially if there is a large work force. It should also be kept in mind as to in which way the memorandum is phrased out so that the job appeals to likely applicants.
EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside the company.
1. word of mouth
2. notices
3. job centers
4. private agencies and consultants
5. education institutions
6. the press
7. radio
8. television
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for he job. Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of mouth as a sole or initial source of recruitment if the work force is wholly or predominantly of one sex or racial group. Also employing friends and relatives of present employees may be imprudent because it is not certain that they are as competent as the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. They should be seen by a large number of passerby, some actively looking for work. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy o notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises.
4) Private Agencies and Consultants
There are various types of private organization that can help to find the right person for a particular job. Employment agencies exist in many town and cities. Some handle all general vacancies from junior unto supervisory level while others specialize in various occupations such as accountancy, clerical or computer personnel and marketing or sales. Since they maintain a register of job seekers, they initially attempt to find applicants from this list. A short list will be drawn up by reading through applications and conducting interviews on client organization’s behalf. Although fees vary, it is expected to pay around 10 to 15% of the annual salary offered if a suitable person is found for the job. This will be partly refundable if he leaves within a certain period of time. For temporary staff, it is normally charged on hourly, daily or weekly rate by the agency. They will then pay the employee. Recruitment agencies are similar to employment agencies in the services that they offer. The main difference is that recruitment agencies tend to operate at a higher level, concentrating on technical, managerial and executive appointment. Accordingly, increased time, effort and expertise are needed to compile a quality short list. This will be reflected in the fees charged, often between 18 and 22% of the annual salary of the staff recruited. Again a proportion of this may be refundable if the employees proves to be unsatisfactory and subsequently departs.
Search consultants, also known as Headhunters, specialize in finding candidates for senior positions. They normally head hunt people currently at work in similar posts, possibly at rival companies. Discrete approaches, by telephone, are made direct to the persons involved. Such a process is time consuming and requires considerable tact and diplomacy if it is to be successful. Charges may be in excess of 30% of the annual salary. Before opting for this source attention must be paid about those agencies who brashly promise to give a lengthy list of candidates very quickly. It may sound impressive but suggests that they are simply pulling names from a register perhaps of dubious quality and are not actively searching for and screening applicants properly. A good shortlist will take time to compile. It must be ensured that the agency with which the organizations contracting must follow a good refund system in case the new recruit resigns or needs to be dismissed shortly after joining. Also a free replacement warranty up to six months must be provided by the recruiting agency. When employing an agency or consultant, make sure that they know exactly what they are expected to do. A clear job description and employee specification, must be provided so that they could screen by referring to the employee specification and so on. Full up to date information about the job and person required. Supply all details and all instructions in writing to avoid subsequent misunderstandings and disagreements.
The recruiting agency or consultant must be in touch with the client company through out the recruitment process to ensure that the agency is following the instructions and doing its job well. Also it must be ensured that they are maintaining equality of opportunity and avoiding unlawful discrimination against applicants of a particular sex, marital status or any racial group. All applicants should be judged solely on their ability to do the job.
5) Educational Institutions Or Campus Recruitment
Those companies which require a steady intake of young persons for new Youth Training to trainee management positions ought establish and maintain close contact with colleges and universities. The advantage of campus recruitment is, it is known that who the audience to be addressed are. Promotional literature in the form of posters, broachers, catalogues; press releases and so on can be issued to the audience so that the company’s name remains prominent in their and their student’s minds all the time.
6) The Press
Advertising for the new staff through the press has proved successful for many companies. Choose between local newspapers, national newspapers and the magazines. All will put in touch with different audience. Local newspapers, read by a large cross-section of the immediate population, may be most suitable if there is sufficient talent in the area.
National newspapers, with their mass circulations and differing attitudes to news coverage appealing to various tastes, could be better when looking out to fill the senior position.
Trade Magazines often under estimated as useful source of recruitment might be worth considering if looking out to recruit someone for a specialized job which possibly requires previous experience of the particular industry.
Naturally there are some drawbacks to newspaper advertising. It is expensive in relation to other, often equally good source such as job and careers centers, which advertise free. Other drawbacks of newspaper advertising include a high level of wastage (the vast majority of readers will not be job hunting) and a short life span. The daily or evening newspaper is invariably discarded at the end of the day. A short series of advertisement incurring extra expenses may sometimes be required and multiplying one advert by three or four starts to make this source prohibitively costly. Trade magazines could be a better way of recruiting staff depending upon the circumstances. Most will include employment advertisements within a classified section which will be read by a small but select and interested number of people. There some disadvantages, however the financial outlay is still considerable. If the magazine is published bi-monthly or quarterly, may have to wait sometime before the advertisement is seen. It may be intended to fill the vacancy as soon as possible.
7) Radio
Many radio stations broadcast special job finders advertisements throughout the day for companies looking for new recruits. Advertising through the radio has got many advantages as it will be transmitted to over a wide geographical area to potentially large audience. Variety of age groups listens thus making it a suitable medium for different types and levels of jobs. Advertisements can be broadcast very quickly sometimes within hours. Nevertheless there are some disadvantages that must be considered carefully. As few have tune in to hear advertisements and their thoughts invariably wander when they are on, or they may start station hopping to find more music. The radio is also transient medium. An advertisement lasts for perhaps 30 seconds, which is a very short period in which to put across all the important points, and is then finished. It is usually difficult to remember (What was the company’s name? what was its phone number?) most listeners will not have a pen and pad handy to make notes.
8) Television
You can advertise on a regional or national basis. Recruiting staff through the Television is still widely regarded as a new and innovative approach. Companies which use this medium may therefore be seen as go-ahead and dynamic. Thus, this medium may not be an immediate choice if there is only just one vacancy to be filled, although shorter and expensive one month contracts could be negotiable and worth considering.
SELECTION
The selection procedure is concerned with securing relevant information about the applicant. This information is secured in number of steps. The objective of selection process is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job
The hiring procedure is not a single act but it is essentially a series of methods by which additional information is secured about the applicant. At each stage facts, which came to light, make the acceptance or rejections of the candidate clear. Some selection processes are quite easy and some with many hurdles this increases with the level and responsibility of the positions to be filled.
Essentials of Selection Procedure
The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from the employment requisition as developed by an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive job description and job specification should be available beforehand.
3. There must be sufficient number of applicants from whom the required number of employees may be selected.
PROCESS OF SELECTION
Selection
Preliminary screening interview
Completion of application or form if not done previously
Employment tests
Comprehensive interview
Back ground investigation
Final employment decision
Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer a high caliber receptionist in the employment office. These interviews are short and are known as stand-up interviews. The main objective of such interviews is to screen out undesirable/unqualified candidates at very outset. Such interviews conducted by someone who inspires confidence, who genuinely interested in people, and whose judgment in the “sizing up” of the applicant is fairly reliable.
Basic criteria that must be met for an application to be eligible for consideration. If these criteria are not met, there is no obligation on the employer to consider such applications. The screening process therefore seeks to identify those applications that meet the basic entry-level requirements applications that are therefore incomplete or do not meet the basic appointment criteria are considered unsuccessful applications. In order to be fair and objective in the screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of each and every candidate that applies for a position.
Certain conditions should be met in relation to the format and content of -
a)Application forms b)Curricula Vitae (CV’s) and c)All other relevant documentation.
What is the purpose of short-listing?
After having completed the screening process and eliminated those applicants that do not meet the basic requirements, the next objective should be to identify a manageable size (pool) of applicants (a short-list) who are best suited to fill the position successfully and from whose ranks the most suitable candidate(s) is/are to be selected. It is about identifying a manageable pool of best suited candidates for a specific position, in the interest of the State, taking into account Affirmative Action and Employment Equity objectives.
May short-listing be used to reduce a vast number of applications to a manageable size?
As stated, the primary objective of the short-listing process is to reduce the
Number of qualifying applicants to a manageable size for purposes of selecting
the most suitable candidate. A further objective with short-listing is to rank candidates, and to determine a cut-off point below which candidates will not be interviewed. The criteria utilized for short-listing purposes should therefore be in sufficient detail to allow for this and should be applied consistently.
Application Form
Application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidate at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and level of job etc. they also formulate different application forms for different jobs, at different levels, so as to solicit the required information for each job. But few companies in our companies in our country do not have prescribed application forms.
Psychological Testing
Test is defied as a systematic procedure for sampling human behavior
TESTS ARE USED IN BUSINESS FOR THREE PRIMARY PURPOSES.
1) for the selection and placement of new employees
2) for appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of paramount importance for each of these purposes.
Classification of Tests on the Basis Of Human Behavior
A. Aptitude or potential ability test
Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or mechanical. These tests may take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she has mental capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical wok. This could help in knowing a person’s capability for spatial visualization, perceptual speed manual dexterity, visual motor coordination or integration, visual insights etc.
c) Psychometric tests – these tests measures a persons ability to do a specific job
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a training program and on the job experience they determine the admission feasibility of a candidate and measure what he/she is capable of doing.
a) Tests for measuring job knowledge – this type of test may be oral or written. These tests are administered to determine proficiency in shorthand and in operating calculators adding machines dictating and transcribing machines and simple mechanical equipment.
b) Work sample tests – demand the administration of the actual job as a test. A typing test provides the material to be typed and notes the time taken and mistakes committed.
C. Personality tests
These tests aim at measuring those basic make up or characteristics of an individual which are non-intellectual in their nature. In other words they probe deeply to discover clues to an individual’s value system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness of the everyday life and his capacity for interpersonal relations and self image.
a) Objective tests – it measures neurotic tendencies self-sufficiency dominance submission and self-confidence. These are scored objectively. They are paper and pencil tests or personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project his own interpretation into certain standard stimulus situation. The way in which he/she responds to these stimuli depends on his own values, motives and personality.
c) Situation tests – these tests measures an applicant’s reaction when he is placed in a peculiar situation his ability to undergo stress and his demonstration of ingenuinity under pressure. Such tests usually relate to leaderless group situations, in which some problem is posed to a group and its members are asked to reach some conclusion without the help of a leader.
d) Interest tests – these tests aim at finding out the types of work in which a candidate is interested. They are inventories of the likes and dislikes of the people of some occupation hobbies and recreational activities. They are useful in vocational guidance and are assessed in the form of answers to a well prepared questionnaire.
Interviews
Interviews are a crucial part of the recruitment process for most organizations. Their purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities and personality. It’s also an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for the job under consideration.
The recruitment process for most organizations follows a common theme: Applications/CVs are received, either online or by post; and candidates are short-listed and invited for interview. The interview format can vary considerably and may include an assessment centre and/or tests. The number of interviews also varies. Some companies are satisfied after one interview, whereas others will want to recall a further shortlist of candidates for more. If successful at the final interview stage, an official job offer is sent to the candidate. Interview format is determined by the nature of the organization, but there are various standard formats.
Chronological Interviews -These work chronologically through the candidate’s life to date and are usually based on the CV or a completed application form.
Competency-Based Interviews -These are structured to reflect the competencies that an employer is seeking for a particular job (often detailed in the recruitment information). This is the most common type of interview for graduate positions today.
Technical Interviews - If a candidate has applied for a job or course that requires technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection process, that the candidate will be asked technical questions or have a separate technical interview to test his/her knowledge. Questions may focus on the final year project and his/her choice of approach to it or on real/hypothetical technical problems. It seen that the candidate proves himself/herself but also they admit to what they don’t know.
Kinds of Interviews:
One to one interview: in this type of interview one selector interviews one candidate alone.
Informal interview: in this type there are discussions between the candidate and two or more interviewers.
Panel of interviews: in these pre planned standard questions ranging overall aspects of the job are asked. They focus directly on elements of person specification.
Direct planned interview: this interview is straight forward, face to face, question and answer situation intended to measure the candidate’s knowledge and background.
Indirect and direct interview: in this type of interview the interviewer refrains from asking direct and specific questions but creates an atmosphere in which the interviewee feels free to talk and go into any subject he considers important. The object of the interview is to determine what individual himself considers of immediate concern, what he thinks about these problems, and how he conceives of his job and his organization.
Patterned interview: in this interview a series of questions which illuminates validated against the record of employees who have succeeded or failed on the job.
Stress interview: in this interview the interviewer deliberately creates stress to see how an applicant operates in stress situation. To induce stress, the interviewer responds to the applicant’s answers with anger, silence and criticism. This interview aims attesting the candidate’s job behavior and level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be examined extensively in core areas of knowledge and skills of the job.
Background Checks and Enquiries
Offers of appointment are subject to references and security checks. The references given in the candidate’s application will be taken up and a security check will be conducted. Security checks can take a while if the candidate has lived abroad for any period of time.
Final Selection Decision
Those individuals who perform successfully on the employment tests and the interviews, and are not eliminated by development of negative information on either the background investigation or physical examination are now considered to be eligible to receive an offer of employment. Who makes that employment offer? For administrative purposes the personnel department should make the offer. But their role should be only administrative. The actual hiring decision should be made by the manager in the department that had the position open.
YIELD RATIO
A yield ratio for many recruiting step reflects the number of candidates avail at a step and the step. For example, a series of newspaper ads may result in thousand applications for employment of these thousand applicants 100 are judged to meet some minimum qualifications, thus the yield ratio at this initial stages is 10% of a group of 100 candidates 50 accepted invitations to be interviewed (yield ratio is 50% at this stage) of the 50, 10 were given job offers 20% yield ratio.
Assuming the labor market has not changed dramatically from when the yield ratio was derived and similar methods of the recruiting are to be used (eg. Advertising in the same papers, employment screening resource.com, using a website or head hunters). This ratio then can be used as the basis for planning future recruitment efforts by going backwards from the yield ratio; the recruiter can estimate how many applicants will be necessary In order to fill a certain number of position. The recruiter then can adjust the recruiting efforts according with more / less advertising more or fewer trips to college campuses and so forth.
The use of yield ratio is another area where there is a wide gap between what academic texts are scholarly research recommends and the extent to which such data are collected in organization to drive future recruitment planning, while almost every scholar on the subject recommends a recruitment evaluation process to assist decision makers in efficient recruitment planning very few companies actually collect these data as a part of recruitment evaluation.
Mutual funds can give investors access to emerging markets
A mutual fund is a professionally managed type of collective investment scheme that pools money from many investors and invests it in stocks, bonds, short-term money market instruments, and/or other securities. The mutual fund will have a fund manager that trades the pooled money on a regular basis. As of early 2008, the worldwide value of all mutual funds totals more than $26 trillion.
Since 1940, there have been three basic types of investment companies in the United States: open-end funds, also known in the US as mutual funds; unit investment trusts (UITs); and closed-end funds. Similar funds also operate in Canada. However, in the rest of the world, mutual fund is used as a generic term for various types of collective investment vehicles, such as unit trusts, open-ended investment companies (OEICs), unitized insurance funds, and undertakings for collective investments in transferable securities (UCITS).
History
Massachusetts Investors Trust (now MFS Investment Management) was founded on March 21, 1924, and, after one year, it had 200 shareholders and $392,000 in assets. The entire industry, which included a few closed-end funds represented less than $10 million in 1924.
The stock market crash of 1929 hindered the growth of mutual funds. In response to the stock market crash, Congress passed the Securities Act of 1933 and the Securities Exchange Act of 1934. These laws require that a fund be registered with the Securities and Exchange Commission (SEC) and provide prospective investors with a prospectus that contains required disclosures about the fund, the securities themselves, and fund manager. The SEC helped draft the Investment Company Act of 1940, which sets forth the guidelines with which all SEC-registered funds today must comply.
With renewed confidence in the stock market, mutual funds began to blossom. By the end of the 1960s, there were approximately 270 funds with $48 billion in assets. The first retail index fund, First Index Investment Trust, was formed in 1976 and headed by John Bogle, who conceptualized many of the key tenets of the industry in his 1951 senior thesis at Princeton University. It is now called the Vanguard 500 Index Fund and is one of the world's largest mutual funds, with more than $100 billion in assets.
A key factor in mutual-fund growth was the 1975 change in the Internal Revenue Code allowing individuals to open individual retirement accounts (IRAs). Even people already enrolled in corporate pension plans could contribute a limited amount (at the time, up to $2,000 a year). Mutual funds are now popular in employer-sponsored "defined-contribution" retirement plans such as (401(k)s) and 403(b)s as well as IRAs including Roth IRAs.
As of October 2007, there are 8,015 mutual funds that belong to the Investment Company Institute (ICI), a national trade association of investment companies in the United States, with combined assets of $12.356 trillion.
Usage
Since the Investment Company Act of 1940, a mutual fund is one of three basic types of investment companies available in the United States.
Mutual funds can invest in many kinds of securities. The most common are cash instruments, stock, and bonds, but there are hundreds of sub-categories. Stock funds, for instance, can invest primarily in the shares of a particular industry, such as technology or utilities. These are known as sector funds. Bond funds can vary according to risk (e.g., high-yield junk bonds or investment-grade corporate bonds), type of issuers (e.g., government agencies, corporations, or municipalities), or maturity of the bonds (short- or long-term). Both stock and bond funds can invest in primarily U.S. securities (domestic funds), both U.S. and foreign securities (global funds), or primarily foreign securities (international funds).
Most mutual funds' investment portfolios are continually adjusted under the supervision of a professional manager, who forecasts cash flows into and out of the fund by investors, as well as the future performance of investments appropriate for the fund and chooses those which he or she believes will most closely match the fund's stated investment objective. A mutual fund is administered under an advisory contract with a management company, which may hire or fire fund managers.
Mutual funds are subject to a special set of regulatory, accounting, and tax rules. In the U.S., unlike most other types of business entities, they are not taxed on their income as long as they distribute 90% of it to their shareholders and the funds meet certain diversification requirements in the Internal Revenue Code. Also, the type of income they earn is often unchanged as it passes through to the shareholders. Mutual fund distributions of tax-free municipal bond income are tax-free to the shareholder. Taxable distributions can be either ordinary income or capital gains, depending on how the fund earned those distributions. Net losses are not distributed or passed through to fund investors.
Net asset value
The net asset value, or NAV, is the current market value of a fund's holdings, less the fund's liabilities, usually expressed as a per-share amount. For most funds, the NAV is determined daily, after the close of trading on some specified financial exchange, but some funds update their NAV multiple times during the trading day. The public offering price, or POP, is the NAV plus a sales charge. Open-end funds sell shares at the POP and redeem shares at the NAV, and so process orders only after the NAV is determined. Closed-end funds (the shares of which are traded by investors) may trade at a higher or lower price than their NAV; this is known as a premium or discount, respectively. If a fund is divided into multiple classes of shares, each class will typically have its own NAV, reflecting differences in fees and expenses paid by the different classes.
Some mutual funds own securities which are not regularly traded on any formal exchange. These may be shares in very small or bankrupt companies; they may be derivatives; or they may be private investments in unregistered financial instruments (such as stock in a non-public company). In the absence of a public market for these securities, it is the responsibility of the fund manager to form an estimate of their value when computing the NAV. How much of a fund's assets may be invested in such securities is stated in the fund's prospectus.
Average Annual Return
US mutual funds use SEC form N-1A to report the average annual compounded rates of return for 1-year, 5-year and 10-year periods as the "average annual total return" for each fund. The following formula is used:
P(1+T)n = ERV
Where:
P = a hypothetical initial payment of $1,000.
T = average annual total return.
n = number of years.
ERV = ending redeemable value of a hypothetical $1,000 payment made at the beginning of the 1-, 5-, or 10-year periods at the end of the 1-, 5-, or 10-year periods (or fractional portion).
Turnover
Turnover is a measure of the fund's securities transactions, usually calculated over a year's time, and usually expressed as a percentage of net asset value.
This value is usually calculated as the value of all transactions (buying, selling) divided by 2 divided by the fund's total holdings; i.e., the fund counts one security sold and another one bought as one "turnover". Thus turnover measures the replacement of holdings.
In Canada, under NI 81-106 (required disclosure for investment funds) turnover ratio is calculated based on the lesser of purchases or sales divided by the average size of the portfolio (including cash).
Expenses and TER's
Mutual funds bear expenses similar to other companies. The fee structure of a mutual fund can be divided into two or three main components: management fee, nonmanagement expense, and 12b-1/non-12b-1 fees. All expenses are expressed as a percentage of the average daily net assets of the fund.
Management fees
The management fee for the fund is usually synonymous with the contractual investment advisory fee charged for the management of a fund's investments. However, as many fund companies include administrative fees in the advisory fee component, when attempting to compare the total management expenses of different funds, it is helpful to define management fee as equal to the contractual advisory fee + the contractual administrator fee. This "levels the playing field" when comparing management fee components across multiple funds.
Contractual advisory fees may be structured as "flat-rate" fees, i.e., a single fee charged to the fund, regardless of the asset size of the fund. However, many funds have contractual fees which include breakpoints, so that as the value of a fund's assets increases, the advisory fee paid decreases. Another way in which the advisory fees remain competitive is by structuring the fee so that it is based on the value of all of the assets of a group or a complex of funds rather than those of a single fund.
Non-management expenses
Apart from the management fee, there are certain non-management expenses which most funds must pay. Some of the more significant (in terms of amount) non-management expenses are: transfer agent expenses (this is usually the person you get on the other end of the phone line when you want to purchase/sell shares of a fund), custodian expense (the fund's assets are kept in custody by a bank which charges a custody fee), legal/audit expense, fund accounting expense, registration expense (the SEC charges a registration fee when funds file registration statements with it), board of directors/trustees expense (the disinterested members of the board who oversee the fund are usually paid a fee for their time spent at meetings), and printing and postage expense (incurred when printing and delivering shareholder reports).
12b-1/Non-12b-1 service fees
12b-1 service fees/shareholder servicing fees are contractual fees which a fund may charge to cover the marketing expenses of the fund. Non-12b-1 service fees are marketing/shareholder servicing fees which do not fall under SEC rule 12b-1. While funds do not have to charge the full contractual 12b-1 fee, they often do. When investing in a front-end load or no-load fund, the 12b-1 fees for the fund are usually .250% (or 25 basis points). The 12b-1 fees for back-end and level-load share classes are usually between 50 and 75 basis points but may be as much as 100 basis points. While funds are often marketed as "no-load" funds, this does not mean they do not charge a distribution expense through a different mechanism. It is expected that a fund listed on an online brokerage site will be paying for the "shelf-space" in a different manner even if not directly through a 12b-1 fee.
Investor fees and expenses
Fees and expenses borne by the investor vary based on the arrangement made with the investor's broker. Sales loads (or contingent deferred sales loads (CDSL)) are not included in the fund's total expense ratio (TER) because they do not pass through the statement of operations for the fund. Additionally, funds may charge early redemption fees to discourage investors from swapping money into and out of the fund quickly, which may force the fund to make bad trades to obtain the necessary liquidity. For example, Fidelity Diversified International Fund (FDIVX) charges a 1 percent fee on money removed from the fund in less than 30 days.
Brokerage commissions
An additional expense which does not pass through the statement of operations and cannot be controlled by the investor is brokerage commissions. Brokerage commissions are incorporated into the price of the fund and are reported usually 3 months after the fund's annual report in the statement of additional information. Brokerage commissions are directly related to portfolio turnover (portfolio turnover refers to the number of times the fund's assets are bought and sold over the course of a year). Usually the higher the rate of the portfolio turnover, the higher the brokerage commissions. The advisors of mutual fund companies are required to achieve "best execution" through brokerage arrangements so that the commissions charged to the fund will not be excessive.
Types of mutual funds
Open-end fund
The term mutual fund is the common name for what is classified as an open-end investment company by the SEC. Being open-ended means that, at the end of every day, the fund issues new shares to investors and buys back shares from investors wishing to leave the fund.
Mutual funds must be structured as corporations or trusts, such as business trusts, and any corporation or trust will be classified by the SEC as an investment company if it issues securities and primarily invests in non-government securities. An investment company will be classified by the SEC as an open-end investment company if they do not issue undivided interests in specified securities (the defining characteristic of unit investment trusts or UITs) and if they issue redeemable securities. Registered investment companies that are not UITs or open-end investment companies are closed-end funds. Neither UITs nor closed-end funds are mutual funds (as that term is used in the US).
Exchange-traded funds
A relatively recent innovation, the exchange-traded fund or ETF, is often structured as an open-end investment company. ETFs combine characteristics of both mutual funds and closed-end funds. ETFs are traded throughout the day on a stock exchange, just like closed-end funds, but at prices generally approximating the ETF's net asset value. Most ETFs are index funds and track stock market indexes. Shares are issued or redeemed by institutional investors in large blocks (typically of 50,000). Most investors purchase and sell shares through brokers in market transactions. Because the institutional investors normally purchase and redeem in in kind transactions, ETFs are more efficient than traditional mutual funds (which are continuously issuing and redeeming securities and, to effect such transactions, continually buying and selling securities and maintaining liquidity positions) and therefore tend to have lower expenses.
Exchange-traded funds are also valuable for foreign investors who are often able to buy and sell securities traded on a stock market, but who, for regulatory reasons, are limited in their ability to participate in traditional U.S. mutual funds.
Equity funds
Equity funds, which consist mainly of stock investments, are the most common type of mutual fund. Equity funds hold 50 percent of all amounts invested in mutual funds in the United States. Often equity funds focus investments on particular strategies and certain types of issuers.
