1. “SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

2. Sales Force Retention Strategy Rewards & Recognition Recruitment Planning & Implementation Sales HR - Deliverables Performance Evaluation & Mapping Sales HR “ Linking Business with Human Capital” New Initiatives Talent Development

3. Recruitment Planning & Implementation FPA Recruitment Sales Force Recruitment Sales HR “ Linking Business with Human Capital ”

4. FPA Recruitment Planning & Implementation -  Existing Activities  SM’s own References.  FPA Referral Program  Road Shows  Association Meetings  Advertisement  Classified  Job / Career fair  Employment Exchange  Use existing Consultants  External Tel-call.

5. FPA Recruitment Planning & Implementation - Research Data

6. Recruitment Planning & Implementation -FPA - : “Part Time”  Age  18-25 yr- 34%  25-30 yr- 25%  Source  Reference – 70%  Consultants – 17%  Qualification  12 th pass – 29%  Graduate – 51% 87% 59% 80% Source – April 04 to March 05 information  Age  18-25 yr- 45%  25-30 yr- 25%  Source  Reference – 59%  Consultants – 15%  Qualification  12 th pass – 24%  Graduate – 60% 70% 64% 84% “Full Time” FEW FACTS ON FPA PROFILING

7. Recruitment Planning & Implementation -FPA - Activities  FPA Reference Program  Robust FPA Reference Program  Time Line :  Responsibility:

8. Recruitment Planning & Implementation -FPA - Activities  Introduce Staffing firms :  “Ma Foi, Team Lease”, “Manpower” to help get FPA’s.  We can use them to promote event led strategy.  We can have both National and Regional Tie-ups  Time Line :  Responsibility:

9. Recruitment Planning & Implementation -FPA - Career @ Aviva Program  Modus Operandi  Hire a venue.  Use consultant / Sm reference /thru database telecalling generate leads and have them available for career presentation at the venue.  Aptitude test to be cleared before coming in for the session and the same is being conducted by the consultant.  Attendees : 100 approx  Career presentation to be made by ZM / BM to the attendees.  First half : Career Presentation.  Second half; On the spot Job offer.  ONE FULL DAY ACTIVITY-SUNDAY ONLY.  Time Line :  Responsibility:

10. Recruitment Planning & Implementation -FPA - Activities  Aggressive Participation in Job fairs:  Times Job / Naukri.com or any other regional event.  Time Line :  Responsibility:

11. Recruitment Planning & Implementation -FPA - Activities  MEDIA Strategy :  Newspaper :  Classified - > Use of local vernacular language.  Walk in ads in ASCENT.  Website :  Advt in “Naukri.com”  Explore new relationships with portals “Monster and Jobs ahead”  Time Line :  Responsibility

12. Recruitment Planning & Implementation -FPA - Activities  Focus Association Meetings  Participate in monthly RWA’s Meetings.  Lead generations at Clubs.  Time Line :  Responsibility

13. Recruitment Planning & Implementation -FPA - Activity Road Show :  On going and make it more creative with the help of Marketing.  Time Line :  Responsibility

14. Recruitment Planning & Implementation -FPA - Activities  Focus on “B-Class Institute”  Start Showing Career to the students in final year.

15. Recruitment Planning & Implementation -FPA - Activities  Redefine Consultants Strategy :  Develop New Relationships across all states  Incentive program for Consultants..  Database Procurement.  On going activities  Database Tele-calling activity.

16. FPA Recruitment Planning & Implementation -  Data Base generation  Target “Tax Consultants ”; “Investment brokers”/ “Post office consultants”  Target “House