Capitalization
Fund managers and other investment professionals have varying definitions of mid-cap, and large-cap ranges. The following ranges are used by Russell Indexes:
Russell Microcap Index - micro-cap ($54.8 - 539.5 million)
Russell 2000 Index - small-cap ($182.6 million - 1.8 billion)
Russell Midcap Index - mid-cap ($1.8 - 13.7 billion)
Russell 1000 Index - large-cap ($1.8 - 386.9 billion)
Growth vs. value
Another distinction is made between growth funds, which invest in stocks of companies that have the potential for large capital gains, and value funds, which concentrate on stocks that are undervalued. Value stocks have historically produced higher returns; however, financial theory states this is compensation for their greater risk. Growth funds tend not to pay regular dividends. Income funds tend to be more conservative investments, with a focus on stocks that pay dividends. A balanced fund may use a combination of strategies, typically including some level of investment in bonds, to stay more conservative when it comes to risk, yet aim for some growth.
Index funds versus active management
Main articles: Index fund and active management
An index fund maintains investments in companies that are part of major stock (or bond) indices, such as the S&P 500, while an actively managed fund attempts to outperform a relevant index through superior stock-picking techniques. The assets of an index fund are managed to closely approximate the performance of a particular published index. Since the composition of an index changes infrequently, an index fund manager makes fewer trades, on average, than does an active fund manager. For this reason, index funds generally have lower trading expenses than actively managed funds, and typically incur fewer short-term capital gains which must be passed on to shareholders. Additionally, index funds do not incur expenses to pay for selection of individual stocks (proprietary selection techniques, research, etc.) and deciding when to buy, hold or sell individual holdings. Instead, a fairly simple computer model can identify whatever changes are needed to bring the fund back into agreement with its target index.
Certain empirical evidence seems to illustrate that mutual funds do not beat the market and actively managed mutual funds under-perform other broad-based portfolios with similar characteristics. One study found that nearly 1,500 U.S. mutual funds under-performed the market in approximately half of the years between 1962 and 1992. Moreover, funds that performed well in the past are not able to beat the market again in the future (shown by Jensen, 1968; Grimblatt and Sheridan Titman, 1989).
Bond funds
Bond funds account for 18% of mutual fund assets. Types of bond funds include term funds, which have a fixed set of time (short-, medium-, or long-term) before they mature. Municipal bond funds generally have lower returns, but have tax advantages and lower risk. High-yield bond funds invest in corporate bonds, including high-yield or junk bonds. With the potential for high yield, these bonds also come with greater risk.
Money market funds
Money market funds hold 26% of mutual fund assets in the United States. Money market funds entail the least risk, as well as lower rates of return. Unlike certificates of deposit (CDs), money market shares are liquid and redeemable at any time.
Funds of funds
Funds of funds (FoF) are mutual funds which invest in other underlying mutual funds (i.e., they are funds comprised of other funds). The funds at the underlying level are typically funds which an investor can invest in individually. A fund of funds will typically charge a management fee which is smaller than that of a normal fund because it is considered a fee charged for asset allocation services. The fees charged at the underlying fund level do not pass through the statement of operations, but are usually disclosed in the fund's annual report, prospectus, or statement of additional information. The fund should be evaluated on the combination of the fund-level expenses and underlying fund expenses, as these both reduce the return to the investor.
Most FoFs invest in affiliated funds (i.e., mutual funds managed by the same advisor), although some invest in funds managed by other (unaffiliated) advisors. The cost associated with investing in an unaffiliated underlying fund is most often higher than investing in an affiliated underlying because of the investment management research involved in investing in fund advised by a different advisor. Recently, FoFs have been classified into those that are actively managed (in which the investment advisor reallocates frequently among the underlying funds in order to adjust to changing market conditions) and those that are passively managed (the investment advisor allocates assets on the basis of on an allocation model which is rebalanced on a regular basis).
The design of FoFs is structured in such a way as to provide a ready mix of mutual funds for investors who are unable to or unwilling to determine their own asset allocation model. Fund companies such as TIAA-CREF, American Century Investments, Vanguard, and Fidelity have also entered this market to provide investors with these options and take the "guess work" out of selecting funds. The allocation mixes usually vary by the time the investor would like to retire: 2020, 2030, 2050, etc. The more distant the target retirement date, the more aggressive the asset mix.
Hedge funds
Hedge funds in the United States are pooled investment funds with loose SEC regulation and should not be confused with mutual funds. Some hedge fund managers are required to register with SEC as investment advisers under the Investment Advisers Act. The Act does not require an adviser to follow or avoid any particular investment strategies, nor does it require or prohibit specific investments. Hedge funds typically charge a management fee of 1% or more, plus a "performance fee" of 20% of the hedge fund's profits. There may be a "lock-up" period, during which an investor cannot cash in shares. A variation of the hedge strategy is the 130-30 fund for individual investors.
Mutual funds vs. other investments
Mutual funds offer several advantages over investing in individual stocks. For example, the transaction costs are divided among all the mutual fund shareholders, which allows for cost-effective diversification. Investors may also benefit by having a third party (professional fund managers) apply expertise and dedicate time to manage and research investment options, although there is dispute over whether professional fund managers can, on average, outperform simple index funds that mimic public indexes. Yet, the Wall Street Journal reported that separately managed accounts (SMA or SMAs) performed better than mutual funds in 22 of 25 categories from 2006 to 2008. This included beating mutual funds performance in 2008, a tough year in which the global stock market lost US$21 trillion in value. In the story, Morningstar, Inc said SMAs outperformed mutual funds in 25 of 36 stock and bond market categories. Whether actively managed or passively indexed, mutual funds are not immune to risks. They share the same risks associated with the investments made. If the fund invests primarily in stocks, it is usually subject to the same ups and downs and risks as the stock market.
Share classes
Many mutual funds offer more than one class of shares. For example, you may have seen a fund that offers "Class A" and "Class B" shares. Each class will invest in the same pool (or investment portfolio) of securities and will have the same investment objectives and policies. But each class will have different shareholder services and/or distribution arrangements with different fees and expenses. These differences are supposed to reflect different costs involved in servicing investors in various classes; for example, one class may be sold through brokers with a front-end load, and another class may be sold direct to the public with no load but a "12b-1 fee" included in the class's expenses (sometimes referred to as "Class C" shares). Still a third class might have a minimum investment of $10,000,000 and be available only to financial institutions (a so-called "institutional" share class). In some cases, by aggregating regular investments made by many individuals, a retirement plan (such as a 401(k) plan) may qualify to purchase "institutional" shares (and gain the benefit of their typically lower expense ratios) even though no members of the plan would qualify individually. As a result, each class will likely have different performance results.
A multi-class structure offers investors the ability to select a fee and expense structure that is most appropriate for their investment goals (including the length of time that they expect to remain invested in the fund).
Load and expenses
A front-end load or sales charge is a commission paid to a broker by a mutual fund when shares are purchased, taken as a percentage of funds invested. The value of the investment is reduced by the amount of the load. Some funds have a deferred sales charge or back-end load. In this type of fund an investor pays no sales charge when purchasing shares, but will pay a commission out of the proceeds when shares are redeemed depending on how long they are held. Another derivative structure is a level-load fund, in which no sales charge is paid when buying the fund, but a back-end load may be charged if the shares purchased are sold within a year.
Load funds are sold through financial intermediaries such as brokers, financial planners, and other types of registered representatives who charge a commission for their services. Shares of front-end load funds are frequently eligible for breakpoints (i.e., a reduction in the commission paid) based on a number of variables. These include other accounts in the same fund family held by the investor or various family members, or committing to buy more of the fund within a set period of time in return for a lower commission "today".
It is possible to buy many mutual funds without paying a sales charge. These are called no-load funds. In addition to being available from the fund company itself, no-load funds may be sold by some discount brokers for a flat transaction fee or even no fee at all. (This does not necessarily mean that the broker is not compensated for the transaction; in such cases, the fund may pay brokers' commissions out of "distribution and marketing" expenses rather than a specific sales charge. The purchaser is therefore paying the fee indirectly through the fund's expenses deducted from profits.)
No-load funds include both index funds and actively managed funds. The largest mutual fund families selling no-load index funds are Vanguard and Fidelity, though there are a number of smaller mutual fund families with no-load funds as well. Expense ratios in some no-load index funds are less than 0.2% per year versus the typical actively managed fund's expense ratio of about 1.5% per year. Load funds usually have even higher expense ratios when the load is considered. The expense ratio is the anticipated annual cost to the investor of holding shares of the fund. For example, on a $100,000 investment, an expense ratio of 0.2% means $200 of annual expense, while a 1.5% expense ratio would result in $1,500 of annual expense. These expenses are before any sales commissions paid to purchase the mutual fund.
Many fee-only financial advisors strongly suggest no-load funds such as index funds. If the advisor is not of the fee-only type but is instead compensated by commissions, the advisor may have a conflict of interest in selling high-commission load funds.
HRM RECRUITMENT PROJECT
A STUDY ON RECRUITMENT AND SELECTION FOR TEMP STAFFING
A CASE STUDY
AT
ADDECCO FLEXIONE WORKFORCE SOLUTIONS LTD
A Major project report submitted to Osmania University, in partial fulfillment of the requirements for the award of degree
Of
MASTER OF BUSINESS ADMINISTRATION
HRM
By
FARZANA
(18-05-146)
Department of Business Management
Aurora’s Post-graduate College
[Affiliated to Osmania University]
RAMANTHAPUR, Hyderabad
DECLARATION
I FARZANA declare that the project report entitled “A study on recruitment and selection for temp staffing” A Case Study at ADECCO Flexione workforce Solutions is an original and bonafide work done by me during the academic year 2005-2007. This is being submitted in the partial fulfillment of the requirement for the award of degree of the Master of Business Administration (Osmania University). The matter embodied in this report has not been submitted for the award of any other degree or diploma.
FARZANA
ACKNOWLEDGEMENT
I deem it a great privilege to thank all those people who helped me to complete this project work. I express my sincere thanks to the management of the AURORA POST GRADUATE COLLEGE and our respected Head of the department Dr. E.VIKRAM ADITYA for giving me this opportunity to under take the project work.
I am deeply obliged to my project guide Mrs. MANJULA, with out whose guidance and encouragement at all levels , the study wouldn’t have been completed.
I express my profound thanks to, Mr. BHARTH KUMAR Group Accounting Manager, ADECCO Flexione Workforce Solutions Ltd, Hyderabad, for giving me valuable advice and guidance and sparing valuable time in clarifying various points raised by me.
FARZANA
Table of Contents
Chapter- 1 Page No
1. Introduction 1
2. Objectives and scope of the study 3
3. Methodology of the study 4
Chapter- 2
1. Review of Literature 5
2. Theoretical Framework 8
Chapter- 3
1. Company profile 35
Chapter- 4
1. Data analysis and interpretation 45
Chapter- 5
1. Findings 60
2. Suggestions 63
Bibliography 64
Annexure I
Questionnaire 65
Chapter- 1
1. Introduction
2. Objectives and scope of the study
3. Methodology of the study
INTRODUCTION
A “temp” is a temporary worker with an organization who is on a third-party (staffing company) payroll. A well-accepted norm in global companies, many large Indian organizations are now hiring a part of their workforce from employee leasing firms.
Temping in India has never been a lifestyle choice unlike the markets in the US. Since temping is used more as a stepping stone to permanent jobs in India, conversion from a temp to perm is in the higher range. In the US, it is anywhere between 4% and 5%. In Adecco Peopleone, the conversion is anywhere between 25% and 33% with the company providing liquidity support. “I would encourage this conversion to go up to 40% as it will generate greater demand,”
says Ajit Isaac, MD, Adecco Peopleone.
Recently, Bharti announced its intent to absorb 14,000 temps and make them permanent employees. While the high number with Bharti is an anomaly, most companies in India maintain a temp-perm mix and convert some good temporary staffers into permanent employees. On one hand, companies can gauge employees before absorbing them and first-timers in the employment market can gain a richer repertoire of experience having worked with a few MNCs.Meanwhile in the US, where temping is more established with 10m temps in the market, certain specialized jobs have also seen temps earn 17% more than permanent employees. For temping companies in India, it is about addressing frictional unemployment and providing jobs to first-timers in the employment market. “Of course, temping companies manage both service fees and absorption fees when this conversion happens,” Over a period of time, the temping industry will see penetration into Tier II towns due to higher levels of absorption. Temping companies will look at value additions in competency testing and certification of temps. “It cannot be about simply payrolling; we have to look at value addition along the entire chain,” says Soumen Basu, executive chairman, Manpower India. “The high rate of absorption is a good sign for our industry, it just shows that the market is maturing,” says Achal Khanna, country-head, Kelly Services. According to ASSOCHAM (Associated Chambers of Commerce and Industry) the size of the retail market would go up from Rs 5, 88,000 crore to 1,479,000 crore in 2008. Currently, of the Rs 5, 88, 000 crore market, the organized sector is only Rs 5,000 crore, but is expected to shoot up
to 1,60,000 crore by 2008.
Many companies because of the growing competition want to focus their core business. That‘s the reason why most of the companies in telecom sector in particular wants to increase their market share by increasing sales without increasing the headcount. To do so they are going for RPO’s which employs people on the rolls of not the client but on its own company rolls.
Temporary staffing firms recruit people for their clients by using various sources of recruiting available. These firms source the candidates and conduct initial screening by using different methods so that they select and place the right kind of people for the right kind of job.
OBJECITIVES
To understand the process of recruitment and selection in various telecom companies.
To know the effective method of recruitment and selection in selected telecom companies
To know the process of recruitment in Adecco Flexione Staffing Solutions.
To know the yield ratio
To know the sources used for recruiting at various levels and various jobs
SCOPE
The study’s emphasis is on recruitment and selection process of only three telecom companies TATA, IDEA and AIRTEL.
The study aims at understanding various issues involved in managerial recruitment process.
The study does not look into financial aspects of recruitment cost analysis
The study was done only to know the various sources of recruitment
METHODOLOGY OF STUDY
This study is conducted by collecting and analyzing the data from primary and secondary sources.
Primary Data:
Primary data was collected by administering the questionnaire to the recruiters working at ADECCO Flexione staffing solutions
Secondary Data:
Secondary data was collected from the books, journals, and websites and through the interaction with the individuals in the organization.
Data Analysis:
The data, which is collected, is analyzed and is represented through pie graphs and bar diagrams using percentages for analyzing and interpreting.
Sample Size:
The sample size of the recruiters were 8 recruitment consultants, and 1 Group Accounting managers (GAM’)
Chapter- 2
1. Review of Literature
2. Theoretical Framework
LITERATURE REVIEW
India is a growing market. While the advanced world is seeing decline in growth, India, china and other emerging countries will continue to experience boom time for almost the next 20-30 years. These possess a unique challenge for the corporates who are interested in quality recruitment. Understanding requirements is the first most important step towards effective recruitment. Despite knowing it well both organizations and Recruitment Service Providers (RSPs) do not spend time either in defining requirements or in understanding them. Organizations must “recruit” recruiters carefully, insist on good measures of value – add, define and communicate requirements, build and enlist high performing RSPs to work for them as brand promoters. Similarly, RSPs must provide services appropriate to the need of the organization , learn to say no when they cannot, improve their match making abilities and not merely push CVs.outsourcing recruitment to external RSPs should not be purely on cost considerations. Cost saving is only an initial excitement. RSPs those who provide guaranteed service levels will be more effective and would be sort after as partners for companies finding right-fit will be the key focus. Cost of wrong hires will be measured while refining the act of recruitment says S. Chandra Sekhar who works with CAP GEMINI CONSULTING INDIA at Mumbai in his article published in HRD newsletter.
In one of the studies conducted by the HR consulting firm HEWITT it was found that 45% of 129 companies surveyed did not see cost saving as their main consideration. Top three reasons for recruitment outsourcing in corporate are reported to be:
Gaining outside expertise
Improving service quality
Focusing on core business.
So the companies must not go for RSPs simply to reduce the cost of recruitment but they should focus more on improved structure, standardization, efficiency, technology, compliance and other value adds.
Behind every Attrition there is recruitment! Whenever an employee leaves an organization without informing and without giving notice or leaves the organization in the middle of the project it should be known that he or she is joining some other organization. Many times the employees of the recruitment consultants are hired by their own clients and are asked to join at a very short notice period. They are been told that “relieving letter” is not required and some even offer incentives for early joining. There must be some guidelines and ethics for recruitment so that there can be fair recruitment policies. There must be some ethical guidelines such as
a) Notice period must be served and nobody must be hired without relieving letter or providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his current organization. The logic is obvious. Employees six months to begin their contribution and at least one year is required to recover recruitment process. More importantly if some body is hired who has worked less than a year with the current organization, that individual will ditch in even shorter period.
c) Corporates should not head hunting from competition. They should advertise and encourage employees seeking change to voluntarily respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments such as employment bond etc. the corporate should realize that employee signed the bond and if he wants to break it, he should do at his own cost and the corporate should not reimburse or compensate him for violating the employment contracts says Mr. T. MURALIDHARAN who is the chairman of TMI NETWORK one of the India’s leading recruitment consultancy.
In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD conducted by Manik Rao in the year 2005. It was found that company has used internal search for recruiting the employees into more higher or the positions in different departments who can fit into the job. It was found that the company has done it by considering it as the most cost effective way of filling the vacancies. It has also been found that the company opted for external sources such as advertisement agencies to fill vacancies. Employee referrals were also one of the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is a HR consultancy, it was found that most of the employees felt that the telephonic interview is not effective and instead direct interviews are more feasible.
These are some of the studies conducted earlier on the recruitment and selections.
THEORETICAL FRAMEWORK
Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired the organization cannot achieve its objectives. This is the second step in the process of procurement of the employee the first being the manpower planning. Recruiting makes it possible to acquire the number and types of people necessary to ensure the contained operation of the organization. This is a linking activity bringing together those with jobs and those seeking jobs.
RECRUITMENT AND SELECTION
Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence. The follow-up process may be referred to as part of the recruitment process: inveigling the selected candidate or candidates to take up the target job or function.
RECRUITING INTERNALLY OR EXTERNALLY
Internal Recruiting
Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.
Merits
It improves the morale of the employees
The employee is in better position to evaluate those presently employed than outside conditions
It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement.
These people are tried and can be relied upon
Demerits
It often leads to inbreeding and discourages new blood from entering into an organization.
There are possibilities that internal sources may “dry up” and it may be difficult to find the requisite personnel from within an organization.
No innovation are made no new thinking so on new inputs which is very much essential for the growth of the organization
Usually promotions are based on seniority so the danger is that really capable hands may not be chosen.
External Recruiting
When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations.
Merits
New entrant to the labor force i.e., young mostly inexperienced potential employee’s fresh graduates or postgraduates can be taken and mould in accordance with company’s culture.
External recruiting results in best selection from the large sources
In the long run this source proves economical because potential employees do not extra training.
Many different ways of recruiting is available.
The excess applications generated for current requirement may be utilized for future vacancies.
Demerits
Extra time is required by the people to adjust them selves to the present working situations.
If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical.
Cost of recruiting will be comparatively more than internal recruiting.
Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the company’s expectation with the employee.
Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. Before choosing any sources make sure that it gives answer as YES to these following questions:
Will it reach the right people?
The main criterion which can be used to judge each source must be whether it will put you in touch with potentially suitable applicants. No matter how competent we may at drawing up the applications, conducting interviews and running tests, it is all largely irrelevant if there are not good field of applicants to choose from. The source to be opted can be decided on the basis of job description and employee specification. Based on that choose the appropriate source that can give higher yield ratio.
Will it reach the right numbers?
It’s not enough just to get potentially ideal applicants to apply for the post. They must also do so in the right numbers. Its found that at the time interview is arranged one will already have obtained a job, another wont turn up and three of them are unsuitable and the only remaining candidate will turn down the job offer. Thus it result in again beginning the whole process which will incur the extra time and expense involved with reading and responding to all the applications. Although opinion varies considerably as to the number of applicants required, therefore the number of invites is increased around half a dozen for an interview and tests. But additional applicants will therefore simply increase the recruitment process. Unfortunately the recruiter doesn’t know the number of suitable candidates who are of equal importance.
Will it be at the right price?
It should always be taken into account the cost in terms of time and money of a specific source of recruitment. It should be in the proportion to the job concerned and its value to the company. There must be the balance between the expense against the type and number of people that it will reach. The information regarding all sources available for recruitment must be available prior to proceeding. Generate information from the past record to see that it was value for money.
INTERNAL SOURCES
The most common internal sources of internal recruitment are
1. personal recommendations
2. notice boards
3. newsletters
4. memoranda
1) Personal References
The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also any one else who is likely to be interested is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don’t bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it is been placed it should be certain that it is seen by every one. It means there must be equal opportunity to see to it and this happens when they know that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that every one is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send memoranda to department managers to read out to the teams or to write all employees perhaps enclosing memoranda in wage packets if appropriate. However it can be a time consuming process to contact staff individually, especially if there is a large work force. It should also be kept in mind as to in which way the memorandum is phrased out so that the job appeals to likely applicants.
EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside the company.
1. word of mouth
2. notices
3. job centers
4. private agencies and consultants
5. education institutions
6. the press
7. radio
8. television
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for he job. Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of mouth as a sole or initial source of recruitment if the work force is wholly or predominantly of one sex or racial group. Also employing friends and relatives of present employees may be imprudent because it is not certain that they are as competent as the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. They should be seen by a large number of passerby, some actively looking for work. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy o notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises.
4) Private Agencies and Consultants
There are various types of private organization that can help to find the right person for a particular job. Employment agencies exist in many town and cities. Some handle all general vacancies from junior unto supervisory level while others specialize in various occupations such as accountancy, clerical or computer personnel and marketing or sales. Since they maintain a register of job seekers, they initially attempt to find applicants from this list. A short list will be drawn up by reading through applications and conducting interviews on client organization’s behalf. Although fees vary, it is expected to pay around 10 to 15% of the annual salary offered if a suitable person is found for the job. This will be partly refundable if he leaves within a certain period of time. For temporary staff, it is normally charged on hourly, daily or weekly rate by the agency. They will then pay the employee. Recruitment agencies are similar to employment agencies in the services that they offer. The main difference is that recruitment agencies tend to operate at a higher level, concentrating on technical, managerial and executive appointment. Accordingly, increased time, effort and expertise are needed to compile a quality short list. This will be reflected in the fees charged, often between 18 and 22% of the annual salary of the staff recruited. Again a proportion of this may be refundable if the employees proves to be unsatisfactory and subsequently departs.
Search consultants, also known as Headhunters, specialize in finding candidates for senior positions. They normally head hunt people currently at work in similar posts, possibly at rival companies. Discrete approaches, by telephone, are made direct to the persons involved. Such a process is time consuming and requires considerable tact and diplomacy if it is to be successful. Charges may be in excess of 30% of the annual salary. Before opting for this source attention must be paid about those agencies who brashly promise to give a lengthy list of candidates very quickly. It may sound impressive but suggests that they are simply pulling names from a register perhaps of dubious quality and are not actively searching for and screening applicants properly. A good shortlist will take time to compile. It must be ensured that the agency with which the organizations contracting must follow a good refund system in case the new recruit resigns or needs to be dismissed shortly after joining. Also a free replacement warranty up to six months must be provided by the recruiting agency. When employing an agency or consultant, make sure that they know exactly what they are expected to do. A clear job description and employee specification, must be provided so that they could screen by referring to the employee specification and so on. Full up to date information about the job and person required. Supply all details and all instructions in writing to avoid subsequent misunderstandings and disagreements.
The recruiting agency or consultant must be in touch with the client company through out the recruitment process to ensure that the agency is following the instructions and doing its job well. Also it must be ensured that they are maintaining equality of opportunity and avoiding unlawful discrimination against applicants of a particular sex, marital status or any racial group. All applicants should be judged solely on their ability to do the job.
5) Educational Institutions Or Campus Recruitment
Those companies which require a steady intake of young persons for new Youth Training to trainee management positions ought establish and maintain close contact with colleges and universities. The advantage of campus recruitment is, it is known that who the audience to be addressed are. Promotional literature in the form of posters, broachers, catalogues; press releases and so on can be issued to the audience so that the company’s name remains prominent in their and their student’s minds all the time.
6) The Press
Advertising for the new staff through the press has proved successful for many companies. Choose between local newspapers, national newspapers and the magazines. All will put in touch with different audience. Local newspapers, read by a large cross-section of the immediate population, may be most suitable if there is sufficient talent in the area.
National newspapers, with their mass circulations and differing attitudes to news coverage appealing to various tastes, could be better when looking out to fill the senior position.
Trade Magazines often under estimated as useful source of recruitment might be worth considering if looking out to recruit someone for a specialized job which possibly requires previous experience of the particular industry.
Naturally there are some drawbacks to newspaper advertising. It is expensive in relation to other, often equally good source such as job and careers centers, which advertise free. Other drawbacks of newspaper advertising include a high level of wastage (the vast majority of readers will not be job hunting) and a short life span. The daily or evening newspaper is invariably discarded at the end of the day. A short series of advertisement incurring extra expenses may sometimes be required and multiplying one advert by three or four starts to make this source prohibitively costly. Trade magazines could be a better way of recruiting staff depending upon the circumstances. Most will include employment advertisements within a classified section which will be read by a small but select and interested number of people. There some disadvantages, however the financial outlay is still considerable. If the magazine is published bi-monthly or quarterly, may have to wait sometime before the advertisement is seen. It may be intended to fill the vacancy as soon as possible.
7) Radio
Many radio stations broadcast special job finders advertisements throughout the day for companies looking for new recruits. Advertising through the radio has got many advantages as it will be transmitted to over a wide geographical area to potentially large audience. Variety of age groups listens thus making it a suitable medium for different types and levels of jobs. Advertisements can be broadcast very quickly sometimes within hours. Nevertheless there are some disadvantages that must be considered carefully. As few have tune in to hear advertisements and their thoughts invariably wander when they are on, or they may start station hopping to find more music. The radio is also transient medium. An advertisement lasts for perhaps 30 seconds, which is a very short period in which to put across all the important points, and is then finished. It is usually difficult to remember (What was the company’s name? what was its phone number?) most listeners will not have a pen and pad handy to make notes.
8) Television
You can advertise on a regional or national basis. Recruiting staff through the Television is still widely regarded as a new and innovative approach. Companies which use this medium may therefore be seen as go-ahead and dynamic. Thus, this medium may not be an immediate choice if there is only just one vacancy to be filled, although shorter and expensive one month contracts could be negotiable and worth considering.
SELECTION
The selection procedure is concerned with securing relevant information about the applicant. This information is secured in number of steps. The objective of selection process is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job
The hiring procedure is not a single act but it is essentially a series of methods by which additional information is secured about the applicant. At each stage facts, which came to light, make the acceptance or rejections of the candidate clear. Some selection processes are quite easy and some with many hurdles this increases with the level and responsibility of the positions to be filled.
Essentials of Selection Procedure
The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from the employment requisition as developed by an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive job description and job specification should be available beforehand.
3. There must be sufficient number of applicants from whom the required number of employees may be selected.
PROCESS OF SELECTION
Selection
Preliminary screening interview
Completion of application or form if not done previously
Employment tests
Comprehensive interview
Back ground investigation
Final employment decision
Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer a high caliber receptionist in the employment office. These interviews are short and are known as stand-up interviews. The main objective of such interviews is to screen out undesirable/unqualified candidates at very outset. Such interviews conducted by someone who inspires confidence, who genuinely interested in people, and whose judgment in the “sizing up” of the applicant is fairly reliable.
Basic criteria that must be met for an application to be eligible for consideration. If these criteria are not met, there is no obligation on the employer to consider such applications. The screening process therefore seeks to identify those applications that meet the basic entry-level requirements applications that are therefore incomplete or do not meet the basic appointment criteria are considered unsuccessful applications. In order to be fair and objective in the screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of each and every candidate that applies for a position.
Certain conditions should be met in relation to the format and content of -
a)Application forms b)Curricula Vitae (CV’s) and c)All other relevant documentation.
What is the purpose of short-listing?
After having completed the screening process and eliminated those applicants that do not meet the basic requirements, the next objective should be to identify a manageable size (pool) of applicants (a short-list) who are best suited to fill the position successfully and from whose ranks the most suitable candidate(s) is/are to be selected. It is about identifying a manageable pool of best suited candidates for a specific position, in the interest of the State, taking into account Affirmative Action and Employment Equity objectives.
May short-listing be used to reduce a vast number of applications to a manageable size?
As stated, the primary objective of the short-listing process is to reduce the
Number of qualifying applicants to a manageable size for purposes of selecting
the most suitable candidate. A further objective with short-listing is to rank candidates, and to determine a cut-off point below which candidates will not be interviewed. The criteria utilized for short-listing purposes should therefore be in sufficient detail to allow for this and should be applied consistently.
Application Form
Application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidate at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and level of job etc. they also formulate different application forms for different jobs, at different levels, so as to solicit the required information for each job. But few companies in our companies in our country do not have prescribed application forms.
Psychological Testing
Test is defied as a systematic procedure for sampling human behavior
TESTS ARE USED IN BUSINESS FOR THREE PRIMARY PURPOSES.
1) for the selection and placement of new employees
2) for appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of paramount importance for each of these purposes.
Classification of Tests on the Basis Of Human Behavior
A. Aptitude or potential ability test
Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or mechanical. These tests may take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she has mental capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical wok. This could help in knowing a person’s capability for spatial visualization, perceptual speed manual dexterity, visual motor coordination or integration, visual insights etc.
c) Psychometric tests – these tests measures a persons ability to do a specific job
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a training program and on the job experience they determine the admission feasibility of a candidate and measure what he/she is capable of doing.
a) Tests for measuring job knowledge – this type of test may be oral or written. These tests are administered to determine proficiency in shorthand and in operating calculators adding machines dictating and transcribing machines and simple mechanical equipment.
b) Work sample tests – demand the administration of the actual job as a test. A typing test provides the material to be typed and notes the time taken and mistakes committed.
C. Personality tests
These tests aim at measuring those basic make up or characteristics of an individual which are non-intellectual in their nature. In other words they probe deeply to discover clues to an individual’s value system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness of the everyday life and his capacity for interpersonal relations and self image.
a) Objective tests – it measures neurotic tendencies self-sufficiency dominance submission and self-confidence. These are scored objectively. They are paper and pencil tests or personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project his own interpretation into certain standard stimulus situation. The way in which he/she responds to these stimuli depends on his own values, motives and personality.
c) Situation tests – these tests measures an applicant’s reaction when he is placed in a peculiar situation his ability to undergo stress and his demonstration of ingenuinity under pressure. Such tests usually relate to leaderless group situations, in which some problem is posed to a group and its members are asked to reach some conclusion without the help of a leader.
d) Interest tests – these tests aim at finding out the types of work in which a candidate is interested. They are inventories of the likes and dislikes of the people of some occupation hobbies and recreational activities. They are useful in vocational guidance and are assessed in the form of answers to a well prepared questionnaire.
Interviews
Interviews are a crucial part of the recruitment process for most organizations. Their purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities and personality. It’s also an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for the job under consideration.
The recruitment process for most organizations follows a common theme: Applications/CVs are received, either online or by post; and candidates are short-listed and invited for interview. The interview format can vary considerably and may include an assessment centre and/or tests. The number of interviews also varies. Some companies are satisfied after one interview, whereas others will want to recall a further shortlist of candidates for more. If successful at the final interview stage, an official job offer is sent to the candidate. Interview format is determined by the nature of the organization, but there are various standard formats.
Chronological Interviews -These work chronologically through the candidate’s life to date and are usually based on the CV or a completed application form.
Competency-Based Interviews -These are structured to reflect the competencies that an employer is seeking for a particular job (often detailed in the recruitment information). This is the most common type of interview for graduate positions today.
Technical Interviews - If a candidate has applied for a job or course that requires technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection process, that the candidate will be asked technical questions or have a separate technical interview to test his/her knowledge. Questions may focus on the final year project and his/her choice of approach to it or on real/hypothetical technical problems. It seen that the candidate proves himself/herself but also they admit to what they don’t know.
Kinds of Interviews:
One to one interview: in this type of interview one selector interviews one candidate alone.
Informal interview: in this type there are discussions between the candidate and two or more interviewers.
Panel of interviews: in these pre planned standard questions ranging overall aspects of the job are asked. They focus directly on elements of person specification.
Direct planned interview: this interview is straight forward, face to face, question and answer situation intended to measure the candidate’s knowledge and background.
Indirect and direct interview: in this type of interview the interviewer refrains from asking direct and specific questions but creates an atmosphere in which the interviewee feels free to talk and go into any subject he considers important. The object of the interview is to determine what individual himself considers of immediate concern, what he thinks about these problems, and how he conceives of his job and his organization.
Patterned interview: in this interview a series of questions which illuminates validated against the record of employees who have succeeded or failed on the job.
Stress interview: in this interview the interviewer deliberately creates stress to see how an applicant operates in stress situation. To induce stress, the interviewer responds to the applicant’s answers with anger, silence and criticism. This interview aims attesting the candidate’s job behavior and level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be examined extensively in core areas of knowledge and skills of the job.
Background Checks and Enquiries
Offers of appointment are subject to references and security checks. The references given in the candidate’s application will be taken up and a security check will be conducted. Security checks can take a while if the candidate has lived abroad for any period of time.
Final Selection Decision
Those individuals who perform successfully on the employment tests and the interviews, and are not eliminated by development of negative information on either the background investigation or physical examination are now considered to be eligible to receive an offer of employment. Who makes that employment offer? For administrative purposes the personnel department should make the offer. But their role should be only administrative. The actual hiring decision should be made by the manager in the department that had the position open.
YIELD RATIO
A yield ratio for many recruiting step reflects the number of candidates avail at a step and the step. For example, a series of newspaper ads may result in thousand applications for employment of these thousand applicants 100 are judged to meet some minimum qualifications, thus the yield ratio at this initial stages is 10% of a group of 100 candidates 50 accepted invitations to be interviewed (yield ratio is 50% at this stage) of the 50, 10 were given job offers 20% yield ratio.
Assuming the labor market has not changed dramatically from when the yield ratio was derived and similar methods of the recruiting are to be used (eg. Advertising in the same papers, employment screening resource.com, using a website or head hunters). This ratio then can be used as the basis for planning future recruitment efforts by going backwards from the yield ratio; the recruiter can estimate how many applicants will be necessary In order to fill a certain number of position. The recruiter then can adjust the recruiting efforts according with more / less advertising more or fewer trips to college campuses and so forth.
The use of yield ratio is another area where there is a wide gap between what academic texts are scholarly research recommends and the extent to which such data are collected in organization to drive future recruitment planning, while almost every scholar on the subject recommends a recruitment evaluation process to assist decision makers in efficient recruitment planning very few companies actually collect these data as a part of recruitment evaluation.
Sunday, November 15, 2009
Insurace
EXECUTIVE SUMMARY
Monopoly of LIC has been broken to make Indian Insurance to change its face
and pace to tap the market and to make the new challenges in it. Insurance in
India is not about India only; it is an open sector for the private players. The
name which you would see in Indian insurance market is something like: -
BAJAJ (Indian company) + Allianz (foreign player), TATA (Indian company) +
Aig (foreign player) and so many like them. Companies now are tapping a lot
of ways to capture the market and hence adopting different ways to hold the
large portion of the market. My project was to understand the different
marketing strategies adopted by the companies to increase their market share
and along with it meeting their own targets to achieve the position of no.1 in
respective field or segment of the market. My summer training learning helped
me a lot to complete my project in order to learn a lot of things of the corporate.
As a project trainee the first task given to me was to understand the
basic behaviour of the consumer in order to manipulate the market according to
the our target competition. For this we did developed a questionnaire and I did
my survey in important location of Jodhpur, Jaipur.
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ABOUT INSURANCE
Insurance may be defines as social device to protect the economic value
of the Life and other assets. Under the plan of Insurance a group of people are
brought together and their share of money is pooled to manage the loss suffered
by any of them.
in its basic form is defined as “ A contract between two parties whereby one
party called Insurance insurer undertakes in exchange for a fixed sum called
premiums, to pay the other party called insured a fixed amount of money on the
happening of a certain event."
In simple terms it is a contract between the person who buys Insurance and an
Insurance company who sold the Policy. By entering into contract the Insurance
Company agrees to pay the Policy holder or his family members a
predetermined sum of money in case of any unfortunate event for a
predetermined fixed sum payable which is in normal term called Insurance
Premiums.
Insurance is basically a protection against a financial loss which can arise on
the happening of an unexpected event. Insurance companies collect premiums
to provide for this protection. By paying a very small sum of money a person
can safeguard himself and his family financially from an unfortunate event.
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For Example if a person buys a Life Insurance Policy by paying a premium to
the Insurance company , the family members of insured person receive a fixed
compensation in case of any unfortunate event like death.
There are different kinds of Insurance Products available such as Life
Insurance, Vehicle Insurance, Home Insurance, Travel Insurance, Health or
Mediclaim Insurance etc.
Insurance, in law and economics, is a form of risk management primarily used
to hedge against the risk of potential financial loss. Insurance is defined as the
equitable transfer of the risk of a potential loss, from one entity to another, in
exchange for a premium and duty of care.
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Characteristics of Insurance
1. Sharing of Risk
2. Cooperative device
4. Payment on event of happening of any special event
5. The amount of payment depends on the size and type of loss.
6. The success of Insurance business depends on the law of large number of
people insured against similar risk.
7. Insurance is a business which spreads the loss and the risk of few people in
the large Number of people.
8. The insurance is a plan in which insured transfer his risk to insurer.
9. Insurance is a legal contract
4
ORIGINE OF INSURANCE
Almost 4,500 years ago, in the ancient land of Babylonia, traders used to
bear risk of the caravan trade by giving loans that had to be later repaid with
interest when the goods arrived safely. In 2100 BC, the Code of Hammurabi
granted legal status to the practice. That, perhaps, was how insurance made its
beginning.
Life insurance had its origins in ancient Rome, where citizens formed burial
clubs that would meet the funeral expenses of its members as well as help
survivors by making some payments.
As European civilization progressed, its social institutions and welfare practices
also got more and more refined. With the discovery of new lands, sea routes and
the consequent growth in trade, medieval guilds took it upon themselves to
protect their member traders from loss on account of fire, shipwrecks and the
like.
Origin in India
Insurance in India can be traced back to the Vedas. For instance, yogakshema,
the name of Life Insurance Corporation of India's corporate headquarters, is
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Derived from the Rig Veda. The term suggests that a form of "community
insurance" was prevalent around 1000 BC and practiced by the Aryans.
Burial societies of the kind found in ancient Rome were formed in the Buddhist
period to help families build houses, protect widows and children. Bombay
Mutual Assurance Society, the first Indian life assurance society, was formed in
1870. Other companies like Oriental, Bharat and Empire of India were also set
up in the 1870-90s.
It was during the swadeshi movement in the early 20th century that insurance
witnessed a big boom in India with several more companies being set up.
As these companies grew, the government began to exercise control on them.
The Insurance Act was passed in 1912, followed by a detailed and amended
Insurance Act of 1938 that looked into investments, expenditure and
management of these companies' funds.
By the mid-1950s, there were around 170 insurance companies and 80
provident fund societies in the country's life insurance scene. However, in the
absence of regulatory systems, scams and irregularities were almost a way of
life at most of these companies.
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As a result, the government decided nationalizes the life assurance business in
India. The Life Insurance Corporation of India was set up in 1956 to take over
around 250 life companies.
For years thereafter, insurance remained a monopoly of the public sector. It was
only after seven years of deliberation and debate - after the RN Malhotra
Committee report of 1994 became the first serious document calling for the reopening
up of the insurance sector to private players -- that the sector was
finally opened up to private players in 2001.
The evolution of Insurance in India can be summarized as
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KINDS OF INSURANCE
Insurance is divided in two basic zones:-
1. General Insurance
2. Life Insurance
About General Insurance
Insurance of the non life assets are called general insurance, this includes loss
of asset against water, fire, earthquake etc. With the detarrification in the Indian
Market in General Insurance the monopoly of the general Insurance public
sector’s companies has been broken. With the entrance of the new private
player market innovative technique has been introduced to capture the
markNon-life insurance companies have products that cover property against
Fire and allied perils, flood storm and inundation, earthquake and so on. There
are products that cover property against burglary, theft etc. The non-life
companies also offer policies covering machinery against breakdown, there
are policies that cover the hull of ships and so on. A Marine Cargo policy covers
goods in transit including by sea, air and road. Further, insurance of motor
vehicles against damages and theft forms a major chunk of non-life insurance
business.
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In respect of insurance of property, it is important that the cover is taken for the
actual value of the property to avoid being imposed a penalty should there be a
claim. Where a property is undervalued for the purposes of insurance, the
insured will have to bear a ratable proportion of the loss. For instance if the
value of a property is Rs.100 and it is insured for Rs.50/-, in the event of a loss
to the extent of say Rs.50/-, the maximum claim amount payable would be
Rs.25/- (50% of the loss being borne by the insured for underinsuring the
property by 50%). This concept is quite often not understood by most insured.
Personal insurance covers include policies for Accident, Health etc. Products
offering Personal Accident cover are benefit policies. Health insurance covers
offered by non-life insurers are mainly hospitalization covers either on
reimbursement or cashless basis. The cashless service is offered through Third
Party Administrators who have arrangements with various service providers,
i.e., hospitals. The Third Party Administrators also provide service for
reimbursement claims. Sometimes the insurers themselves process
reimbursement claims.
Accident and health insurance policies are available for individuals as well as
groups. A group could be a group of employees of an organization or holders of
credit cards or deposit holders in a bank etc. Normally when a group is covered,
insurers offer group discounts.
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Liability insurance covers such as Motor Third Party Liability Insurance,
Workmen’s Compensation Policy etc offer cover against legal liabilities that
may arise under the respective statutes— Motor Vehicles Act, The Workmen’s
Compensation Act etc. Some of the covers such as the foregoing (Motor Third
Party and Workmen’s Compensation policy) are compulsory by statute.
Liability Insurance not compulsory by statute is also gaining popularity these
days. Many industries insure against Public liability. There are liability covers
available for Products as well.
There are general insurance products that are in the nature of package policies
offering a combination of the covers mentioned above. For instance, there are
package policies available for householders, shop keepers and also for
professionals such as doctors, chartered accountants etc. Apart from offering
standard covers, insurers also offer customized or tailor-made ones.
Suitable general Insurance covers are necessary for every family. It is important
to protect one’s property, which one might have acquired from one’s hard
earned income. A loss or damage to one’s property can leave one shattered.
Losses created by catastrophes such as the tsunami, earthquakes, cyclones etc
have left many homeless and penniless. Such losses can be devastating but
insurance could help mitigate them. Property can be covered, so also the people
against Personal Accident.
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A Health Insurance policy can provide financial Relief to a person undergoing
medical treatment whether due to a disease or an injury.
Name of Life General Company
Royal Sundaram Alliance Insurance Company Limited
Reliance General Insurance Company Limited.
IFFCO Tokyo General Insurance Co. Ltd
TATA AIG General Insurance Company Ltd.
Bajaj Allianz General Insurance Company Limited
ICICI Lombard General Insurance Company Limited
Apollo DKV Insurance Company Limited
Future Generally India Insurance Company Limited
Universal Sompo General Insurance Company Ltd.
Export Credit Guarantee Corporation Ltd.
HDFC-Chubb General Insurance Co. Ltd.
Bharti Axa General Insurance Company Ltd
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About Life Insurance
Life Insurance is insurance for you and your family's peace of mind. Life
insurance is a policy that people buy from a life insurance company, which can
be the basis of protection and financial stability after one's death. Its function is
to help beneficiaries financially after the owner of the policy dies.
It can also be a form of savings in the long run if you purchase a plan, which
offers the option of contributing regularly. Additionally, a little known function
of life insurance is that it can be tied in with a person's pension plan. A person
can make contributions to a pension that is funded by a life insurance company.
These are considered private pension arrangements. In addition, you should also
make a list of what you feel needs to be protected in your family's way of life.
With a life insurance policy in place, you can:
· provide security for your family
· protect your home mortgage
· take care of your estate planning needs
· look at other retirement savings/income vehicles
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Life Insurance in India
Life Insurance in India existed from long time. The modern concept of
Insurance was brought by Bruisers in India, and Oriental Insurance Company
was the first Insurance Company who did Insurance for the Indian in 1818 and
was established in Calcutta nowadays Kolkata. Then due to no interference of
government in it, private market players ruled the market as they want to, that is
why government intervened in between to protect the interest of the mass and to
safeguard the money involved in it. Government took the initiative and banned
the private players to involve in Insurance market. All private companies were
took over by Government and Insurance market was turned to Public sector and
Life Insurance Corporation of India was formed in 1956 to make the Insurance
reachable at remote areas and that even by low premiums or better said as
affordable premium so as to secure their life. From the beginning of Insurance
in India till now a lot of changes have been made but the most significant
change was in 1999, when IRDA was formed. IRDA means Insurance
Regulatory and Development Authority. This was formed to rethink upon
opening the insurance sector for the Private players again but along with that to
have a check upon those private players an IRDA has to act as a governing
body to safeguard the interest of the public hose money is involved in it From
13
that time i.e. from the year 2001 insurance sector was opened for the
private players too. Since then Insurance
Sector is on the boom and business is flourishing and a lot of private players are
coming into business. Here the private players doesn’t indicate to Indian Private
Companies but also foreign players are also involved in it, but to manage the
money flow in and outside the country IRDA takes care of the contribution of
the money by foreign partners of private insurance companies. To control that
IRDA has set a limit of FDI i.e. 26%.
Name of Life Insurance Company
1. Kotak Mahindra Old Mutual Life Insurance Limited
2. HDFC Standard Life Insurance Company Ltd.
3. Max New York Life Insurance Co. Ltd.
4. ICICI Prudential Life Insurance Company Ltd.\
5. Birla Sun Life Insurance Company Ltd.
6. Tata AIG Life Insurance Company Ltd.
7. SBI Life Insurance Company Limited .
8. ING Vysya Life Insurance Company Private Limited
9. Bajaj Allianz Life Insurance Company Limited
14
10. MetLife India Insurance Company Ltd.
11.Future Generally India Life Insurance Company Limited
12.IDBI Fortis Life Insurance Company Ltd.
13.AMP Sanmar Life Insurance Company Limited.
14.Sahara India Insurance Company Ltd.
15.Aviva Life Insurance Co. India Pvt. Ltd.
16.Shriram Life Insurance Company Ltd.
17. Aegon Religare Life Insurance Company Ltd.
18.Reliance Life Insurance
19.Star Union Dai-chi life Insurance
20.Oriental Life Insurance
15
MAJOR PLAYER OF INSURANCE IN INDIA
The Life Insurance Corporation of India (LIC) is the
largest life insurance company in India and also the
country's largest investor. It is fully owned by the
Government of India. It also funds close to 24.6% of the Indian Government's
expenses. It was founded in 1956.Headquartered in Mumbai, which is
considered the financial capital of India, the Life Insurance Corporation of India
currently has 8 zonal Offices and 101 divisional offices located in different
parts of India, at least 2048 branches located in different cities and towns of
India along with satellite Offices attached to about some 50 Branches, and has a
network of around one million and 200 thousand agents for soliciting life
insurance business from the public. Over its existence of around 50 years, Life
Insurance Corporation of India, which commanded a monopoly of soliciting
and selling life insurance in India, created huge surpluses, and contributed
around 7 % of India's GDP in 2006.
The Corporation, which started its business with around 300 offices, 5.6 million
policies and a corpus of INR 459 million, has grown to 25000 servicing around
180 million policies and a corpus of over INR 3.4 trillion.
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Bajaj Allianz General Insurance Company
Limited is a joint venture between Bajaj Finserv
Limited (recently demerged from Bajaj Auto Limited) and Allianz AG. Both
enjoy a reputation of expertise, stability and strength.
Bajaj Allianz General Insurance received the Insurance Regulatory and
Development Authority (IRDA) certificate of Registration on 2nd May, 2001 to
conduct General Insurance business (including Health Insurance business) in
India. The Company has an authorized and paid up capital of Rs 110 crores.
Bajaj Finserv Limited holds 74% and the remaining 26% is held by Allianz.
Tata AIG Life Insurance Company Limited (Tata AIG
Life) is a joint venture company, formed by the Tata Group
and American International Group, Inc. (AIG). Tata AIG Life
combines the Tata Group’s pre-eminent leadership position in India and AIG’s
global presence as one of the world’s leading international insurance and
financial services organization. The Tata Group holds 74 per cent stake in the
insurance with AIG holding the balance 26 per cent. Tata AIG Life Insurance
Company was licensed by Insurance Regulatory and Development Authority to
operate in India on February 12, 2001 and started on April 1, 2001.
17
Max New York Life Insurance Company Ltd. is a
joint venture between New York Life; a Fortune 100
company and Max India Limited; one of India's leading multi-business
corporations. The company has positioned itself on the quality platform. In line
with its vision to be the Most Admired Life Insurance Company in India, it
has developed a strong corporate governance model based on the core values of
excellence, honesty, knowledge, caring, integrity and teamwork. The strategy
is to establish itself as a Trusted Life Insurance Specialist through a quality
approach to business. Incorporated in 2000, Max New York Life started
commercial operation in 2001. In line with its values of financial responsibility,
Max New York Life has adopted prudent financial practices to ensure safety of
policyholder's funds. The Company's paid up is Rs. 1,782 crore.
ICICI Prudential is a joint venture between
ICICI Bank and Prudential plc engaged in the
business of life insurance in India. ICICI Prudential is the largest private
insurance company and second largest insurance in India after LIC. ICICI
Prudential Life Insurance Company is a joint venture between ICICI Bank, a
premier financial powerhouse, and prudential plc, a leading international
18
financial services group headquartered in the United Kingdom. ICICI
Prudential was amongst the first private sector insurance companies to begin
operations in December 2000 after receiving approval from Insurance
Regulatory Development Authority (IRDA).ICICI Prudential Life's capital
stands at Rs. 37.72 billion (as on March, 2008) with ICICI Bank and Prudential
plc holding 74% and 26% stake respectively. For the year ended March 31,
2008, the company garnered Retail New Business Weighted premium of Rs.
6,684 crores, registering a growth of 68% over the last year and has
underwritten nearly 3 million retail policies during the period. The company has
assets held over Rs. 30,000 crore as on April 30, 2008.ICICI Prudential Life is
also the only private life insurer in India to receive a National Insurer Financial
Strength rating of AAA (Ind) from Fitch ratings. The AAA (Ind) rating is the
highest rating, and is a clear assurance of ICICI Prudential's ability to meet its
obligations to customers at the time of maturity or claims.For the past seven
years, ICICI Prudential Life has retained its leadership position in the life
insurance industry with a wide range of flexible products that meet the needs of
the Indian customer at every step in life.
19
INSURANCE REGULATORY AND DEVELOPMENT
AUTHORITY (IRDA)
The Insurance Regulatory and Development Authority (IRDA)[1] is a national
agency of the Government of India, based in Hyderabad. It was formed by an
act of Indian Parliament known as IRDA Act 1999, which was amended in 2002
to incorporate some emerging requirements. Mission of IRDA as stated in the
act is "to protect the interests of the policyholders, to regulate, promote and
ensure orderly growth of the insurance industry and for matters connected
therewith or incidental thereto."
The law of India has following expectations from IRDA
1. To protect the interest of and secure fair treatment to policyholders;
2. To bring about speedy and orderly growth of the insurance industry
(including annuity and superannuation payments), for the benefit of the
common man, and to provide long term funds for accelerating growth of the
economy;
3. To set, promote, monitor and enforce high standards of integrity, financial
soundness, fair dealing and competence of those it regulates;
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4. To ensure that insurance customers receive precise, clear and correct
information about products and services and make them aware of their
responsibilities and duties in this regard;
5. To ensure speedy settlement of genuine claims, to prevent insurance frauds
and other malpractices and put in place effective grievance redressal machinery;
6. To promote fairness, transparency and orderly conduct in financial markets
dealing with insurance and build a reliable management information system to
enforce high standards of financial soundness amongst market players;
7. To take action where such standards are inadequate or ineffectively enforced;
8. To bring about optimum amount of self-regulation in day to day working of
the industry consistent with the requirements of prudential regulation.
Duties, Powers and Functions of IRDA
Section 14 of IRDA Act, 1999 laysdown the duties,powers and functions of
IRDA
(1) Subject to the provisions of this Act and any other law for the time being in
force, the Authority shall have the duty to regulate, promote and ensure orderly
growth of the insurance business and re-insurance business.
(2) Without prejudice to the generality of the provisions contained in subsection
(1), the powers and functions of the Authority shall include,
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(a) Issue to the applicant a certificate of registration, renew, modify, withdraw,
suspend or cancel such registration;
(b) protection of the interests of the policy holders in matters concerning
assigning of policy, nomination by policy holders, insurable interest, settlement
of insurance claim, surrender value of policy and other terms and conditions of
contracts of insurance;
(c) Specifying requisite qualifications, code of conduct and practical training
for intermediary or insurance intermediaries and agents;
(d) Specifying the code of conduct for surveyors and loss assessors;
(e) Promoting efficiency in the conduct of insurance business;
(f) Promoting and regulating professional organizations connected with the
insurance and re-insurance business;
(g) Levying fees and other charges for carrying out the purposes of this Act;
(h) calling for information from, undertaking inspection of, conducting
enquiries and investigations including audit of the insurers, intermediaries,
insurance intermediaries and other organizations connected with the insurance
business;
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(i) control and regulation of the rates, advantages, terms and conditions that
may be offered by insurers in respect of general insurance business not so
Controlled and regulated by the Tariff Advisory Committee under section 64U
of the Insurance Act, 1938 (4 of 1938);
(j) Specifying the form and manner in which books of account shall be
maintained and statement of accounts shall be rendered by insurers and other
insurance intermediaries;
(k) Regulating investment of funds by insurance companies;
(l) Regulating maintenance of margin of solvency;
(m) Adjudication of disputes between insurers and intermediaries or insurance
intermediaries;
(n) Supervising the functioning of the Tariff Advisory Committee;
(o) Specifying the percentage of premium income of the insurer to finance
schemes for promoting and regulating professional organizations referred to in
clause (f);
(p) Specifying the percentage of life insurance business and general insurance
business to be undertaken by the insurer in the rural or social sector; and
(q) Exercising such other powers as may be prescribed.
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FUNCTION OF THE INSURANCE
PRIMARY FUNCTION:-
1. Provide protection: - As risks controlling is not in the hands of anyone
completely that is why Insurance Company provides the risk protection.
2. Collective bearing of loss: - Insurance Company would have to accept the
loss and give respective claims as for the sake of contract that has been done
between the company and the insured.
3. Assessment of Risk: - There should be the proper assessment of the risk so
as to charge the correct and legible premium to insure the subject matter of
insurance.
4. Provide the certainty: - As the losses appear from the uncertainty so
Insurance Company would have to provide the certainty of absorbing the loss
so as to protect the insured under the risk in which he has been insured.
SECONDARY FUNCTION:-
1. Prevent Loss: - Insurance cautious businessman and individuals to adopt
suitable device to prevent unfortunate consequences of risk by observing safety
instructions.
2. Small capital to large risk: - Small capital is demanded to cover the risk of
the large capital.
24
ABOUT KOTAK MAHINDRA OLD MUTUAL LIFE
INSURANCE
Kotak Group and Mahindra Group had their partnership 1985 between Uday
Kotak and Mr. Mahindra.
Kotak Mahindra is in business since 1985, and insurance part of their business
came into existence in the year 2001.
25
Evolution of Insurance business in Kotak Mahindra business is like this:-
26
As stated above Kotak Mahindra Life Insurance has Joint venture with Old
Mutual plc. Old Mutual Plc is the 12th largest Insurance Company in the world.
It has its base of over 4 million life assurance policyholders. It has one of the
best “Payouts” among insurers in the world. It has one of the best “Solvency
Ratios” among insurers in the world. A FTSE 100 financial services group and
ranks as a Fortune Global 500 company. The Old Mutual group manages in
excess of 239 billion pounds in funds (Dec’06). The company is 160 years old
and has prominent presence in the United States and the United Kingdom.
Fact of Kotak Mahindra Old Mutual Life Insurance:-
· Old Mutual plc. Is a world class international financial services company,
with the operations in life insurance, asset management and banking? It is
one of the big players in the U.S., U.K. and the African Continent.
· Over 150 Years of experience in Life Insurance.
· One of the best ‘returns’ amongst insurers worldwide.
· Base of over 3.8 million Life assurance policyholders.
· A FTSE 100 Financial services group, and ranks as Fortune Global 500
Company.
· 3rd largest insurer listed on London Stock Exchange.
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· The Old Mutual group manages in excess of $235 billion in funds i.e., a
total asset base of more than Rs. 11 Lakh core.
· South Africa’s largest life insurance, banking & mutual funds company
· AUM : US $ 306 billion
Kotak Groups Companies:-
· KOTAK MAHINDRA BANK LTD
· KOTAK MAHINDRA CAPITAL COMPANY LTD
· KOTAK'S INTERNATIONAL BUSINESS
· KOTAK MAHINDRA PRIME LTD
· KOTAK SECURITIES LTD
· KOTAK MAHINDRA ASSET MANAGEMENT COMPANY
28
If we look at the status of Kotak Life Insurance’s market share in comparison of
other private company in comparison of premium earned:-
29
If we talk the growth of Insurance industry’s private players in recent years, the
data will reflect:-
30
TOP 10 LIFE INSURANCE COMPANIES IN INDIA
1. LIC (Life Insurance Corporation of India) still remains the largest life
insurance company accounting for 64% market share. Its share, however,
has dropped from 74% a year before, mainly owing to entry of private
players with innovative products and better sales force.
2. ICICI Prudential Life Insurance Co Ltd is the biggest private life
insurance company in India. It experienced growth of 58% in new business
premium, accounting for increase in market share to 8.93% in 2007-08 from
6.97% in 2006-07.
3. Bajaj Allianz Life Insurance Co Ltd has reported a growth of 52% and its
market share went up to 6.98% in 2007-08 form 5.66% in 2006-07. The
company ranked second (after LIC) in number of policies sold in 2007-08,
with total market share of 7.36%.
4. SBI Life Insurance Co Ltd in terms of new number of policies sold, the
company ranked 6th in 2007-08. New premium collection for the company
was Rs 4,792.66 crore in 2007-08, an increase of 87% over last year.
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5. Reliance Life Insurance Co Ltd Total collected was Rs 2,792.76 crore and
its market share went up to 2.96% from 1.23% a year back. It now ranks 5th
in new business premium and 4th in number of new policies sold in 2007-
08.
6. HDFC Standard Life Insurance Co Ltd with an income of Rs 2,680 crore
in FY2007-08, registering a year-on-year growth of 64%. Its market share is
2.88% and it ranks 6 th among the insurance companies and 5th amongst the
private players.
7. Birla Sun Life Insurance Co Ltd market share of the company increased
from 1.22% to 2.11% in 2007-08. The company moved to the 7th position in
2007-08 from 8the a year before, pushing down Max New York Life
insurance company.
8. Max New York Life Insurance Co Ltd has reported growth of 73% in
2007-08. Total new business generated was Rs 641.83 crore as against Rs
387.51 crore. The company was pushed down to the 8th position from 7th in
2007-08.
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9. Kotak Mahindra Old Mutual Life Insurance Ltd the fiscal 2007-08, the
company reported growth of 80%, moving from the 11th position to 9th. It
captured a market share of 1.19% in 2007-08. Last year the company
doubled its branch network to 150 from 74.
10. Aviva Life Insurance Company India Ltd ranking dropped to 10th in
2007-08 from 9th last year. It has presence in more than 3,000 locations
across India via 221 branches and close to 40 bancassurance partnerships.
Aviva Life Insurance plans to increase its capital base by Rs 344 crore. With
the fresh investment, total paid-up capital of the insurer would go up to Rs
1,348.8 crore.
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RANKING OF INSURANCE RETURN ON
INVESTMENT
34
Managing
Director
Sales
Head
Marketing
Head
HR
&
Admin
Appointed
Actuary
CIO Training
Head
CFO
STRUCTURE OF KOTAK LIFE INSURANCE:-
MANAGING DIRECTOR: - MR. GAURANG SHAH
CFO; - G. MURALIDHAR
VICE PRESIDENT TRAINING AND MANAGEMENT DEVELOPMENT:
- MR. ARUN PATIL
VICE PRESIDENT HR: - MR. SUGATA DUTTA
VICE PRESIDENTS DISTRIBUTION DEVELOPMENT AND
PLANNING: - MR. KAMLESH VORA
APPOINTED ACTUARY: - JOHN BRYCE
Its hierarchy in Kotak Life Insurance is like this:-
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Marketing Head
Production & Brand
Head
Channel Development
Head
Regional Mkt
Manager
Channel Development
Product Manager Brand Manger Team
Trade Marketing
Manager
Asst. Marketing
Managers
MARKETING TEAM STRUCTURE:
36
37
KOTAK’S PRODUCT FOR INDIVIDUAL LIFE
INSURANCE
KOTAK RETIREMENT INVESTMENT PLAN (New)
KOTAK SMART ADVANTAGE PLAN
KOTAK SAFE INVESTMENT PLAN 2
KOTAK CHILD ADVANTAGE PLAN
KOTAK SUKHI JEEVAN
KOTAK CAPITAL MULTIPLIER PLAN
KOTAK FLEXI PLAN
KOTAK RETIREMENT INCOME PLAN (UNIT-LINKED)
KOTAK RETIREMENT INCOME PLAN (NON UNIT-LINKED)
KOTAK COMPLETE COVER GROUP PLAN
KOTAK ETERNAL LIFE PREMIER SHIELD
KOTAK HEAD START ASSURE WEALTH
KOTAK HEAD START FUTURE PROTECT
KOTAK EASY GROWTH PLAN (1.25 TIMES)
KOTAK EASY GROWTH PLAN (5 TIMES)
38
Traditional Plans:-
ENDOWMENT PLAN
KOTAK TERM PLAN
Kotak’s Product for Group Life Insurance:-
KOTAK SUPERANNUATION GROUP PLAN
KOTAK GRATUITY GROUP PLAN
Additional features;-
RIDERS, NOMINEES, LIFE GUARD
39
KOTAK SMART ADVANTAGE PLAN
Make every rupee work for your happiness
In this policy, the investment risk in the investment portfolio is borne by the
policyholder.
Why should we invest in Kotak smart advantage?
Every step in our life brings with it newel earnings. We are determined to make
the best of it, so that we can look forward to a great future. How we shape our
tomorrow depends greatly on how we build on our today.
Kotak Life Insurance introduces Kotak Smart Advantage, a great combination
of investment with insurance, to put our savings to work today. It is a market
linked plan with 100% premium allocations helping us to accumulate wealth
systematically, over the long-term. Kotak Smart Advantage is a great
combination of investment with insurance designed to enable you to make the
best use of your hard-earned money that puts you right ahead.
40
Key Highlights
· Guaranteed returns of up to 275% of your first year premium at
maturity.
· Assured bonus additions at regular intervals during the policy term to
enhance your fund value.
· 100% allocation of your premiums from second year onwards to
maximize your earning potential.
· A unique3 fund offering you the maximum Opportunity for growth.
· Option to maximize protection your loved ones.
· Tex Benefits to avail under 80 C and section 10 (10D) of the Income Tax
Act, 1961
How does this plan work?
Kotak Smart Advantage optimizes the return on your premiums paid
through a smart mix of assured additions and 100%1 premium
allocation. Your first year’s premium contributes towards
guaranteeing you an Assured Addition Advantage that boosts your
fund value at regular intervals throughout the term of the policy. The
41
Longer your premium paying term, the higher will be the value of the
advantage.
The Assured Addition Advantage is a powerful combination of two
benefits:
A. Fixed Advantage
The Fixed Advantage benefit is an assured value guaranteed at the
end of your premium payment term. This benefit is calculated as a
percentage of your first year premium depending on the premium
payment term chosen, provided your policy is in force and all
premiums are fully paid up to date.
42
B. Dynamic Advantage
The Dynamic Advantage benefit is an assured bonus addition credited
to your fund value at the end of every 10th, 15th, 20th, 25th and 30th
policy year. This benefit will be calculated as a percentage of the
average value of funds in the three years preceding the benefit
allocation, provided your policy is in force and all premiums are fully
paid up to date.
The Assured Addition Advantage lets you enjoy the benefits of a
fixed assurance and a dynamic benefit directly linked to your fund
value, to help you tread comfortably and swiftly towards your goals.
Further, the plan makes your money work smarter for you through
100%1 premium allocation in each policy year from second year
43
Onwards, in the funds of your choice. On maturity of your policy, you
will receive the Fund Value and the Fixed Advantage benefit,
provided your premiums are always fully paid up to date. The
Dynamic Advantage benefit would have already been credited in the
Fund Value at the specified intervals to accumulate more for you at
the end.
44
What can you gain by investing in Kotak Smart Advantage?
Smarter Avenues for Growth
Smart investing is based on the fundamental idea of regular savings and the
power of compounding, which is a great way to multiply your money. It makes
small savings transform into jackpots if planned with a long-term vision and
right investment fund options. Kotak Smart Advantage, with its power-packed
and well-defined fund options, gives you unmatched benefits to maximise your
earnings potential. Each of these funds is carefully crafted to suit your
individual long-term needs.
You can distribute your investments across one or more funds based on your
needs and goals, keeping in mind your time horizon and risk appetite.
45
You also have the convenience of switching your monies between funds to
balance your needs and risk appetite at different stages of life.
Smarter Financial Protection for your loved ones
Kotak Smart Advantage allows you to shoulder all your responsibilities to the
fullest. In the unfortunate event of loss of life, your beneficiary will receive a
life cover3 benefit equal to the higher of:
· Basic Sum Assured; OR
· Fund Value plus the Fixed Advantage benefit
You have the flexibility to choose any multiple of your first year premium as
the Basic Sum Assured according to your lifestage needs, subject to
underwriting conditions.
Smarter Savings to avail Tax Benefits
You can avail of tax benefits under Section 80C and Section 10 (10D) of
Income Tax Act, 1961. Tax benefits are subject to change in the tax laws. You
are advised to consult your Tax Advisor
46
Eligibility – A Ready Reckoner
47
Plan Snapshot
25-year-old Dinesh realizes the benefits of astute financial planning and wants
to save for the long term in a systematic way. He is looking for a plan that gives
him the comfort that his savings are being put to work from day one and
optimizes his growth potential in the long run. Dinesh has found the solution to
his needs in Kotak Smart Advantage. Given below is an illustration of the
benefits payable to him for an annual premium of Rs. 40,000 for a 30 year term
with a guaranteed basic sum assured of Rs. 600,000:
48
Optimal Financial Planning In 5 Easy Steps
Now that you are aware of the Kotak Smart Advantage details, here’s how you
can structure your financial planning in 5 easy steps:
49
KOTAK SAFE INVESTMENT PLAN II
Kotak Safe Investment Plan II
is a unit linked plan that
combines the benefits of
insurance and capital market
returns into one. This plan from
the stable of Kotak Life
Insurance is a true reflection of
the company's essence:
innovation that will benefit the
investor. What makes investing in Kotak Safe
Investment Plan II truly unique is that you enjoy a Guaranteed Maturity Value
on your investment, with varying degrees of equity exposure depending on your
risk appetite. So, if the market value of your units is higher, you reap the
benefits, with the peace of mind that whilst in a bear market your investment is
under-pinned and safe by the Guaranteed Maturity Value. And there's more, the
returns are totally tax-free*. Please note that in this policy, the investment risk
in the investment portfolio is to be borne by the policyholder. However,
50
Kotak Life Insurance offers you a Guaranteed Maturity Value on this plan to
safeguard against the downside risk of falling markets.
Why should you invest in Kotak Safe Investment Plan II?
Kotak Safe Investment Plan II is an ideal investment option:
• If you have never invested in the equity markets, for the fear of loss of capital.
With Kotak Safe investment Plan II, you need not worry about losing your
capital as you have the downside risk protected by way the Guaranteed Value.
• If you have been an investor in debt markets, you could switch a portion of
your funds to equity markets via Kotak Safe Investment Plan II. The plan offers
you the potential to earn higher returns with the safety net of a Guaranteed
Maturity Value.
• If you are an aggressive investor in equities, you could protect the downside
risk in a bear market by investing a portion of your funds in the Kotak Safe
Investment Plan II. What you are essentially doing is that while you enjoy
equity returns, your money is protected from abysmal lows and market vagaries
by way of a Guaranteed Maturity Value.
51
Key Features
· Fund Options
The capital markets offer a spectrum of investment options. Similarly Kotak
Safe Investment Plan II has an entire range of fund options: For the risk averse
we have the Guaranteed Gilt Fund and for aggressive investors, we offer the
Guaranteed Growth Fund. With the expertise of Kotak backing your
investments, we ensure that your risk profile and investment objectives are
suitably matched.
· Guaranteed Maturity Value
Most investors who stay away from equity do so not because they do not want
to earn higher equity linked returns but because they fear loss of capital. To
protect their money from capital losses they invest in low return debt
instruments. We, at Kotak Life Insurance, having understood this concern of our
investors have developed a unique proposition of a Guaranteed Maturity Value,
underpinning your investment in equity. This unique position arises from the
fact that the plan offers an option to invest up to 80% in equity via the
Guaranteed Growth Fund. On reaching maturity, the Company would pay out
the Guaranteed Maturity Value or the market value of units, whichever is
higher. Which means that when the markets are in a bull phase, you will enjoy
the market linked returns delivered on your portfolio. However, in a bear
52
Market, your investment is still safe as you are sure of getting the Guaranteed
Maturity Value. In a nutshell, “Bulls You Win and Bears You Win”. The
Guaranteed Maturity Value applies where all premiums have been paid up-todate
at maturity and will be reduce where partial withdrawals from the Main
Account have been made. On maturity, you can withdraw the entire maturity
proceeds and the policy would terminate. If the need is not immediate, you can
just let the amount multiply or withdraw up to 50% of the proceeds.
· Top-up premium
Besides regular premiums, whenever you have excess money, you can invest it
by way of top-up premiums, without any commitment to bring them again in
the coming year (subject to a maximum of 25% of the cumulative premiums
paid till that date). You can invest your surplus money across a combination of
our Dynamic Funds and units bought from this amount will be held in separate
Supplementary Accounts for each top-up. In the event of maturity or death, you
would receive the market value of these topup units. Partial Withdrawals/
Surrender Kotak Safe Investment Plan II allows you early exit options through
partial withdrawal of funds or complete surrender of the policy. With this plan,
you can your access top-up amount in the investment after rd completion of the
3 policy year, with no penalty charges from year 7 onwards (subject to retaining
a minimum balance of one annualized basic premium). You may access your
53
top-up Amount in the Supplementary Account for funds without any charges.
The top-up premiums should complete a lock-in period of 3 years from the date
of investing the top-up amount before you can access the investment.
Withdrawals will be allowed only after the life insured attains the age of 18.
The Guaranteed Maturity Value will be reduced to factor in the withdrawals
made by you.
· Limited Premium Payment
If you wish to pay off all premiums over a short period of time, instead of the
full term, we have the Limited Premium Payment option for you. This option
allows you to pay off your premiums over tenure shorter than your policy term.
Under this option, you can pay off your premiums over 3, 5, 6, 7, 10 or 15
years.
· Death Benefit
Life is uncertain and you would not want to take a chance when it comes to
your loved ones. Depending on your existing life cover and he need you have,
this plan allows you to choose your life cover - the sum assured on death:
• High Cover: Policy Term x Annual Premium.
• Low Cover: Greater of (5 x Annual Premium, 0.5 x Policy Term x Annual
Premium).
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In the event of unfortunate death, your beneficiary would get the sum assured
(less any withdrawals made during the 2 years immediately preceding death) or
market value of units in the Main Account whichever is higher. Plus, if you
have invested any top-up premiums, then you would get back the market value
of units in the Supplementary Account. After attaining the age of 60, all the
partial withdrawals made after the age of 58, will be deducted from the Death
Benefit. Where the life insured is a minor, the Death Benefit during the first 5
years of the policy term or below the age of 18, will only be the greatest of all
premiums paid (excluding rider premiums) and the value of the units.
· Advantages
• Enjoy unlimited upside from capital markets with a downside
Protection guarantee on your maturity value
• Flexibility in premium payment: Limited Premium Payment
Option and Full Term payment option
• Tax free* switching across fund categories
• Increase contribution at will by way of top-up premium
• Easy exit options
55
Charges
Premium Allocation Charge
There is an initial advice and distribution charge related to policy issue that is a
percentage of the premium received. The net premium % invested in year 1 is
86% and from year 2 onwards is 96.5%. For topup premiums, the allocation
will be 97.5%. Policy Administration Charge To meet the administration and
support infrastructure cost, there is an administration charge recovered by
liquidation of units. In the first year, the administration charge would be 7% of
the annual premium, for premium up to Rs. 20,000. For portions of the
premium over Rs. 20,000, the charge would be 3%. In subsequent years, for
portions of premiums below and above Rs. 20,000 the charge would be 4% and
2% respectively.
Fund Management Charge
The fund management charge is towards managing your moneys efficiently, to
earn you handsome returns and protect your downside risk. Annual Fund
Management charge, adjusted in NAV is: • Guaranteed / Dynamic Money
Market Fund - 0.6% • Guaranteed / Dynamic Gilt Fund - 1.0%
• Guaranteed / Dynamic Bond Fund - 1.2%
• Guaranteed / Dynamic Floating Rate Fund -1.2%
• Guaranteed / Dynamic Balanced Fund - 1.3%
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• Guaranteed / Dynamic Growth Fund - 1.5% Surrender / Partial Withdrawal
Charge There is no surrender allowed in the first 3 policy years. Thereafter the
charge is 3% in year 4, 2% in year 5, 1% in year 6 and 0% from year 7
onwards. No surrender charges apply to the Supplementary Account. Two
withdrawals a year are free (including after maturity). Thereafter Rs. 500 per
withdrawal is charged. Switching Charge The first four switches in a year are
free. Rs 500 will be charged for every additional switch.
Mortality Charge
This is the cost of life cover and will be levied by cancellation of units
on a monthly basis.
Miscellaneous Charges
The charges for alteration in policy contract (such as change in sum assured,
change in policy term, change in premium mode, etc.) are Rs. 500/-. For
premium redirection a fee of Rs. 100/- will be charged. Please note, in the event
of experience being worse than expected, the Company reserves its right to
impose charges not beyond the level mentioned below:
• The Fund Management and Administration charges may be increased in future
but only if a change takes place for all the participants in that Fund and on prior
written notice to the policyholder.
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• The administration charge will not be increased by more than 40% from the
original level, for the first 10 years and 100% after 10 years.
• The surrender charge on Supplementary Account may be increased to a
maximum of up to 5% of the value of units after the third policy year.
• The switching and withdrawal charges may be increased to a maximum of Rs.
1000.
Eligibility
58
KOTAK CHILD ADVANTAGE PLAN
"What is Kotak Child Advantage Plan?"
The Kotak Child Advantage Plan is an investment plan designed to meet your
child's future financial needs. It's a plan that gives your child the "azaadi" to
realize his dreams. The plan is a participating plan with a 15-day free look
period.
"Who can avail of this plan?"
HOW OLD DOES THE CHILD HAVE TO BE
TO AVAIL OF THIS PLAN?
Minimum age - 0
years
Maximum age -17
years
FOR WHAT TERM CAN I AVAIL OF THIS
PLAN? 10 - 30 years
WHAT IS THE MAXIMUM SUM ASSURED
ALLOWED UNDER THIS PLAN? Rs.25,00,000
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"What are the advantages of this plan?"
· On Maturity, you would receive the sum assured plus the bonus addition.
Bonus addition is the amount in the Accumulation Account*, in excess of
the sum assured.
· The balance available in the Accumulation Account is invested in various
financial instruments (as per IRDA regulations) so your money works hard
to earn more for your child.
· The Automatic Cover Maintenance facility ensures the policy remains in
force even if you miss premium payments. This facility is available after the
first three years of the Term.
· You can take a loan against this plan, after the policy has been in force for at
least three years.
· You have the option of paying premiums quarterly, half yearly or yearly.
· You have the benefit of a 15 day free look period.
"What value-adds can you opt for?"
You may avail of these value adds for a nominal premium at the time of taking
the plan. The aggregate premium of the value-adds should not exceed 30% of
the basic policy premium.
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Life Guardian Benefit:
In case of the unfortunate death of the
premium payer, this benefit keeps the policy alive by waiving all future
premiums on the policy.
Accidental Disability Guardian Benefit:
In case the premium payer is permanently disabled as a result of accident, this
benefit keeps the policy alive by waiving all future premiums on the policy.
Tax Benefit:
Section 80C, 10(10D) of Income Tax Act, 1961 would apply. You are advised
to consult your tax advisor for details.
"How does this plan work?"
Mr. Sanjay Gupta is a 30-year-old professional and has a 6-year-old son. To
secure his child's future, Mr. Gupta decides to buy the Kotak Child Advantage
Plan. He wants to buy a plan with a sum assured of 5 lakh, term of 15 years, so
that when the child is 21 years old, he has at least Rs.5 lakh to invest in his
education/ career etc.
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Mr. Gupta buys the Kotak Child
Advantage Plan along with both the value-adds offered with the basic plan.
Description Premium
KOTAK CHILD ADVANTAGE PLAN PREMIUM 31,857
LIFE GUARDIAN BENEFIT PREMIUM 1,225
ACCIDENTAL DISABILITY GUARDIAN BENEFIT
PREMIUM
155
Total Annual Premium Paid 33,237
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"What happens in the event of death of
the life insured?"
In the event of the unfortunate death of the insured during the term of the plan,
the following would become payable:
· If the policy has been in force for five years or if the life insured is at
least 18 years old, the beneficiary will receive either the Sum Assured or
Accumulation Account whichever is higher, as on the date of death.
· If the death occurs within five years from commencement of policy and if
the insured is less than 18 years old, the death benefit would be either the
total of all premiums paid so far or the surrender value at that time,
whichever is higher.
" General exclusion"
In case the life insured commits suicide within 1 (one) year of the plan, no
benefits outlined in the plan would be payable.
No claim under the Kotak Life Guardian Benefit would be admitted if, within
one year of the date of issue of this policy, the premium payer commits suicide,
whether being sane or insane at the time of committing suicide.
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No claim under the Kotak Accidental
Disability Guardian Benefit would be
admissible in the following circumstances:
(1) The premium payer suffers from self-inflicted injuries, attempt to suicide,
insanity, immorality, committing any breach of law or being under the influence
of drugs, liquor etc.
(2) Where the premium payer is engaged in aviation or aeronautics other than
as a passenger on a licensed commercial aircraft operating on a scheduled route.
(3) The premium payer suffers injuries from war (whether war is declared or
not), invasion, hunting, mountaineering, motor racing of any kind, other
dangerous hobbies or activities, or having been on duty in military, Paramilitary,
security or police organization.
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KOTAK SUKHI JEEVAN
Life is unpredictable, but the earlier
you plan for your future, the more
likely are you and your family to
reap the rewards. Introducing ‘Sukhi
Jeevan’, a long-term savings and
protection plan from Kotak Life
Insurance that allows you to plan for
your changing needs at every step of life - be it saving for your kids, or your
retirement. It helps you prepare for important milestones and, most importantly,
it ensures your family is secure when life dishes up harsh misfortunes.
How does this plan benefit me?
Savings for your needs
You would have different financial needs to be met and investing small amounts
in a disciplined manner will help you accumulate a sizeable lump sum. To
structure a plan that is ideal for your needs, it is important for you to estimate
the amount of lump sum required for your goals, i.e. the sum assured.
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Based on this, you would have to set aside
small amounts to have an accumulated lump sum.
Enjoy bonuses
Each year, the company would declare a simple reversionary bonus on the sum
assured of your policy, from the surplus earned on its participating policy funds.
The bonus, once declared, is guaranteed and would be paid on maturity of the
policy or in the event of death. An interim bonus would be paid in case of a
death claim during the course of the year. Also, if you have paid all your
premiums regularly for 15 or more years, a terminal bonus may be paid by way
of a reward for disciplined savings over the long-term.
Help your kids reach their dreams, or enjoy your retirement
On maturity, you will receive the sum assured along with all the bonuses
declared on the policy. You are likely to require money as your children begin
pursuing higher education and considering careers, marriage and family. As the
years roll on, you may choose to cease working or slow down your business
activities, and there may be expenses that need to be met. Since all these
expenses come along at different times and in varying amounts, this plan allows
you the flexibility to utilize your accumulated kitty in a phased manner after
maturity. At the end of the term, you can withdraw the entire maturity proceeds
and the policy would terminate.
66
Provide protection along the way for your loved ones
Provided the premiums are paid regularly, if you meet your unfortunate demise
during the policy term, from the second year on, your beneficiaries will receive
the full sum assured, along with the reversionary bonus declared and interim
bonus, if any. In year 1, on accidental death, they will receive the sum assured
plus bonus, and on natural death, return of the premiums paid (less any rider
premium and extra premium). In case the life insured is a minor, the death
benefit will be a return of premiums paid if death occurs within 5 years from
the date of commencement or before attainment of age 18, whichever is earlier.
Similarly, in the event of permanent accidental disability, installments will be
paid out, should you select the Permanent Disability rider available at a small
additional premium. The life cover will continue.
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How do I apply for this plan?
Step 1: Decide the total amount you require on maturity (sum assured).
Step 2: Decide the term of the policy depending on the goals that you have in
mind. If you would like to choose a term of 15 years, given below are
premiums for a few combinations of age and sum assured.
Eligibility
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Other terms
Surrender
On receipt of all the premiums for a period of at least 3 consecutive years, the
policy shall acquire a guaranteed surrender value from that time on. The
guaranteed minimum surrender value will be 30% of all premiums paid to date,
excluding the first year’s premium and any other extra premiums. The
Company may consider paying an enhanced surrender value, which will not be
less than the guaranteed surrender value as stated above.
Grace period
There is a grace period of 30 days from the due date for payment of premium
for the yearly and half-yearly mode, and 15 days for the monthly mode.
Lapses
Where the premiums for the first 3 policy years are not paid within the grace
period, the policy together with the rider benefit, shall lapse from the due date
of unpaid premiums. A lapsed policy can be revived within 2 years of the date
of lapse by payment of arrears of premiums with interest and collection charges.
After payment of 3 years premiums, if future premiums are not paid within days
of grace and you have not opted for surrender, an extended risk coverage period
of 2 years or up to the date of maturity, whichever is earlier, is
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Provided by default. The benefit payable on death during this extended risk
coverage period of 2 years is the sum assured plus any accrued bonuses, less
any unpaid premiums due at the date of death.
Paid up
On receipt of at least 3 years premiums and after completion of 3 full policy
years, you can elect to stop paying future premiums and make the policy paid
up. The rider benefits will cease and the policy will cease to participate in future
profits. The benefit payable on death, within 2 years from the date of the first
unpaid premium, will be the sum assured plus any accrued reversionary
bonuses up to the date of the first unpaid premium, less any unpaid premiums
due at the date of death. This benefit of payment of sum assured will be
available only if death happens during the 2 years following the policy
becoming paid up for the first or second time during the policy term.
If death occurs any time after the policy becomes paid up for the third or
subsequent time during the policy term, only the reduced paid up value and
vested bonuses will be payable. The sum assured will be reduced by a factor
equal to the proportion of the number of premiums paid to the total number of
premiums payable.
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Policy revivals
The policy may be revived within 2 years from the date of the first unpaid
premium by making payment of the arrears of premiums with interest and
collection charges. Any revivals after six months from the due date of unpaid
premium will require production of evidence of good health.
Loans
Loans will be granted once the policy acquires a surrender value. The loan will
be a maximum of 80% of the surrender value, available at a market related rate
of interest. Interest will be compounded and payable semi-annually.
Accidental death
In the event of accidental death during the first year, the benefit will become
payable subject to the following:
1. This benefit is in full force on the day of the accident.
2. The life insured has sustained any bodily injury directly and solely from the
accident, which has been caused by outward, violent and visible means.
3. The death occurs within 120 days of the date of the accident due to such
injury as stated above, solely, directly and independently of all other causes of
death.
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LONG LIFE SECURE PLAN
Both joys and successes come
with their fair share of
uncertainties – uncertainties you
constantly strive to insulate your
family from. Protecting your
family and ensuring their comfort
has always been your primary
concern and key responsibility.
All responsibilities require careful
planning; for yourself and your
family, for the present and the future. Careful planning is all about the right
investment strategy secured with appropriate protection - a necessary cushion to
face the unexpected events of life.
To ensure that your investments give maximum protection to secure your
family’s future and their financial independence, we at Kotak Life bring to you
the Kotak Long Life Secure Plus plan. It is a unit-linked plan that gives you the
dual benefit of:
· Fulfillment of your family goals without any obstacles
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· Comfort of meeting unplanned
events head on
Enhanced Protection for Your Family
Superior Protection
Life is uncertain, so when it comes to your family’s future, you would not want
to leave anything to fate. Your absence is bound to leave an irreplaceable void
in the life of your family. At such a trying time, Kotak Long Life Secure Plus
can ensure that the dreams you aspired for your family, don’t remain
unfulfilled. Moreover, it will assist in meeting the planned and unplanned
financial obligations your family may face under such a circumstance. This plan
provides you the following benefits1 on death of the life insured:
· 100% of the Sum Assured paid out immediately
· plus Fund Value
An additional “Lump sum Benefit*”, on death of the policyholder, equal to your
outstanding premiums (i.e. basic premium x number of outstanding
installments) is added into the policy fund. This corpus of the fund value and
additional “Lump sum Benefit” would be available immediately or by way of
equal semi-annual installments for 5 years (settlement option9).
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Timely Protection
Accidents are a harsh reality that no one can ever be prepared for. In the
unfortunate event of a permanent accidental disability, all plans tend to go awry.
However, in such circumstances, Kotak Long Life Secure Plus steps in as a
complete protection plan. The additional “Lump sum Benefit” equal to your
outstanding premiums (i.e. basic premium x number of outstanding
installments) will also be paid by Kotak Life in case of a permanent accidental
disability2 of the policyholder. This will ensure that your policy continues with
an immediate lump sum addition into your fund account. The planned amount
for your dreams continues to accumulate with no future premium payment
obligations. In this way, Kotak Long Life Secure Plus ensures that neither you
nor your family loses out on the benefits you had originally planned for.
Boosted Protection
Kotak Long Life Secure Plus offers you a range of options to ensure
comprehensive protection throughout the policy term for your family against
any eventuality. You can opt for additional rider benefits for protection against
critical illnesses and accidental death. In case of a critical illness, a portion of
the sum assured will be immediately made available to you and your family.
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Should an unfortunate accident lead to a
sudden demise, an additional benefit
would be paid out on opting for the accidental death benefit (ADB) rider.
Accessible Protection
With costs being different for every need, the financial requirements for your
family’s comfort would change from time to time. Kotak Long Life Secure Plus
is designed in a way that it takes these changing needs and unfortunate
emergencies into account.
· You can access your investments after completion of the 3rd policy year
by way of partial withdrawals or surrender. There will be no surrender
charges from year 11 onwards.
· On maturity you can avail of the full fund value and the policy terminates
OR selects the settlement option. Through this option you can elect to
receive a percentage of the maturity proceeds in cash and the balance by
way of pre-selected periodic installments, for up to 5 years after maturity
(settlement period)9. All insurance cover will cease on the maturity date
of the policy.
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Enhanced Protection for Your Growing Investments
Protected Growth
Economic stability is an important aspect to consider while planning for your
family’s future security. After all, costs and needs only keep increasing as the
years go by. This makes it important for your investments to grow alongside
too. Equity exposure is essential to keep pace, but it Rquires you to keep a
constant eye on the volatile market. Switching your money efficiently from one
fund to another to balance risk and return is not an easy task. Understanding
this, Kotak Long Life Secure Plus brings you the unique Dynamic Floor Fund,
which allows you to enjoy the benefits of a rising capital market, but actively
trims back your equity exposure during a slump, thus locking in your gains and
shielding your savings from the market volatility.
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Eligibility – A Ready Reckoner
77
Illustration
Mr. Dutt is a 35-year-old professional, working in a private organization. He
lives with his dependent parents, wife and child. He is looking for ways and
means of protecting his family and their future from unexpected vagaries of
life. He also needs a plan that allows his hard-earned savings to grow, but with
adequate protection - A plan that protects his family’s interests and goals, come
what may. Mr. Dutt has the perfect solution in Kotak Long Life Secure Plus.
Given below is an illustration of the benefits payable to Mr Dutt in different
scenarios with a sum assured of Rs. 500,000:
Net yield (gross of mortality charges) at 6% investment return 4.59%
Net yield (gross of mortality charges) at 10% investment return 8.50%
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Charges
Premium allocation charges
An allocation charge that is a percentage of the premium received is levied. The
first premium will be allocated at the NAV12 of the date of commencement of
the policy and the subsequent renewal premiums will be allocated at the NAV
prevailing on the date of receipt of the premiums13.
The table below gives you details of the percentage of premium invested in
each policy year:
The Premium allocation after year 10 would be 100%. For Top up premiums,
the allocation will be 99%.
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Fund management charge (FMC)
To manage your money efficiently, thereby enabling you to earn handsome
returns, an annual fund management charge that is a percentage of the fund
value, is applicable. Here are the details for your easy reference:
Administration charge
A nominal flat fee of Rs. 75 per month in year 1 and Rs. 40 per month from
year 2 onwards inflating at 5% every year is recovered by monthly deduction of
units. Administration charges for annual premiums of Rs. 1 Lac and above are
waived. The renewal administration charge at the prevailing level is re-instated
where premiums are reduced below Rs.1 Lac. In ACM mode, the renewal
administration charges will continue to apply at the prevailing level.
Partial withdrawal charge
Partial withdrawal is not allowed in the first 3 policy years. The partial
withdrawal charge expressed as a percentage of the amount withdrawn is as
follows : 5% in the 4th and 5th year, 2.5% from the 6th to 9th year, 1% in the
10th year and no charges thereafter. There is an additional charge of Rs. 500 per
withdrawal for the third and subsequent withdrawal in a policy year.
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Mortality and Disability charge
This is the cost of life cover, calculated as per thousand Sum at Risk (Basic
Sum Assured + Lump sum Benefit) which will be levied by cancellation of
units on a monthly basis. The indicative mortality charge per thousand sum at
risk for a healthy individual will be:
Lifelong Security in 5 Easy Steps
Now that you are aware of the Kotak Long Life Secure Plus details, here’s how
you can ensure your family’s comfort and happiness in 5 easy steps.
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KOTAK CAPITAL MULTIPLIER PLAN
Kotak is the only plan of its kind that allows the return to be enjoyed beyond
maturity. It is a kind of super endowment plan that offers the bonus every year,
and also offers the facility to increase the investment and it also offers the
facility to withdraw the money as when wants to over a 15 year period post
maturity, apart from that additional life cover of 10%, which is over and above
the life cover which has been opted. Other Features like surrender to the policy
can be opted out of any medical urgency, following riders can be opted:-
· Preferred term Benefit
· Accidental Death Benefit
· Permanent disability Benefit
· Critical Illness Benefit
· Life Guardian Benefit
· Accidental Disability Guardian Benefit
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KOTAK ENDOWMENT PLAN
"What is Kotak Endowment Plan?"
Kotak Endowment Plan is a protection plan that covers your life and at the
same time ensures that your money does not lie idle. It invests a portion of your
premium in financial instruments and ensures a considerable growth in savings.
This is a participating plan (with profits).
Who can avail of this plan?"
HOW OLD DO YOU HAVE TO BE
TO AVAIL OF THIS
PLAN?
Minimum age - 18 years
Maximum age - 65 years
FOR WHAT TERM CAN I AVAIL OF
THIS PLAN? 10-30 years
WHAT IS THE MAXIMUM AGE
THAT THE PLAN CAN COVER YOU
TILL?
75 years
What are the advantages of this plan?"
1. On maturity, you would receive the sum assured plus the bonus addition.
Bonus addition is the amount in the Accumulation Account*, in excess of
the sum assured.
2. The amount available in the Accumulation Account is invested in various
financial instruments (as per IRDA regulations) so your money works
harder for you.
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3. The Automatic Cover Maintenance facility ensures the policy remains in
force even if you miss premium payments. This facility is available after
the first three years of the term.
4. You can take a loan against your policy, after the policy has been in force
for at least three years.
5. You have the option of paying premiums quarterly, half yearly or yearly.
You also have the flexibility to pay premiums through the full term of the
policy or pay it for a fixed term of 3, 5, 7, 10 or 15 years.
6. You have the benefit of a 15-day free look period.
"What value-adds can you opt for?"
You may avail of the following value-adds for a nominal premium at the time of
taking the plan, subject to the aggregate premium on all value-adds not
exceeding 30% of the basic plan premium.
Term Benefit / Preferred Term Benefit: In the event of death during the term
of this benefit, the beneficiary would receive an additional death benefit
amount, which is over and above the sum assured. The maximum term benefit
you can avail of is equal to the basic sum assured.
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Accidental Death Benefit: This benefit provides an additional amount (over
and above the basic sum assured) to the beneficiary in the event of the
accidental death of the life insured. The maximum cover available under this
benefit is equal to the basic sum assured (subject to a maximum of Rs.10 lakhs).
Permanent Disability Benefit: This benefit provides financial support in case
of your permanent disability due to an accident. The amount payable is over
and above the basic sum assured and would be paid out as an annuity. The
maximum Permanent Disability Benefit that you can avail of is equal to the
basic sum assured (subject to a maximum of Rs.10 lakhs).
Critical Illness Benefit: This benefit can be taken with the basic life insurance
policy to provide financial support in the event of medical emergencies. On the
first occurrence of critical illness during the term of the policy, you would
receive a portion of the sum assured to reduce your financial burden in this
emergency. The maximum Critical Illness Benefit that you can avail of is equal
to half the basic sum assured subject to maximum of Rs. 20 lakhs
Life Guardian Benefit: This benefit can be availed of, only in a case where the
life insured and the propose are two different individuals. In case of the
unfortunate death of the propose, this benefit keeps the policy alive by waiving
all future premiums on the policy.
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Accidental Disability Guardian Benefit: In case the proposer
is permanently disabled as a result of an accident, this benefit keeps the policy
alive by waiving all future premiums on the policy. This benefit is available
also where the life insured is the proposer.
"How does this plan work?"
Mr. Sanjay Gupta, who is 30 years old, decides to buy a Kotak Endowment
Plan for a sum assured of Rs. 5,00,000 for a 20-year term for his wife, who is
aged 28. Mr. Gupta decides to take the Life Guardian Benefit as a rider to the
plan. He does this to provide enhanced security and protection to his wife.
The annual premiums paid by Mr. Gupta are as follows
Amount (Rs.)
Kotak Endowment Plan Premium 22,552
Life Guardian Benefit Premium 1,106
Total Annual Premium Paid 23,658
What would be the payout maturity?
On maturity Sanjay Gupta would receive the sum assured or Accumulation
Account, whichever is higher. Assuming that the Accumulation Account grows
at a rate of 6%, the payout on maturity would be Rs. 6,93,800. At a growth rate
of 10%, the maturity amount payable would be Rs. 10,97,700.
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KOTAK ETERNAL LIFE PLANS
Kotak Eternal Life Plans are participating whole life plans that provide
enhanced protection till the golden age of 99. The plans provide for a high
cover at lower premiums, cash lump sum benefits at desired stage and a way to
care for your spouse in the second innings of life.
With guaranteed protection for life, opportunity to create wealth, and
comprehensive cover options, these plans provide you with a perfect financial
solution to suit your needs.
"What can Eternal Life do for you?"
· Provides you with lifelong protection which continues well beyond
retirement to ensure that your loved ones remain secure, irrespective of
the uncertainties in life.
· Enables a high amount of insurance cover at affordable premiums which
takes into account your growing responsibilities and keeps pace with
your increasing needs.
· Offers liquidity for planned and unplanned needs so that you have access
to your money when you need it the most, adding to your comfort and
security at important stages in life.
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"Why Eternal Life Plan?"
· Permanent and complete protection till your 99th birthday
o Insurance cover that extends well beyond 60-70 years, to protect
your loved ones till you turn 99
o Guaranteed Death Benefit till age 99
o A complete protection package guarding you against risk of Death,
Disability* as well as Critical Illness^
· Adequate protection to meet your growing needs
o High amount of insurance cover that is almost 25-45 times the
initial premium paid
o Regular bonuses# that boost guaranteed death benefit to provide
for higher protection during and after the premium payment term
· Cash lump sum to fulfill your dreams
o A significant cash lump sum paid at the end of the premium
payment term to secure your dreams (Bonuses# accumulated till
the end of the premium paying term)
o In case of emergencies, loan facility can be provided to help you
tide through adversities.
· Increased choice through a range of plan options
o Increasing Premium Option that keeps income and offers
affordable protection from the start
o A few years of premium payment (option to choose between 10-40
years) offers a lifetime of protection
o Special rates for females and non-smokers (For Sum Assured
greater than Rs. 10 lakhs)
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"How does the product work?"
Step 1: Choose your life cover - the basic Sum Assured, based on your existing
insurance cover and needs.
Step 2: Decide the number of years you wish to pay premiums, based on your
personal and financial goals.
Step 3: Choose a plan from two unique variants based on premium option
preference.
Step 4: Receive a lump sum Cash Benefit at the end of your Premium Payment
term.
Step 5: Get guaranteed protection till your 99th birthday and enjoy the potential
for additional bonus boosts to your life cover along the way!
Key Features:
· Lifelong cover protection till age 99 with a few years of premium payment.
· Higher Protection at affordable premiums
· Complete safeguard against uncertainties of Accidental Disability# and
Critical Illness^
· Lump sum Cash at the end of the premium payment term
· Premiums that match your preference and lifestyle
· Tax Benefits under Sec 80C and Sec 10(10) D.
89
KOTAK MONEY BACK PLAN
"What is Kotak Money Back Plan?"
The Kotak Money Back Plan not only covers your life, it also assures you a
certain percent of the sum assured as cash payment at regular intervals of every
5 years. It is a savings plan with the added advantage of life cover and regular
cash inflow. This plan is ideal for planning special moments like a wedding,
your child's education or purchase of an asset etc. This is a participating plan
"What are the advantages of this plan?"
· The plan not only covers your life but also provides you with a survival
benefit payout every 5 years.
· In the unfortunate event of death of life insured, the beneficiary would
receive the death benefit. The death benefit keeps increases by 7% of the
sum assured every year.
· On maturity, you would receive the sum of the Survival Benefit, Bonus
addition* and Guaranteed addition**.
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"What do you receive on maturity of this plan?"
On maturity, you would receive the sum of the Survival benefit, Guaranteed
addition and Bonus addition. The table below illustrates the survival benefit pay
out for every Rs.1000 of sum assured.
Survival Benefit Payout for every Rs. 1000 Sum Assured
Payouts (in Rs.)
5th
year
10th
year
15th
year
20th
year
25th year
15-year Plan
Survival Benefit 250 250 500
Guaranteed Addition - - 200*
20-year Plan
Survival Benefit 200 200 200 400
Guaranteed Addition - - - 300*
25-year Plan
Survival Benefit 150 150 150 150 400
Guaranteed Addition - - - - 400*
*The Bonus Addition, if any, is payable over and above these benefits
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DIFFERENT METHOD OF MARKETING ADOPT BY
KOTAK
Using Brand name KOTAK and its effect can be seen as previously Kotak Life
Insurance needed a name Old Mutual with its name but now people Kotak by
the name of Kotak only not by the name of OM Kotak.
Kotak always expressed itself as always close to Customers with
the help of:-
· Advertising
· Merchandising
· Corporate Stationery
· Tele Marketing is marketing the product through telephone. The most
important aspect of Tele Marketing is COLD CALLING, HOT
CALLING, and OBJECTION HANDLING.
· Cold Calling means Calling to the unknown telephone number for the
first time and that even without knowing the respondent.
· Hot Calling means Calling to already approached person for the further
response.
· Objection Handling means to handle the type of objection that may arise
while calling.
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· That is what we have done in our Tele Marketing in our summer training.
· By different type of calling we used to generate the LEAD for the further
business.
CHANNEL MARKETING
Distribution Network of Individual Life Insurance Business in India
Direct selling part includes Tele marketing through advertisements etc.
Brokers are the one who can sell the insurance product of a lot of company and
is appointed by the company but works for the individual and earn brokerage
through company.
Life Advisors is the name given to the traditional “Agent” which we often hear.
Life Advisor is the one who can sell the insurance product of only one company
and commission is what he earns in reference to the business provided by him.
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MARKETING STRATEGY OF ALL THE COMPANIES
IS DIFFERENT BESIDES THE LOT OF SIMILARITY
IN THE PRODUCTS.
If we see the data then we will find that Kotak Mahindra Life Insurance has
very less number of branches according to the latest data in annual report of
2006-2007 by IRDA, Kotak Mahindra Life Insurance has 75 branches, but the
premium that they offer to Insurance Industry is 971 cores, and the number of
life advisors are not much if we compare it to other companies so from where
does this Premium is amounting this much, it shows that Kotak focuses on big
business houses, i.e. they are much desperate for their business with elephant
then humming birds.
If we see the things in a different fashion then we will find that the Kotak is
having the shield of Guaranteed Maturity Value which is the feature which a
few company (Max New Year Life) has. No doubt the company is having a long
list of the product with them. Variety is there as in the range of the product
varies from Child product to retirement solutions, but there focus is in CHILD
PLAN as their CHILD PLAN; KOTAK HEADSTART WEALTH ASSURE
PLAN was a huge success.
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SWOT ANALYSIS
Strength:
· Money Power, which makes them ignorant about the gestation period
· Brand image, business experience, and innovative products
· The agents are very selectively chosen have excellent communication skills
· Service quality, which is crux of their mission
· Large network branches which is helped to customer for the payment
· Strong and popular brand name.
Weaknesses
· High targets for financial advisors and for the sales departments.
· Many competitors in the market offer same product by the title difference
the premium and offerings.
· Sustainable to Rick associated with investment in money market.
· Try to catch middle-lower level people also.
· Lack of awareness about insurance among people
· Less coverage in Rural Areas
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Opportunity
· Huge market is laterally untapped; out of estimated 320 millions insurable
markets only 20% of the population is insured.
· Health insurance and pension schemes, an estimated market potential of
approximately $15 billion
· Kotak Life Insurance should give the insurance coverage both to the parent
and child so that their life could be covered in both cases. The Customer
doesn’t mind paying some extra premiu7m for that.
· Fast growing economy.
Threats
· Players like bajaj and birla sun life with low premium for the similar plans
Entry of many other private companies with equally strong experience and
financial strength of foreign partners making the competition difficult and
saturating the urban markets.
· Current Govt. Policies do not encourages gross domestic saving. If the tax
liability of the services class rises, the customer will have little money to
invest.
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· LIC has woken up from sleep and is
following competitive strategies. Its
huge surplus in life fund gives a capability to lodge price
war.
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RESEARCH METHODOLOGY
SOURCE OF DATA
Data’s are the useful information or any forms of document designed in a
systematic and standardize manner which are used for some further
proceedings. One of the important tools for conducting marketing research is
the availability of necessary and useful data. Some time the data are available
readily in one form or the other and some time the data are collected afresh. The
sources of Data fall under two categories, Primary Source and Secondary
Sources.
Primary Data- the primary data was collected through the following
activities: Filled the Insurance Industry related questionnaire to managers of a
select group of companies And Paper Conversation
Secondary Data- the secondary data was collected through the following:
Online Research material of the Various Financial Institution directly or
indirectly involved with Insurance Industry, Secondary Data used in External
Source of Information Like internet, magazine, paper cutting.
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OTHER SOURCE
Information Sources
Information has been sourced from namely, books, newspapers, trade
journals, and white papers, industry portals, government agencies, trade
associations, monitoring industry news and developments, and through
access to access to more than 3000 paid databases.
Analysis Method
The analysis methods include the following: Ratio Analysis, Historical
Trend Analysis, Linear Regression Analysis using software tools,
Judgmental Forecasting and Cause and Effect Analysis etc.
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OBSERVATION & CONCLUSION
· Kotak is spreading its channel of distribution
· 75 was the number of branches that Kotak had it in 2006-2007 and their
target is to open 135 branches till the end of the calendar year 2008.
· Number of Life Advisor has increased over time. E.g. At the beginning of
financial year 2006-2007, Kotak had 12,523 Life Advisors which turned
to 24485 at the end of the end of the financial year 2007.
· Kotak focuses on large business house inspire of capturing the smaller
business.
· Less action on tale-marketing and dependence on individual life advisors
is much there.
· Weak Infrastructure as there was hardly any place left open for the
interaction with the customer.
· Too much work load on operations’ department
· Lack of database on which work (calling) can be done.
· High commitment of Sales Managers toward the work.
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BIBLIOGRAPHY
1. Money Outlook, 2008 edition
2. Marketing Management, Kotler & Keller
3. Principles of Life Assurance, IC-23
4. Practice of Life Assurance, IC-02
5. IC-33
6. IRDA Annual Report, 2008-2009
Websites:-
1. www.irdaindia.org
3. www.insuranceworld.com
4. www.findarticles.com
5. www.kotaklife.com
Special Thanks to:-
Wikipedia, the free encyclopedia.htm
http://www.google.com
http://www.economywatch.com/business-and-financial/IPO-industry
Other sources:-
1. The Economic Times
2. Blogs by admin
101
Monopoly of LIC has been broken to make Indian Insurance to change its face
and pace to tap the market and to make the new challenges in it. Insurance in
India is not about India only; it is an open sector for the private players. The
name which you would see in Indian insurance market is something like: -
BAJAJ (Indian company) + Allianz (foreign player), TATA (Indian company) +
Aig (foreign player) and so many like them. Companies now are tapping a lot
of ways to capture the market and hence adopting different ways to hold the
large portion of the market. My project was to understand the different
marketing strategies adopted by the companies to increase their market share
and along with it meeting their own targets to achieve the position of no.1 in
respective field or segment of the market. My summer training learning helped
me a lot to complete my project in order to learn a lot of things of the corporate.
As a project trainee the first task given to me was to understand the
basic behaviour of the consumer in order to manipulate the market according to
the our target competition. For this we did developed a questionnaire and I did
my survey in important location of Jodhpur, Jaipur.
1
ABOUT INSURANCE
Insurance may be defines as social device to protect the economic value
of the Life and other assets. Under the plan of Insurance a group of people are
brought together and their share of money is pooled to manage the loss suffered
by any of them.
in its basic form is defined as “ A contract between two parties whereby one
party called Insurance insurer undertakes in exchange for a fixed sum called
premiums, to pay the other party called insured a fixed amount of money on the
happening of a certain event."
In simple terms it is a contract between the person who buys Insurance and an
Insurance company who sold the Policy. By entering into contract the Insurance
Company agrees to pay the Policy holder or his family members a
predetermined sum of money in case of any unfortunate event for a
predetermined fixed sum payable which is in normal term called Insurance
Premiums.
Insurance is basically a protection against a financial loss which can arise on
the happening of an unexpected event. Insurance companies collect premiums
to provide for this protection. By paying a very small sum of money a person
can safeguard himself and his family financially from an unfortunate event.
2
For Example if a person buys a Life Insurance Policy by paying a premium to
the Insurance company , the family members of insured person receive a fixed
compensation in case of any unfortunate event like death.
There are different kinds of Insurance Products available such as Life
Insurance, Vehicle Insurance, Home Insurance, Travel Insurance, Health or
Mediclaim Insurance etc.
Insurance, in law and economics, is a form of risk management primarily used
to hedge against the risk of potential financial loss. Insurance is defined as the
equitable transfer of the risk of a potential loss, from one entity to another, in
exchange for a premium and duty of care.
3
Characteristics of Insurance
1. Sharing of Risk
2. Cooperative device
4. Payment on event of happening of any special event
5. The amount of payment depends on the size and type of loss.
6. The success of Insurance business depends on the law of large number of
people insured against similar risk.
7. Insurance is a business which spreads the loss and the risk of few people in
the large Number of people.
8. The insurance is a plan in which insured transfer his risk to insurer.
9. Insurance is a legal contract
4
ORIGINE OF INSURANCE
Almost 4,500 years ago, in the ancient land of Babylonia, traders used to
bear risk of the caravan trade by giving loans that had to be later repaid with
interest when the goods arrived safely. In 2100 BC, the Code of Hammurabi
granted legal status to the practice. That, perhaps, was how insurance made its
beginning.
Life insurance had its origins in ancient Rome, where citizens formed burial
clubs that would meet the funeral expenses of its members as well as help
survivors by making some payments.
As European civilization progressed, its social institutions and welfare practices
also got more and more refined. With the discovery of new lands, sea routes and
the consequent growth in trade, medieval guilds took it upon themselves to
protect their member traders from loss on account of fire, shipwrecks and the
like.
Origin in India
Insurance in India can be traced back to the Vedas. For instance, yogakshema,
the name of Life Insurance Corporation of India's corporate headquarters, is
5
Derived from the Rig Veda. The term suggests that a form of "community
insurance" was prevalent around 1000 BC and practiced by the Aryans.
Burial societies of the kind found in ancient Rome were formed in the Buddhist
period to help families build houses, protect widows and children. Bombay
Mutual Assurance Society, the first Indian life assurance society, was formed in
1870. Other companies like Oriental, Bharat and Empire of India were also set
up in the 1870-90s.
It was during the swadeshi movement in the early 20th century that insurance
witnessed a big boom in India with several more companies being set up.
As these companies grew, the government began to exercise control on them.
The Insurance Act was passed in 1912, followed by a detailed and amended
Insurance Act of 1938 that looked into investments, expenditure and
management of these companies' funds.
By the mid-1950s, there were around 170 insurance companies and 80
provident fund societies in the country's life insurance scene. However, in the
absence of regulatory systems, scams and irregularities were almost a way of
life at most of these companies.
6
As a result, the government decided nationalizes the life assurance business in
India. The Life Insurance Corporation of India was set up in 1956 to take over
around 250 life companies.
For years thereafter, insurance remained a monopoly of the public sector. It was
only after seven years of deliberation and debate - after the RN Malhotra
Committee report of 1994 became the first serious document calling for the reopening
up of the insurance sector to private players -- that the sector was
finally opened up to private players in 2001.
The evolution of Insurance in India can be summarized as
7
KINDS OF INSURANCE
Insurance is divided in two basic zones:-
1. General Insurance
2. Life Insurance
About General Insurance
Insurance of the non life assets are called general insurance, this includes loss
of asset against water, fire, earthquake etc. With the detarrification in the Indian
Market in General Insurance the monopoly of the general Insurance public
sector’s companies has been broken. With the entrance of the new private
player market innovative technique has been introduced to capture the
markNon-life insurance companies have products that cover property against
Fire and allied perils, flood storm and inundation, earthquake and so on. There
are products that cover property against burglary, theft etc. The non-life
companies also offer policies covering machinery against breakdown, there
are policies that cover the hull of ships and so on. A Marine Cargo policy covers
goods in transit including by sea, air and road. Further, insurance of motor
vehicles against damages and theft forms a major chunk of non-life insurance
business.
8
In respect of insurance of property, it is important that the cover is taken for the
actual value of the property to avoid being imposed a penalty should there be a
claim. Where a property is undervalued for the purposes of insurance, the
insured will have to bear a ratable proportion of the loss. For instance if the
value of a property is Rs.100 and it is insured for Rs.50/-, in the event of a loss
to the extent of say Rs.50/-, the maximum claim amount payable would be
Rs.25/- (50% of the loss being borne by the insured for underinsuring the
property by 50%). This concept is quite often not understood by most insured.
Personal insurance covers include policies for Accident, Health etc. Products
offering Personal Accident cover are benefit policies. Health insurance covers
offered by non-life insurers are mainly hospitalization covers either on
reimbursement or cashless basis. The cashless service is offered through Third
Party Administrators who have arrangements with various service providers,
i.e., hospitals. The Third Party Administrators also provide service for
reimbursement claims. Sometimes the insurers themselves process
reimbursement claims.
Accident and health insurance policies are available for individuals as well as
groups. A group could be a group of employees of an organization or holders of
credit cards or deposit holders in a bank etc. Normally when a group is covered,
insurers offer group discounts.
9
Liability insurance covers such as Motor Third Party Liability Insurance,
Workmen’s Compensation Policy etc offer cover against legal liabilities that
may arise under the respective statutes— Motor Vehicles Act, The Workmen’s
Compensation Act etc. Some of the covers such as the foregoing (Motor Third
Party and Workmen’s Compensation policy) are compulsory by statute.
Liability Insurance not compulsory by statute is also gaining popularity these
days. Many industries insure against Public liability. There are liability covers
available for Products as well.
There are general insurance products that are in the nature of package policies
offering a combination of the covers mentioned above. For instance, there are
package policies available for householders, shop keepers and also for
professionals such as doctors, chartered accountants etc. Apart from offering
standard covers, insurers also offer customized or tailor-made ones.
Suitable general Insurance covers are necessary for every family. It is important
to protect one’s property, which one might have acquired from one’s hard
earned income. A loss or damage to one’s property can leave one shattered.
Losses created by catastrophes such as the tsunami, earthquakes, cyclones etc
have left many homeless and penniless. Such losses can be devastating but
insurance could help mitigate them. Property can be covered, so also the people
against Personal Accident.
10
A Health Insurance policy can provide financial Relief to a person undergoing
medical treatment whether due to a disease or an injury.
Name of Life General Company
Royal Sundaram Alliance Insurance Company Limited
Reliance General Insurance Company Limited.
IFFCO Tokyo General Insurance Co. Ltd
TATA AIG General Insurance Company Ltd.
Bajaj Allianz General Insurance Company Limited
ICICI Lombard General Insurance Company Limited
Apollo DKV Insurance Company Limited
Future Generally India Insurance Company Limited
Universal Sompo General Insurance Company Ltd.
Export Credit Guarantee Corporation Ltd.
HDFC-Chubb General Insurance Co. Ltd.
Bharti Axa General Insurance Company Ltd
11
About Life Insurance
Life Insurance is insurance for you and your family's peace of mind. Life
insurance is a policy that people buy from a life insurance company, which can
be the basis of protection and financial stability after one's death. Its function is
to help beneficiaries financially after the owner of the policy dies.
It can also be a form of savings in the long run if you purchase a plan, which
offers the option of contributing regularly. Additionally, a little known function
of life insurance is that it can be tied in with a person's pension plan. A person
can make contributions to a pension that is funded by a life insurance company.
These are considered private pension arrangements. In addition, you should also
make a list of what you feel needs to be protected in your family's way of life.
With a life insurance policy in place, you can:
· provide security for your family
· protect your home mortgage
· take care of your estate planning needs
· look at other retirement savings/income vehicles
12
Life Insurance in India
Life Insurance in India existed from long time. The modern concept of
Insurance was brought by Bruisers in India, and Oriental Insurance Company
was the first Insurance Company who did Insurance for the Indian in 1818 and
was established in Calcutta nowadays Kolkata. Then due to no interference of
government in it, private market players ruled the market as they want to, that is
why government intervened in between to protect the interest of the mass and to
safeguard the money involved in it. Government took the initiative and banned
the private players to involve in Insurance market. All private companies were
took over by Government and Insurance market was turned to Public sector and
Life Insurance Corporation of India was formed in 1956 to make the Insurance
reachable at remote areas and that even by low premiums or better said as
affordable premium so as to secure their life. From the beginning of Insurance
in India till now a lot of changes have been made but the most significant
change was in 1999, when IRDA was formed. IRDA means Insurance
Regulatory and Development Authority. This was formed to rethink upon
opening the insurance sector for the Private players again but along with that to
have a check upon those private players an IRDA has to act as a governing
body to safeguard the interest of the public hose money is involved in it From
13
that time i.e. from the year 2001 insurance sector was opened for the
private players too. Since then Insurance
Sector is on the boom and business is flourishing and a lot of private players are
coming into business. Here the private players doesn’t indicate to Indian Private
Companies but also foreign players are also involved in it, but to manage the
money flow in and outside the country IRDA takes care of the contribution of
the money by foreign partners of private insurance companies. To control that
IRDA has set a limit of FDI i.e. 26%.
Name of Life Insurance Company
1. Kotak Mahindra Old Mutual Life Insurance Limited
2. HDFC Standard Life Insurance Company Ltd.
3. Max New York Life Insurance Co. Ltd.
4. ICICI Prudential Life Insurance Company Ltd.\
5. Birla Sun Life Insurance Company Ltd.
6. Tata AIG Life Insurance Company Ltd.
7. SBI Life Insurance Company Limited .
8. ING Vysya Life Insurance Company Private Limited
9. Bajaj Allianz Life Insurance Company Limited
14
10. MetLife India Insurance Company Ltd.
11.Future Generally India Life Insurance Company Limited
12.IDBI Fortis Life Insurance Company Ltd.
13.AMP Sanmar Life Insurance Company Limited.
14.Sahara India Insurance Company Ltd.
15.Aviva Life Insurance Co. India Pvt. Ltd.
16.Shriram Life Insurance Company Ltd.
17. Aegon Religare Life Insurance Company Ltd.
18.Reliance Life Insurance
19.Star Union Dai-chi life Insurance
20.Oriental Life Insurance
15
MAJOR PLAYER OF INSURANCE IN INDIA
The Life Insurance Corporation of India (LIC) is the
largest life insurance company in India and also the
country's largest investor. It is fully owned by the
Government of India. It also funds close to 24.6% of the Indian Government's
expenses. It was founded in 1956.Headquartered in Mumbai, which is
considered the financial capital of India, the Life Insurance Corporation of India
currently has 8 zonal Offices and 101 divisional offices located in different
parts of India, at least 2048 branches located in different cities and towns of
India along with satellite Offices attached to about some 50 Branches, and has a
network of around one million and 200 thousand agents for soliciting life
insurance business from the public. Over its existence of around 50 years, Life
Insurance Corporation of India, which commanded a monopoly of soliciting
and selling life insurance in India, created huge surpluses, and contributed
around 7 % of India's GDP in 2006.
The Corporation, which started its business with around 300 offices, 5.6 million
policies and a corpus of INR 459 million, has grown to 25000 servicing around
180 million policies and a corpus of over INR 3.4 trillion.
16
Bajaj Allianz General Insurance Company
Limited is a joint venture between Bajaj Finserv
Limited (recently demerged from Bajaj Auto Limited) and Allianz AG. Both
enjoy a reputation of expertise, stability and strength.
Bajaj Allianz General Insurance received the Insurance Regulatory and
Development Authority (IRDA) certificate of Registration on 2nd May, 2001 to
conduct General Insurance business (including Health Insurance business) in
India. The Company has an authorized and paid up capital of Rs 110 crores.
Bajaj Finserv Limited holds 74% and the remaining 26% is held by Allianz.
Tata AIG Life Insurance Company Limited (Tata AIG
Life) is a joint venture company, formed by the Tata Group
and American International Group, Inc. (AIG). Tata AIG Life
combines the Tata Group’s pre-eminent leadership position in India and AIG’s
global presence as one of the world’s leading international insurance and
financial services organization. The Tata Group holds 74 per cent stake in the
insurance with AIG holding the balance 26 per cent. Tata AIG Life Insurance
Company was licensed by Insurance Regulatory and Development Authority to
operate in India on February 12, 2001 and started on April 1, 2001.
17
Max New York Life Insurance Company Ltd. is a
joint venture between New York Life; a Fortune 100
company and Max India Limited; one of India's leading multi-business
corporations. The company has positioned itself on the quality platform. In line
with its vision to be the Most Admired Life Insurance Company in India, it
has developed a strong corporate governance model based on the core values of
excellence, honesty, knowledge, caring, integrity and teamwork. The strategy
is to establish itself as a Trusted Life Insurance Specialist through a quality
approach to business. Incorporated in 2000, Max New York Life started
commercial operation in 2001. In line with its values of financial responsibility,
Max New York Life has adopted prudent financial practices to ensure safety of
policyholder's funds. The Company's paid up is Rs. 1,782 crore.
ICICI Prudential is a joint venture between
ICICI Bank and Prudential plc engaged in the
business of life insurance in India. ICICI Prudential is the largest private
insurance company and second largest insurance in India after LIC. ICICI
Prudential Life Insurance Company is a joint venture between ICICI Bank, a
premier financial powerhouse, and prudential plc, a leading international
18
financial services group headquartered in the United Kingdom. ICICI
Prudential was amongst the first private sector insurance companies to begin
operations in December 2000 after receiving approval from Insurance
Regulatory Development Authority (IRDA).ICICI Prudential Life's capital
stands at Rs. 37.72 billion (as on March, 2008) with ICICI Bank and Prudential
plc holding 74% and 26% stake respectively. For the year ended March 31,
2008, the company garnered Retail New Business Weighted premium of Rs.
6,684 crores, registering a growth of 68% over the last year and has
underwritten nearly 3 million retail policies during the period. The company has
assets held over Rs. 30,000 crore as on April 30, 2008.ICICI Prudential Life is
also the only private life insurer in India to receive a National Insurer Financial
Strength rating of AAA (Ind) from Fitch ratings. The AAA (Ind) rating is the
highest rating, and is a clear assurance of ICICI Prudential's ability to meet its
obligations to customers at the time of maturity or claims.For the past seven
years, ICICI Prudential Life has retained its leadership position in the life
insurance industry with a wide range of flexible products that meet the needs of
the Indian customer at every step in life.
19
INSURANCE REGULATORY AND DEVELOPMENT
AUTHORITY (IRDA)
The Insurance Regulatory and Development Authority (IRDA)[1] is a national
agency of the Government of India, based in Hyderabad. It was formed by an
act of Indian Parliament known as IRDA Act 1999, which was amended in 2002
to incorporate some emerging requirements. Mission of IRDA as stated in the
act is "to protect the interests of the policyholders, to regulate, promote and
ensure orderly growth of the insurance industry and for matters connected
therewith or incidental thereto."
The law of India has following expectations from IRDA
1. To protect the interest of and secure fair treatment to policyholders;
2. To bring about speedy and orderly growth of the insurance industry
(including annuity and superannuation payments), for the benefit of the
common man, and to provide long term funds for accelerating growth of the
economy;
3. To set, promote, monitor and enforce high standards of integrity, financial
soundness, fair dealing and competence of those it regulates;
20
4. To ensure that insurance customers receive precise, clear and correct
information about products and services and make them aware of their
responsibilities and duties in this regard;
5. To ensure speedy settlement of genuine claims, to prevent insurance frauds
and other malpractices and put in place effective grievance redressal machinery;
6. To promote fairness, transparency and orderly conduct in financial markets
dealing with insurance and build a reliable management information system to
enforce high standards of financial soundness amongst market players;
7. To take action where such standards are inadequate or ineffectively enforced;
8. To bring about optimum amount of self-regulation in day to day working of
the industry consistent with the requirements of prudential regulation.
Duties, Powers and Functions of IRDA
Section 14 of IRDA Act, 1999 laysdown the duties,powers and functions of
IRDA
(1) Subject to the provisions of this Act and any other law for the time being in
force, the Authority shall have the duty to regulate, promote and ensure orderly
growth of the insurance business and re-insurance business.
(2) Without prejudice to the generality of the provisions contained in subsection
(1), the powers and functions of the Authority shall include,
21
(a) Issue to the applicant a certificate of registration, renew, modify, withdraw,
suspend or cancel such registration;
(b) protection of the interests of the policy holders in matters concerning
assigning of policy, nomination by policy holders, insurable interest, settlement
of insurance claim, surrender value of policy and other terms and conditions of
contracts of insurance;
(c) Specifying requisite qualifications, code of conduct and practical training
for intermediary or insurance intermediaries and agents;
(d) Specifying the code of conduct for surveyors and loss assessors;
(e) Promoting efficiency in the conduct of insurance business;
(f) Promoting and regulating professional organizations connected with the
insurance and re-insurance business;
(g) Levying fees and other charges for carrying out the purposes of this Act;
(h) calling for information from, undertaking inspection of, conducting
enquiries and investigations including audit of the insurers, intermediaries,
insurance intermediaries and other organizations connected with the insurance
business;
22
(i) control and regulation of the rates, advantages, terms and conditions that
may be offered by insurers in respect of general insurance business not so
Controlled and regulated by the Tariff Advisory Committee under section 64U
of the Insurance Act, 1938 (4 of 1938);
(j) Specifying the form and manner in which books of account shall be
maintained and statement of accounts shall be rendered by insurers and other
insurance intermediaries;
(k) Regulating investment of funds by insurance companies;
(l) Regulating maintenance of margin of solvency;
(m) Adjudication of disputes between insurers and intermediaries or insurance
intermediaries;
(n) Supervising the functioning of the Tariff Advisory Committee;
(o) Specifying the percentage of premium income of the insurer to finance
schemes for promoting and regulating professional organizations referred to in
clause (f);
(p) Specifying the percentage of life insurance business and general insurance
business to be undertaken by the insurer in the rural or social sector; and
(q) Exercising such other powers as may be prescribed.
23
FUNCTION OF THE INSURANCE
PRIMARY FUNCTION:-
1. Provide protection: - As risks controlling is not in the hands of anyone
completely that is why Insurance Company provides the risk protection.
2. Collective bearing of loss: - Insurance Company would have to accept the
loss and give respective claims as for the sake of contract that has been done
between the company and the insured.
3. Assessment of Risk: - There should be the proper assessment of the risk so
as to charge the correct and legible premium to insure the subject matter of
insurance.
4. Provide the certainty: - As the losses appear from the uncertainty so
Insurance Company would have to provide the certainty of absorbing the loss
so as to protect the insured under the risk in which he has been insured.
SECONDARY FUNCTION:-
1. Prevent Loss: - Insurance cautious businessman and individuals to adopt
suitable device to prevent unfortunate consequences of risk by observing safety
instructions.
2. Small capital to large risk: - Small capital is demanded to cover the risk of
the large capital.
24
ABOUT KOTAK MAHINDRA OLD MUTUAL LIFE
INSURANCE
Kotak Group and Mahindra Group had their partnership 1985 between Uday
Kotak and Mr. Mahindra.
Kotak Mahindra is in business since 1985, and insurance part of their business
came into existence in the year 2001.
25
Evolution of Insurance business in Kotak Mahindra business is like this:-
26
As stated above Kotak Mahindra Life Insurance has Joint venture with Old
Mutual plc. Old Mutual Plc is the 12th largest Insurance Company in the world.
It has its base of over 4 million life assurance policyholders. It has one of the
best “Payouts” among insurers in the world. It has one of the best “Solvency
Ratios” among insurers in the world. A FTSE 100 financial services group and
ranks as a Fortune Global 500 company. The Old Mutual group manages in
excess of 239 billion pounds in funds (Dec’06). The company is 160 years old
and has prominent presence in the United States and the United Kingdom.
Fact of Kotak Mahindra Old Mutual Life Insurance:-
· Old Mutual plc. Is a world class international financial services company,
with the operations in life insurance, asset management and banking? It is
one of the big players in the U.S., U.K. and the African Continent.
· Over 150 Years of experience in Life Insurance.
· One of the best ‘returns’ amongst insurers worldwide.
· Base of over 3.8 million Life assurance policyholders.
· A FTSE 100 Financial services group, and ranks as Fortune Global 500
Company.
· 3rd largest insurer listed on London Stock Exchange.
27
· The Old Mutual group manages in excess of $235 billion in funds i.e., a
total asset base of more than Rs. 11 Lakh core.
· South Africa’s largest life insurance, banking & mutual funds company
· AUM : US $ 306 billion
Kotak Groups Companies:-
· KOTAK MAHINDRA BANK LTD
· KOTAK MAHINDRA CAPITAL COMPANY LTD
· KOTAK'S INTERNATIONAL BUSINESS
· KOTAK MAHINDRA PRIME LTD
· KOTAK SECURITIES LTD
· KOTAK MAHINDRA ASSET MANAGEMENT COMPANY
28
If we look at the status of Kotak Life Insurance’s market share in comparison of
other private company in comparison of premium earned:-
29
If we talk the growth of Insurance industry’s private players in recent years, the
data will reflect:-
30
TOP 10 LIFE INSURANCE COMPANIES IN INDIA
1. LIC (Life Insurance Corporation of India) still remains the largest life
insurance company accounting for 64% market share. Its share, however,
has dropped from 74% a year before, mainly owing to entry of private
players with innovative products and better sales force.
2. ICICI Prudential Life Insurance Co Ltd is the biggest private life
insurance company in India. It experienced growth of 58% in new business
premium, accounting for increase in market share to 8.93% in 2007-08 from
6.97% in 2006-07.
3. Bajaj Allianz Life Insurance Co Ltd has reported a growth of 52% and its
market share went up to 6.98% in 2007-08 form 5.66% in 2006-07. The
company ranked second (after LIC) in number of policies sold in 2007-08,
with total market share of 7.36%.
4. SBI Life Insurance Co Ltd in terms of new number of policies sold, the
company ranked 6th in 2007-08. New premium collection for the company
was Rs 4,792.66 crore in 2007-08, an increase of 87% over last year.
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5. Reliance Life Insurance Co Ltd Total collected was Rs 2,792.76 crore and
its market share went up to 2.96% from 1.23% a year back. It now ranks 5th
in new business premium and 4th in number of new policies sold in 2007-
08.
6. HDFC Standard Life Insurance Co Ltd with an income of Rs 2,680 crore
in FY2007-08, registering a year-on-year growth of 64%. Its market share is
2.88% and it ranks 6 th among the insurance companies and 5th amongst the
private players.
7. Birla Sun Life Insurance Co Ltd market share of the company increased
from 1.22% to 2.11% in 2007-08. The company moved to the 7th position in
2007-08 from 8the a year before, pushing down Max New York Life
insurance company.
8. Max New York Life Insurance Co Ltd has reported growth of 73% in
2007-08. Total new business generated was Rs 641.83 crore as against Rs
387.51 crore. The company was pushed down to the 8th position from 7th in
2007-08.
32
9. Kotak Mahindra Old Mutual Life Insurance Ltd the fiscal 2007-08, the
company reported growth of 80%, moving from the 11th position to 9th. It
captured a market share of 1.19% in 2007-08. Last year the company
doubled its branch network to 150 from 74.
10. Aviva Life Insurance Company India Ltd ranking dropped to 10th in
2007-08 from 9th last year. It has presence in more than 3,000 locations
across India via 221 branches and close to 40 bancassurance partnerships.
Aviva Life Insurance plans to increase its capital base by Rs 344 crore. With
the fresh investment, total paid-up capital of the insurer would go up to Rs
1,348.8 crore.
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RANKING OF INSURANCE RETURN ON
INVESTMENT
34
Managing
Director
Sales
Head
Marketing
Head
HR
&
Admin
Appointed
Actuary
CIO Training
Head
CFO
STRUCTURE OF KOTAK LIFE INSURANCE:-
MANAGING DIRECTOR: - MR. GAURANG SHAH
CFO; - G. MURALIDHAR
VICE PRESIDENT TRAINING AND MANAGEMENT DEVELOPMENT:
- MR. ARUN PATIL
VICE PRESIDENT HR: - MR. SUGATA DUTTA
VICE PRESIDENTS DISTRIBUTION DEVELOPMENT AND
PLANNING: - MR. KAMLESH VORA
APPOINTED ACTUARY: - JOHN BRYCE
Its hierarchy in Kotak Life Insurance is like this:-
35
Marketing Head
Production & Brand
Head
Channel Development
Head
Regional Mkt
Manager
Channel Development
Product Manager Brand Manger Team
Trade Marketing
Manager
Asst. Marketing
Managers
MARKETING TEAM STRUCTURE:
36
37
KOTAK’S PRODUCT FOR INDIVIDUAL LIFE
INSURANCE
KOTAK RETIREMENT INVESTMENT PLAN (New)
KOTAK SMART ADVANTAGE PLAN
KOTAK SAFE INVESTMENT PLAN 2
KOTAK CHILD ADVANTAGE PLAN
KOTAK SUKHI JEEVAN
KOTAK CAPITAL MULTIPLIER PLAN
KOTAK FLEXI PLAN
KOTAK RETIREMENT INCOME PLAN (UNIT-LINKED)
KOTAK RETIREMENT INCOME PLAN (NON UNIT-LINKED)
KOTAK COMPLETE COVER GROUP PLAN
KOTAK ETERNAL LIFE PREMIER SHIELD
KOTAK HEAD START ASSURE WEALTH
KOTAK HEAD START FUTURE PROTECT
KOTAK EASY GROWTH PLAN (1.25 TIMES)
KOTAK EASY GROWTH PLAN (5 TIMES)
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Traditional Plans:-
ENDOWMENT PLAN
KOTAK TERM PLAN
Kotak’s Product for Group Life Insurance:-
KOTAK SUPERANNUATION GROUP PLAN
KOTAK GRATUITY GROUP PLAN
Additional features;-
RIDERS, NOMINEES, LIFE GUARD
39
KOTAK SMART ADVANTAGE PLAN
Make every rupee work for your happiness
In this policy, the investment risk in the investment portfolio is borne by the
policyholder.
Why should we invest in Kotak smart advantage?
Every step in our life brings with it newel earnings. We are determined to make
the best of it, so that we can look forward to a great future. How we shape our
tomorrow depends greatly on how we build on our today.
Kotak Life Insurance introduces Kotak Smart Advantage, a great combination
of investment with insurance, to put our savings to work today. It is a market
linked plan with 100% premium allocations helping us to accumulate wealth
systematically, over the long-term. Kotak Smart Advantage is a great
combination of investment with insurance designed to enable you to make the
best use of your hard-earned money that puts you right ahead.
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Key Highlights
· Guaranteed returns of up to 275% of your first year premium at
maturity.
· Assured bonus additions at regular intervals during the policy term to
enhance your fund value.
· 100% allocation of your premiums from second year onwards to
maximize your earning potential.
· A unique3 fund offering you the maximum Opportunity for growth.
· Option to maximize protection your loved ones.
· Tex Benefits to avail under 80 C and section 10 (10D) of the Income Tax
Act, 1961
How does this plan work?
Kotak Smart Advantage optimizes the return on your premiums paid
through a smart mix of assured additions and 100%1 premium
allocation. Your first year’s premium contributes towards
guaranteeing you an Assured Addition Advantage that boosts your
fund value at regular intervals throughout the term of the policy. The
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Longer your premium paying term, the higher will be the value of the
advantage.
The Assured Addition Advantage is a powerful combination of two
benefits:
A. Fixed Advantage
The Fixed Advantage benefit is an assured value guaranteed at the
end of your premium payment term. This benefit is calculated as a
percentage of your first year premium depending on the premium
payment term chosen, provided your policy is in force and all
premiums are fully paid up to date.
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B. Dynamic Advantage
The Dynamic Advantage benefit is an assured bonus addition credited
to your fund value at the end of every 10th, 15th, 20th, 25th and 30th
policy year. This benefit will be calculated as a percentage of the
average value of funds in the three years preceding the benefit
allocation, provided your policy is in force and all premiums are fully
paid up to date.
The Assured Addition Advantage lets you enjoy the benefits of a
fixed assurance and a dynamic benefit directly linked to your fund
value, to help you tread comfortably and swiftly towards your goals.
Further, the plan makes your money work smarter for you through
100%1 premium allocation in each policy year from second year
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Onwards, in the funds of your choice. On maturity of your policy, you
will receive the Fund Value and the Fixed Advantage benefit,
provided your premiums are always fully paid up to date. The
Dynamic Advantage benefit would have already been credited in the
Fund Value at the specified intervals to accumulate more for you at
the end.
44
What can you gain by investing in Kotak Smart Advantage?
Smarter Avenues for Growth
Smart investing is based on the fundamental idea of regular savings and the
power of compounding, which is a great way to multiply your money. It makes
small savings transform into jackpots if planned with a long-term vision and
right investment fund options. Kotak Smart Advantage, with its power-packed
and well-defined fund options, gives you unmatched benefits to maximise your
earnings potential. Each of these funds is carefully crafted to suit your
individual long-term needs.
You can distribute your investments across one or more funds based on your
needs and goals, keeping in mind your time horizon and risk appetite.
45
You also have the convenience of switching your monies between funds to
balance your needs and risk appetite at different stages of life.
Smarter Financial Protection for your loved ones
Kotak Smart Advantage allows you to shoulder all your responsibilities to the
fullest. In the unfortunate event of loss of life, your beneficiary will receive a
life cover3 benefit equal to the higher of:
· Basic Sum Assured; OR
· Fund Value plus the Fixed Advantage benefit
You have the flexibility to choose any multiple of your first year premium as
the Basic Sum Assured according to your lifestage needs, subject to
underwriting conditions.
Smarter Savings to avail Tax Benefits
You can avail of tax benefits under Section 80C and Section 10 (10D) of
Income Tax Act, 1961. Tax benefits are subject to change in the tax laws. You
are advised to consult your Tax Advisor
46
Eligibility – A Ready Reckoner
47
Plan Snapshot
25-year-old Dinesh realizes the benefits of astute financial planning and wants
to save for the long term in a systematic way. He is looking for a plan that gives
him the comfort that his savings are being put to work from day one and
optimizes his growth potential in the long run. Dinesh has found the solution to
his needs in Kotak Smart Advantage. Given below is an illustration of the
benefits payable to him for an annual premium of Rs. 40,000 for a 30 year term
with a guaranteed basic sum assured of Rs. 600,000:
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Optimal Financial Planning In 5 Easy Steps
Now that you are aware of the Kotak Smart Advantage details, here’s how you
can structure your financial planning in 5 easy steps:
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KOTAK SAFE INVESTMENT PLAN II
Kotak Safe Investment Plan II
is a unit linked plan that
combines the benefits of
insurance and capital market
returns into one. This plan from
the stable of Kotak Life
Insurance is a true reflection of
the company's essence:
innovation that will benefit the
investor. What makes investing in Kotak Safe
Investment Plan II truly unique is that you enjoy a Guaranteed Maturity Value
on your investment, with varying degrees of equity exposure depending on your
risk appetite. So, if the market value of your units is higher, you reap the
benefits, with the peace of mind that whilst in a bear market your investment is
under-pinned and safe by the Guaranteed Maturity Value. And there's more, the
returns are totally tax-free*. Please note that in this policy, the investment risk
in the investment portfolio is to be borne by the policyholder. However,
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Kotak Life Insurance offers you a Guaranteed Maturity Value on this plan to
safeguard against the downside risk of falling markets.
Why should you invest in Kotak Safe Investment Plan II?
Kotak Safe Investment Plan II is an ideal investment option:
• If you have never invested in the equity markets, for the fear of loss of capital.
With Kotak Safe investment Plan II, you need not worry about losing your
capital as you have the downside risk protected by way the Guaranteed Value.
• If you have been an investor in debt markets, you could switch a portion of
your funds to equity markets via Kotak Safe Investment Plan II. The plan offers
you the potential to earn higher returns with the safety net of a Guaranteed
Maturity Value.
• If you are an aggressive investor in equities, you could protect the downside
risk in a bear market by investing a portion of your funds in the Kotak Safe
Investment Plan II. What you are essentially doing is that while you enjoy
equity returns, your money is protected from abysmal lows and market vagaries
by way of a Guaranteed Maturity Value.
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Key Features
· Fund Options
The capital markets offer a spectrum of investment options. Similarly Kotak
Safe Investment Plan II has an entire range of fund options: For the risk averse
we have the Guaranteed Gilt Fund and for aggressive investors, we offer the
Guaranteed Growth Fund. With the expertise of Kotak backing your
investments, we ensure that your risk profile and investment objectives are
suitably matched.
· Guaranteed Maturity Value
Most investors who stay away from equity do so not because they do not want
to earn higher equity linked returns but because they fear loss of capital. To
protect their money from capital losses they invest in low return debt
instruments. We, at Kotak Life Insurance, having understood this concern of our
investors have developed a unique proposition of a Guaranteed Maturity Value,
underpinning your investment in equity. This unique position arises from the
fact that the plan offers an option to invest up to 80% in equity via the
Guaranteed Growth Fund. On reaching maturity, the Company would pay out
the Guaranteed Maturity Value or the market value of units, whichever is
higher. Which means that when the markets are in a bull phase, you will enjoy
the market linked returns delivered on your portfolio. However, in a bear
52
Market, your investment is still safe as you are sure of getting the Guaranteed
Maturity Value. In a nutshell, “Bulls You Win and Bears You Win”. The
Guaranteed Maturity Value applies where all premiums have been paid up-todate
at maturity and will be reduce where partial withdrawals from the Main
Account have been made. On maturity, you can withdraw the entire maturity
proceeds and the policy would terminate. If the need is not immediate, you can
just let the amount multiply or withdraw up to 50% of the proceeds.
· Top-up premium
Besides regular premiums, whenever you have excess money, you can invest it
by way of top-up premiums, without any commitment to bring them again in
the coming year (subject to a maximum of 25% of the cumulative premiums
paid till that date). You can invest your surplus money across a combination of
our Dynamic Funds and units bought from this amount will be held in separate
Supplementary Accounts for each top-up. In the event of maturity or death, you
would receive the market value of these topup units. Partial Withdrawals/
Surrender Kotak Safe Investment Plan II allows you early exit options through
partial withdrawal of funds or complete surrender of the policy. With this plan,
you can your access top-up amount in the investment after rd completion of the
3 policy year, with no penalty charges from year 7 onwards (subject to retaining
a minimum balance of one annualized basic premium). You may access your
53
top-up Amount in the Supplementary Account for funds without any charges.
The top-up premiums should complete a lock-in period of 3 years from the date
of investing the top-up amount before you can access the investment.
Withdrawals will be allowed only after the life insured attains the age of 18.
The Guaranteed Maturity Value will be reduced to factor in the withdrawals
made by you.
· Limited Premium Payment
If you wish to pay off all premiums over a short period of time, instead of the
full term, we have the Limited Premium Payment option for you. This option
allows you to pay off your premiums over tenure shorter than your policy term.
Under this option, you can pay off your premiums over 3, 5, 6, 7, 10 or 15
years.
· Death Benefit
Life is uncertain and you would not want to take a chance when it comes to
your loved ones. Depending on your existing life cover and he need you have,
this plan allows you to choose your life cover - the sum assured on death:
• High Cover: Policy Term x Annual Premium.
• Low Cover: Greater of (5 x Annual Premium, 0.5 x Policy Term x Annual
Premium).
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In the event of unfortunate death, your beneficiary would get the sum assured
(less any withdrawals made during the 2 years immediately preceding death) or
market value of units in the Main Account whichever is higher. Plus, if you
have invested any top-up premiums, then you would get back the market value
of units in the Supplementary Account. After attaining the age of 60, all the
partial withdrawals made after the age of 58, will be deducted from the Death
Benefit. Where the life insured is a minor, the Death Benefit during the first 5
years of the policy term or below the age of 18, will only be the greatest of all
premiums paid (excluding rider premiums) and the value of the units.
· Advantages
• Enjoy unlimited upside from capital markets with a downside
Protection guarantee on your maturity value
• Flexibility in premium payment: Limited Premium Payment
Option and Full Term payment option
• Tax free* switching across fund categories
• Increase contribution at will by way of top-up premium
• Easy exit options
55
Charges
Premium Allocation Charge
There is an initial advice and distribution charge related to policy issue that is a
percentage of the premium received. The net premium % invested in year 1 is
86% and from year 2 onwards is 96.5%. For topup premiums, the allocation
will be 97.5%. Policy Administration Charge To meet the administration and
support infrastructure cost, there is an administration charge recovered by
liquidation of units. In the first year, the administration charge would be 7% of
the annual premium, for premium up to Rs. 20,000. For portions of the
premium over Rs. 20,000, the charge would be 3%. In subsequent years, for
portions of premiums below and above Rs. 20,000 the charge would be 4% and
2% respectively.
Fund Management Charge
The fund management charge is towards managing your moneys efficiently, to
earn you handsome returns and protect your downside risk. Annual Fund
Management charge, adjusted in NAV is: • Guaranteed / Dynamic Money
Market Fund - 0.6% • Guaranteed / Dynamic Gilt Fund - 1.0%
• Guaranteed / Dynamic Bond Fund - 1.2%
• Guaranteed / Dynamic Floating Rate Fund -1.2%
• Guaranteed / Dynamic Balanced Fund - 1.3%
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• Guaranteed / Dynamic Growth Fund - 1.5% Surrender / Partial Withdrawal
Charge There is no surrender allowed in the first 3 policy years. Thereafter the
charge is 3% in year 4, 2% in year 5, 1% in year 6 and 0% from year 7
onwards. No surrender charges apply to the Supplementary Account. Two
withdrawals a year are free (including after maturity). Thereafter Rs. 500 per
withdrawal is charged. Switching Charge The first four switches in a year are
free. Rs 500 will be charged for every additional switch.
Mortality Charge
This is the cost of life cover and will be levied by cancellation of units
on a monthly basis.
Miscellaneous Charges
The charges for alteration in policy contract (such as change in sum assured,
change in policy term, change in premium mode, etc.) are Rs. 500/-. For
premium redirection a fee of Rs. 100/- will be charged. Please note, in the event
of experience being worse than expected, the Company reserves its right to
impose charges not beyond the level mentioned below:
• The Fund Management and Administration charges may be increased in future
but only if a change takes place for all the participants in that Fund and on prior
written notice to the policyholder.
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• The administration charge will not be increased by more than 40% from the
original level, for the first 10 years and 100% after 10 years.
• The surrender charge on Supplementary Account may be increased to a
maximum of up to 5% of the value of units after the third policy year.
• The switching and withdrawal charges may be increased to a maximum of Rs.
1000.
Eligibility
58
KOTAK CHILD ADVANTAGE PLAN
"What is Kotak Child Advantage Plan?"
The Kotak Child Advantage Plan is an investment plan designed to meet your
child's future financial needs. It's a plan that gives your child the "azaadi" to
realize his dreams. The plan is a participating plan with a 15-day free look
period.
"Who can avail of this plan?"
HOW OLD DOES THE CHILD HAVE TO BE
TO AVAIL OF THIS PLAN?
Minimum age - 0
years
Maximum age -17
years
FOR WHAT TERM CAN I AVAIL OF THIS
PLAN? 10 - 30 years
WHAT IS THE MAXIMUM SUM ASSURED
ALLOWED UNDER THIS PLAN? Rs.25,00,000
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"What are the advantages of this plan?"
· On Maturity, you would receive the sum assured plus the bonus addition.
Bonus addition is the amount in the Accumulation Account*, in excess of
the sum assured.
· The balance available in the Accumulation Account is invested in various
financial instruments (as per IRDA regulations) so your money works hard
to earn more for your child.
· The Automatic Cover Maintenance facility ensures the policy remains in
force even if you miss premium payments. This facility is available after the
first three years of the Term.
· You can take a loan against this plan, after the policy has been in force for at
least three years.
· You have the option of paying premiums quarterly, half yearly or yearly.
· You have the benefit of a 15 day free look period.
"What value-adds can you opt for?"
You may avail of these value adds for a nominal premium at the time of taking
the plan. The aggregate premium of the value-adds should not exceed 30% of
the basic policy premium.
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Life Guardian Benefit:
In case of the unfortunate death of the
premium payer, this benefit keeps the policy alive by waiving all future
premiums on the policy.
Accidental Disability Guardian Benefit:
In case the premium payer is permanently disabled as a result of accident, this
benefit keeps the policy alive by waiving all future premiums on the policy.
Tax Benefit:
Section 80C, 10(10D) of Income Tax Act, 1961 would apply. You are advised
to consult your tax advisor for details.
"How does this plan work?"
Mr. Sanjay Gupta is a 30-year-old professional and has a 6-year-old son. To
secure his child's future, Mr. Gupta decides to buy the Kotak Child Advantage
Plan. He wants to buy a plan with a sum assured of 5 lakh, term of 15 years, so
that when the child is 21 years old, he has at least Rs.5 lakh to invest in his
education/ career etc.
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Mr. Gupta buys the Kotak Child
Advantage Plan along with both the value-adds offered with the basic plan.
Description Premium
KOTAK CHILD ADVANTAGE PLAN PREMIUM 31,857
LIFE GUARDIAN BENEFIT PREMIUM 1,225
ACCIDENTAL DISABILITY GUARDIAN BENEFIT
PREMIUM
155
Total Annual Premium Paid 33,237
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"What happens in the event of death of
the life insured?"
In the event of the unfortunate death of the insured during the term of the plan,
the following would become payable:
· If the policy has been in force for five years or if the life insured is at
least 18 years old, the beneficiary will receive either the Sum Assured or
Accumulation Account whichever is higher, as on the date of death.
· If the death occurs within five years from commencement of policy and if
the insured is less than 18 years old, the death benefit would be either the
total of all premiums paid so far or the surrender value at that time,
whichever is higher.
" General exclusion"
In case the life insured commits suicide within 1 (one) year of the plan, no
benefits outlined in the plan would be payable.
No claim under the Kotak Life Guardian Benefit would be admitted if, within
one year of the date of issue of this policy, the premium payer commits suicide,
whether being sane or insane at the time of committing suicide.
63
No claim under the Kotak Accidental
Disability Guardian Benefit would be
admissible in the following circumstances:
(1) The premium payer suffers from self-inflicted injuries, attempt to suicide,
insanity, immorality, committing any breach of law or being under the influence
of drugs, liquor etc.
(2) Where the premium payer is engaged in aviation or aeronautics other than
as a passenger on a licensed commercial aircraft operating on a scheduled route.
(3) The premium payer suffers injuries from war (whether war is declared or
not), invasion, hunting, mountaineering, motor racing of any kind, other
dangerous hobbies or activities, or having been on duty in military, Paramilitary,
security or police organization.
64
KOTAK SUKHI JEEVAN
Life is unpredictable, but the earlier
you plan for your future, the more
likely are you and your family to
reap the rewards. Introducing ‘Sukhi
Jeevan’, a long-term savings and
protection plan from Kotak Life
Insurance that allows you to plan for
your changing needs at every step of life - be it saving for your kids, or your
retirement. It helps you prepare for important milestones and, most importantly,
it ensures your family is secure when life dishes up harsh misfortunes.
How does this plan benefit me?
Savings for your needs
You would have different financial needs to be met and investing small amounts
in a disciplined manner will help you accumulate a sizeable lump sum. To
structure a plan that is ideal for your needs, it is important for you to estimate
the amount of lump sum required for your goals, i.e. the sum assured.
65
Based on this, you would have to set aside
small amounts to have an accumulated lump sum.
Enjoy bonuses
Each year, the company would declare a simple reversionary bonus on the sum
assured of your policy, from the surplus earned on its participating policy funds.
The bonus, once declared, is guaranteed and would be paid on maturity of the
policy or in the event of death. An interim bonus would be paid in case of a
death claim during the course of the year. Also, if you have paid all your
premiums regularly for 15 or more years, a terminal bonus may be paid by way
of a reward for disciplined savings over the long-term.
Help your kids reach their dreams, or enjoy your retirement
On maturity, you will receive the sum assured along with all the bonuses
declared on the policy. You are likely to require money as your children begin
pursuing higher education and considering careers, marriage and family. As the
years roll on, you may choose to cease working or slow down your business
activities, and there may be expenses that need to be met. Since all these
expenses come along at different times and in varying amounts, this plan allows
you the flexibility to utilize your accumulated kitty in a phased manner after
maturity. At the end of the term, you can withdraw the entire maturity proceeds
and the policy would terminate.
66
Provide protection along the way for your loved ones
Provided the premiums are paid regularly, if you meet your unfortunate demise
during the policy term, from the second year on, your beneficiaries will receive
the full sum assured, along with the reversionary bonus declared and interim
bonus, if any. In year 1, on accidental death, they will receive the sum assured
plus bonus, and on natural death, return of the premiums paid (less any rider
premium and extra premium). In case the life insured is a minor, the death
benefit will be a return of premiums paid if death occurs within 5 years from
the date of commencement or before attainment of age 18, whichever is earlier.
Similarly, in the event of permanent accidental disability, installments will be
paid out, should you select the Permanent Disability rider available at a small
additional premium. The life cover will continue.
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How do I apply for this plan?
Step 1: Decide the total amount you require on maturity (sum assured).
Step 2: Decide the term of the policy depending on the goals that you have in
mind. If you would like to choose a term of 15 years, given below are
premiums for a few combinations of age and sum assured.
Eligibility
68
Other terms
Surrender
On receipt of all the premiums for a period of at least 3 consecutive years, the
policy shall acquire a guaranteed surrender value from that time on. The
guaranteed minimum surrender value will be 30% of all premiums paid to date,
excluding the first year’s premium and any other extra premiums. The
Company may consider paying an enhanced surrender value, which will not be
less than the guaranteed surrender value as stated above.
Grace period
There is a grace period of 30 days from the due date for payment of premium
for the yearly and half-yearly mode, and 15 days for the monthly mode.
Lapses
Where the premiums for the first 3 policy years are not paid within the grace
period, the policy together with the rider benefit, shall lapse from the due date
of unpaid premiums. A lapsed policy can be revived within 2 years of the date
of lapse by payment of arrears of premiums with interest and collection charges.
After payment of 3 years premiums, if future premiums are not paid within days
of grace and you have not opted for surrender, an extended risk coverage period
of 2 years or up to the date of maturity, whichever is earlier, is
69
Provided by default. The benefit payable on death during this extended risk
coverage period of 2 years is the sum assured plus any accrued bonuses, less
any unpaid premiums due at the date of death.
Paid up
On receipt of at least 3 years premiums and after completion of 3 full policy
years, you can elect to stop paying future premiums and make the policy paid
up. The rider benefits will cease and the policy will cease to participate in future
profits. The benefit payable on death, within 2 years from the date of the first
unpaid premium, will be the sum assured plus any accrued reversionary
bonuses up to the date of the first unpaid premium, less any unpaid premiums
due at the date of death. This benefit of payment of sum assured will be
available only if death happens during the 2 years following the policy
becoming paid up for the first or second time during the policy term.
If death occurs any time after the policy becomes paid up for the third or
subsequent time during the policy term, only the reduced paid up value and
vested bonuses will be payable. The sum assured will be reduced by a factor
equal to the proportion of the number of premiums paid to the total number of
premiums payable.
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Policy revivals
The policy may be revived within 2 years from the date of the first unpaid
premium by making payment of the arrears of premiums with interest and
collection charges. Any revivals after six months from the due date of unpaid
premium will require production of evidence of good health.
Loans
Loans will be granted once the policy acquires a surrender value. The loan will
be a maximum of 80% of the surrender value, available at a market related rate
of interest. Interest will be compounded and payable semi-annually.
Accidental death
In the event of accidental death during the first year, the benefit will become
payable subject to the following:
1. This benefit is in full force on the day of the accident.
2. The life insured has sustained any bodily injury directly and solely from the
accident, which has been caused by outward, violent and visible means.
3. The death occurs within 120 days of the date of the accident due to such
injury as stated above, solely, directly and independently of all other causes of
death.
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LONG LIFE SECURE PLAN
Both joys and successes come
with their fair share of
uncertainties – uncertainties you
constantly strive to insulate your
family from. Protecting your
family and ensuring their comfort
has always been your primary
concern and key responsibility.
All responsibilities require careful
planning; for yourself and your
family, for the present and the future. Careful planning is all about the right
investment strategy secured with appropriate protection - a necessary cushion to
face the unexpected events of life.
To ensure that your investments give maximum protection to secure your
family’s future and their financial independence, we at Kotak Life bring to you
the Kotak Long Life Secure Plus plan. It is a unit-linked plan that gives you the
dual benefit of:
· Fulfillment of your family goals without any obstacles
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· Comfort of meeting unplanned
events head on
Enhanced Protection for Your Family
Superior Protection
Life is uncertain, so when it comes to your family’s future, you would not want
to leave anything to fate. Your absence is bound to leave an irreplaceable void
in the life of your family. At such a trying time, Kotak Long Life Secure Plus
can ensure that the dreams you aspired for your family, don’t remain
unfulfilled. Moreover, it will assist in meeting the planned and unplanned
financial obligations your family may face under such a circumstance. This plan
provides you the following benefits1 on death of the life insured:
· 100% of the Sum Assured paid out immediately
· plus Fund Value
An additional “Lump sum Benefit*”, on death of the policyholder, equal to your
outstanding premiums (i.e. basic premium x number of outstanding
installments) is added into the policy fund. This corpus of the fund value and
additional “Lump sum Benefit” would be available immediately or by way of
equal semi-annual installments for 5 years (settlement option9).
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Timely Protection
Accidents are a harsh reality that no one can ever be prepared for. In the
unfortunate event of a permanent accidental disability, all plans tend to go awry.
However, in such circumstances, Kotak Long Life Secure Plus steps in as a
complete protection plan. The additional “Lump sum Benefit” equal to your
outstanding premiums (i.e. basic premium x number of outstanding
installments) will also be paid by Kotak Life in case of a permanent accidental
disability2 of the policyholder. This will ensure that your policy continues with
an immediate lump sum addition into your fund account. The planned amount
for your dreams continues to accumulate with no future premium payment
obligations. In this way, Kotak Long Life Secure Plus ensures that neither you
nor your family loses out on the benefits you had originally planned for.
Boosted Protection
Kotak Long Life Secure Plus offers you a range of options to ensure
comprehensive protection throughout the policy term for your family against
any eventuality. You can opt for additional rider benefits for protection against
critical illnesses and accidental death. In case of a critical illness, a portion of
the sum assured will be immediately made available to you and your family.
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Should an unfortunate accident lead to a
sudden demise, an additional benefit
would be paid out on opting for the accidental death benefit (ADB) rider.
Accessible Protection
With costs being different for every need, the financial requirements for your
family’s comfort would change from time to time. Kotak Long Life Secure Plus
is designed in a way that it takes these changing needs and unfortunate
emergencies into account.
· You can access your investments after completion of the 3rd policy year
by way of partial withdrawals or surrender. There will be no surrender
charges from year 11 onwards.
· On maturity you can avail of the full fund value and the policy terminates
OR selects the settlement option. Through this option you can elect to
receive a percentage of the maturity proceeds in cash and the balance by
way of pre-selected periodic installments, for up to 5 years after maturity
(settlement period)9. All insurance cover will cease on the maturity date
of the policy.
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Enhanced Protection for Your Growing Investments
Protected Growth
Economic stability is an important aspect to consider while planning for your
family’s future security. After all, costs and needs only keep increasing as the
years go by. This makes it important for your investments to grow alongside
too. Equity exposure is essential to keep pace, but it Rquires you to keep a
constant eye on the volatile market. Switching your money efficiently from one
fund to another to balance risk and return is not an easy task. Understanding
this, Kotak Long Life Secure Plus brings you the unique Dynamic Floor Fund,
which allows you to enjoy the benefits of a rising capital market, but actively
trims back your equity exposure during a slump, thus locking in your gains and
shielding your savings from the market volatility.
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Eligibility – A Ready Reckoner
77
Illustration
Mr. Dutt is a 35-year-old professional, working in a private organization. He
lives with his dependent parents, wife and child. He is looking for ways and
means of protecting his family and their future from unexpected vagaries of
life. He also needs a plan that allows his hard-earned savings to grow, but with
adequate protection - A plan that protects his family’s interests and goals, come
what may. Mr. Dutt has the perfect solution in Kotak Long Life Secure Plus.
Given below is an illustration of the benefits payable to Mr Dutt in different
scenarios with a sum assured of Rs. 500,000:
Net yield (gross of mortality charges) at 6% investment return 4.59%
Net yield (gross of mortality charges) at 10% investment return 8.50%
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Charges
Premium allocation charges
An allocation charge that is a percentage of the premium received is levied. The
first premium will be allocated at the NAV12 of the date of commencement of
the policy and the subsequent renewal premiums will be allocated at the NAV
prevailing on the date of receipt of the premiums13.
The table below gives you details of the percentage of premium invested in
each policy year:
The Premium allocation after year 10 would be 100%. For Top up premiums,
the allocation will be 99%.
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Fund management charge (FMC)
To manage your money efficiently, thereby enabling you to earn handsome
returns, an annual fund management charge that is a percentage of the fund
value, is applicable. Here are the details for your easy reference:
Administration charge
A nominal flat fee of Rs. 75 per month in year 1 and Rs. 40 per month from
year 2 onwards inflating at 5% every year is recovered by monthly deduction of
units. Administration charges for annual premiums of Rs. 1 Lac and above are
waived. The renewal administration charge at the prevailing level is re-instated
where premiums are reduced below Rs.1 Lac. In ACM mode, the renewal
administration charges will continue to apply at the prevailing level.
Partial withdrawal charge
Partial withdrawal is not allowed in the first 3 policy years. The partial
withdrawal charge expressed as a percentage of the amount withdrawn is as
follows : 5% in the 4th and 5th year, 2.5% from the 6th to 9th year, 1% in the
10th year and no charges thereafter. There is an additional charge of Rs. 500 per
withdrawal for the third and subsequent withdrawal in a policy year.
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Mortality and Disability charge
This is the cost of life cover, calculated as per thousand Sum at Risk (Basic
Sum Assured + Lump sum Benefit) which will be levied by cancellation of
units on a monthly basis. The indicative mortality charge per thousand sum at
risk for a healthy individual will be:
Lifelong Security in 5 Easy Steps
Now that you are aware of the Kotak Long Life Secure Plus details, here’s how
you can ensure your family’s comfort and happiness in 5 easy steps.
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KOTAK CAPITAL MULTIPLIER PLAN
Kotak is the only plan of its kind that allows the return to be enjoyed beyond
maturity. It is a kind of super endowment plan that offers the bonus every year,
and also offers the facility to increase the investment and it also offers the
facility to withdraw the money as when wants to over a 15 year period post
maturity, apart from that additional life cover of 10%, which is over and above
the life cover which has been opted. Other Features like surrender to the policy
can be opted out of any medical urgency, following riders can be opted:-
· Preferred term Benefit
· Accidental Death Benefit
· Permanent disability Benefit
· Critical Illness Benefit
· Life Guardian Benefit
· Accidental Disability Guardian Benefit
82
KOTAK ENDOWMENT PLAN
"What is Kotak Endowment Plan?"
Kotak Endowment Plan is a protection plan that covers your life and at the
same time ensures that your money does not lie idle. It invests a portion of your
premium in financial instruments and ensures a considerable growth in savings.
This is a participating plan (with profits).
Who can avail of this plan?"
HOW OLD DO YOU HAVE TO BE
TO AVAIL OF THIS
PLAN?
Minimum age - 18 years
Maximum age - 65 years
FOR WHAT TERM CAN I AVAIL OF
THIS PLAN? 10-30 years
WHAT IS THE MAXIMUM AGE
THAT THE PLAN CAN COVER YOU
TILL?
75 years
What are the advantages of this plan?"
1. On maturity, you would receive the sum assured plus the bonus addition.
Bonus addition is the amount in the Accumulation Account*, in excess of
the sum assured.
2. The amount available in the Accumulation Account is invested in various
financial instruments (as per IRDA regulations) so your money works
harder for you.
83
3. The Automatic Cover Maintenance facility ensures the policy remains in
force even if you miss premium payments. This facility is available after
the first three years of the term.
4. You can take a loan against your policy, after the policy has been in force
for at least three years.
5. You have the option of paying premiums quarterly, half yearly or yearly.
You also have the flexibility to pay premiums through the full term of the
policy or pay it for a fixed term of 3, 5, 7, 10 or 15 years.
6. You have the benefit of a 15-day free look period.
"What value-adds can you opt for?"
You may avail of the following value-adds for a nominal premium at the time of
taking the plan, subject to the aggregate premium on all value-adds not
exceeding 30% of the basic plan premium.
Term Benefit / Preferred Term Benefit: In the event of death during the term
of this benefit, the beneficiary would receive an additional death benefit
amount, which is over and above the sum assured. The maximum term benefit
you can avail of is equal to the basic sum assured.
84
Accidental Death Benefit: This benefit provides an additional amount (over
and above the basic sum assured) to the beneficiary in the event of the
accidental death of the life insured. The maximum cover available under this
benefit is equal to the basic sum assured (subject to a maximum of Rs.10 lakhs).
Permanent Disability Benefit: This benefit provides financial support in case
of your permanent disability due to an accident. The amount payable is over
and above the basic sum assured and would be paid out as an annuity. The
maximum Permanent Disability Benefit that you can avail of is equal to the
basic sum assured (subject to a maximum of Rs.10 lakhs).
Critical Illness Benefit: This benefit can be taken with the basic life insurance
policy to provide financial support in the event of medical emergencies. On the
first occurrence of critical illness during the term of the policy, you would
receive a portion of the sum assured to reduce your financial burden in this
emergency. The maximum Critical Illness Benefit that you can avail of is equal
to half the basic sum assured subject to maximum of Rs. 20 lakhs
Life Guardian Benefit: This benefit can be availed of, only in a case where the
life insured and the propose are two different individuals. In case of the
unfortunate death of the propose, this benefit keeps the policy alive by waiving
all future premiums on the policy.
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Accidental Disability Guardian Benefit: In case the proposer
is permanently disabled as a result of an accident, this benefit keeps the policy
alive by waiving all future premiums on the policy. This benefit is available
also where the life insured is the proposer.
"How does this plan work?"
Mr. Sanjay Gupta, who is 30 years old, decides to buy a Kotak Endowment
Plan for a sum assured of Rs. 5,00,000 for a 20-year term for his wife, who is
aged 28. Mr. Gupta decides to take the Life Guardian Benefit as a rider to the
plan. He does this to provide enhanced security and protection to his wife.
The annual premiums paid by Mr. Gupta are as follows
Amount (Rs.)
Kotak Endowment Plan Premium 22,552
Life Guardian Benefit Premium 1,106
Total Annual Premium Paid 23,658
What would be the payout maturity?
On maturity Sanjay Gupta would receive the sum assured or Accumulation
Account, whichever is higher. Assuming that the Accumulation Account grows
at a rate of 6%, the payout on maturity would be Rs. 6,93,800. At a growth rate
of 10%, the maturity amount payable would be Rs. 10,97,700.
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KOTAK ETERNAL LIFE PLANS
Kotak Eternal Life Plans are participating whole life plans that provide
enhanced protection till the golden age of 99. The plans provide for a high
cover at lower premiums, cash lump sum benefits at desired stage and a way to
care for your spouse in the second innings of life.
With guaranteed protection for life, opportunity to create wealth, and
comprehensive cover options, these plans provide you with a perfect financial
solution to suit your needs.
"What can Eternal Life do for you?"
· Provides you with lifelong protection which continues well beyond
retirement to ensure that your loved ones remain secure, irrespective of
the uncertainties in life.
· Enables a high amount of insurance cover at affordable premiums which
takes into account your growing responsibilities and keeps pace with
your increasing needs.
· Offers liquidity for planned and unplanned needs so that you have access
to your money when you need it the most, adding to your comfort and
security at important stages in life.
87
"Why Eternal Life Plan?"
· Permanent and complete protection till your 99th birthday
o Insurance cover that extends well beyond 60-70 years, to protect
your loved ones till you turn 99
o Guaranteed Death Benefit till age 99
o A complete protection package guarding you against risk of Death,
Disability* as well as Critical Illness^
· Adequate protection to meet your growing needs
o High amount of insurance cover that is almost 25-45 times the
initial premium paid
o Regular bonuses# that boost guaranteed death benefit to provide
for higher protection during and after the premium payment term
· Cash lump sum to fulfill your dreams
o A significant cash lump sum paid at the end of the premium
payment term to secure your dreams (Bonuses# accumulated till
the end of the premium paying term)
o In case of emergencies, loan facility can be provided to help you
tide through adversities.
· Increased choice through a range of plan options
o Increasing Premium Option that keeps income and offers
affordable protection from the start
o A few years of premium payment (option to choose between 10-40
years) offers a lifetime of protection
o Special rates for females and non-smokers (For Sum Assured
greater than Rs. 10 lakhs)
88
"How does the product work?"
Step 1: Choose your life cover - the basic Sum Assured, based on your existing
insurance cover and needs.
Step 2: Decide the number of years you wish to pay premiums, based on your
personal and financial goals.
Step 3: Choose a plan from two unique variants based on premium option
preference.
Step 4: Receive a lump sum Cash Benefit at the end of your Premium Payment
term.
Step 5: Get guaranteed protection till your 99th birthday and enjoy the potential
for additional bonus boosts to your life cover along the way!
Key Features:
· Lifelong cover protection till age 99 with a few years of premium payment.
· Higher Protection at affordable premiums
· Complete safeguard against uncertainties of Accidental Disability# and
Critical Illness^
· Lump sum Cash at the end of the premium payment term
· Premiums that match your preference and lifestyle
· Tax Benefits under Sec 80C and Sec 10(10) D.
89
KOTAK MONEY BACK PLAN
"What is Kotak Money Back Plan?"
The Kotak Money Back Plan not only covers your life, it also assures you a
certain percent of the sum assured as cash payment at regular intervals of every
5 years. It is a savings plan with the added advantage of life cover and regular
cash inflow. This plan is ideal for planning special moments like a wedding,
your child's education or purchase of an asset etc. This is a participating plan
"What are the advantages of this plan?"
· The plan not only covers your life but also provides you with a survival
benefit payout every 5 years.
· In the unfortunate event of death of life insured, the beneficiary would
receive the death benefit. The death benefit keeps increases by 7% of the
sum assured every year.
· On maturity, you would receive the sum of the Survival Benefit, Bonus
addition* and Guaranteed addition**.
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"What do you receive on maturity of this plan?"
On maturity, you would receive the sum of the Survival benefit, Guaranteed
addition and Bonus addition. The table below illustrates the survival benefit pay
out for every Rs.1000 of sum assured.
Survival Benefit Payout for every Rs. 1000 Sum Assured
Payouts (in Rs.)
5th
year
10th
year
15th
year
20th
year
25th year
15-year Plan
Survival Benefit 250 250 500
Guaranteed Addition - - 200*
20-year Plan
Survival Benefit 200 200 200 400
Guaranteed Addition - - - 300*
25-year Plan
Survival Benefit 150 150 150 150 400
Guaranteed Addition - - - - 400*
*The Bonus Addition, if any, is payable over and above these benefits
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DIFFERENT METHOD OF MARKETING ADOPT BY
KOTAK
Using Brand name KOTAK and its effect can be seen as previously Kotak Life
Insurance needed a name Old Mutual with its name but now people Kotak by
the name of Kotak only not by the name of OM Kotak.
Kotak always expressed itself as always close to Customers with
the help of:-
· Advertising
· Merchandising
· Corporate Stationery
· Tele Marketing is marketing the product through telephone. The most
important aspect of Tele Marketing is COLD CALLING, HOT
CALLING, and OBJECTION HANDLING.
· Cold Calling means Calling to the unknown telephone number for the
first time and that even without knowing the respondent.
· Hot Calling means Calling to already approached person for the further
response.
· Objection Handling means to handle the type of objection that may arise
while calling.
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· That is what we have done in our Tele Marketing in our summer training.
· By different type of calling we used to generate the LEAD for the further
business.
CHANNEL MARKETING
Distribution Network of Individual Life Insurance Business in India
Direct selling part includes Tele marketing through advertisements etc.
Brokers are the one who can sell the insurance product of a lot of company and
is appointed by the company but works for the individual and earn brokerage
through company.
Life Advisors is the name given to the traditional “Agent” which we often hear.
Life Advisor is the one who can sell the insurance product of only one company
and commission is what he earns in reference to the business provided by him.
93
MARKETING STRATEGY OF ALL THE COMPANIES
IS DIFFERENT BESIDES THE LOT OF SIMILARITY
IN THE PRODUCTS.
If we see the data then we will find that Kotak Mahindra Life Insurance has
very less number of branches according to the latest data in annual report of
2006-2007 by IRDA, Kotak Mahindra Life Insurance has 75 branches, but the
premium that they offer to Insurance Industry is 971 cores, and the number of
life advisors are not much if we compare it to other companies so from where
does this Premium is amounting this much, it shows that Kotak focuses on big
business houses, i.e. they are much desperate for their business with elephant
then humming birds.
If we see the things in a different fashion then we will find that the Kotak is
having the shield of Guaranteed Maturity Value which is the feature which a
few company (Max New Year Life) has. No doubt the company is having a long
list of the product with them. Variety is there as in the range of the product
varies from Child product to retirement solutions, but there focus is in CHILD
PLAN as their CHILD PLAN; KOTAK HEADSTART WEALTH ASSURE
PLAN was a huge success.
94
SWOT ANALYSIS
Strength:
· Money Power, which makes them ignorant about the gestation period
· Brand image, business experience, and innovative products
· The agents are very selectively chosen have excellent communication skills
· Service quality, which is crux of their mission
· Large network branches which is helped to customer for the payment
· Strong and popular brand name.
Weaknesses
· High targets for financial advisors and for the sales departments.
· Many competitors in the market offer same product by the title difference
the premium and offerings.
· Sustainable to Rick associated with investment in money market.
· Try to catch middle-lower level people also.
· Lack of awareness about insurance among people
· Less coverage in Rural Areas
95
Opportunity
· Huge market is laterally untapped; out of estimated 320 millions insurable
markets only 20% of the population is insured.
· Health insurance and pension schemes, an estimated market potential of
approximately $15 billion
· Kotak Life Insurance should give the insurance coverage both to the parent
and child so that their life could be covered in both cases. The Customer
doesn’t mind paying some extra premiu7m for that.
· Fast growing economy.
Threats
· Players like bajaj and birla sun life with low premium for the similar plans
Entry of many other private companies with equally strong experience and
financial strength of foreign partners making the competition difficult and
saturating the urban markets.
· Current Govt. Policies do not encourages gross domestic saving. If the tax
liability of the services class rises, the customer will have little money to
invest.
96
· LIC has woken up from sleep and is
following competitive strategies. Its
huge surplus in life fund gives a capability to lodge price
war.
97
RESEARCH METHODOLOGY
SOURCE OF DATA
Data’s are the useful information or any forms of document designed in a
systematic and standardize manner which are used for some further
proceedings. One of the important tools for conducting marketing research is
the availability of necessary and useful data. Some time the data are available
readily in one form or the other and some time the data are collected afresh. The
sources of Data fall under two categories, Primary Source and Secondary
Sources.
Primary Data- the primary data was collected through the following
activities: Filled the Insurance Industry related questionnaire to managers of a
select group of companies And Paper Conversation
Secondary Data- the secondary data was collected through the following:
Online Research material of the Various Financial Institution directly or
indirectly involved with Insurance Industry, Secondary Data used in External
Source of Information Like internet, magazine, paper cutting.
98
OTHER SOURCE
Information Sources
Information has been sourced from namely, books, newspapers, trade
journals, and white papers, industry portals, government agencies, trade
associations, monitoring industry news and developments, and through
access to access to more than 3000 paid databases.
Analysis Method
The analysis methods include the following: Ratio Analysis, Historical
Trend Analysis, Linear Regression Analysis using software tools,
Judgmental Forecasting and Cause and Effect Analysis etc.
99
OBSERVATION & CONCLUSION
· Kotak is spreading its channel of distribution
· 75 was the number of branches that Kotak had it in 2006-2007 and their
target is to open 135 branches till the end of the calendar year 2008.
· Number of Life Advisor has increased over time. E.g. At the beginning of
financial year 2006-2007, Kotak had 12,523 Life Advisors which turned
to 24485 at the end of the end of the financial year 2007.
· Kotak focuses on large business house inspire of capturing the smaller
business.
· Less action on tale-marketing and dependence on individual life advisors
is much there.
· Weak Infrastructure as there was hardly any place left open for the
interaction with the customer.
· Too much work load on operations’ department
· Lack of database on which work (calling) can be done.
· High commitment of Sales Managers toward the work.
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BIBLIOGRAPHY
1. Money Outlook, 2008 edition
2. Marketing Management, Kotler & Keller
3. Principles of Life Assurance, IC-23
4. Practice of Life Assurance, IC-02
5. IC-33
6. IRDA Annual Report, 2008-2009
Websites:-
1. www.irdaindia.org
3. www.insuranceworld.com
4. www.findarticles.com
5. www.kotaklife.com
Special Thanks to:-
Wikipedia, the free encyclopedia.htm
http://www.google.com
http://www.economywatch.com/business-and-financial/IPO-industry
Other sources:-
1. The Economic Times
2. Blogs by admin
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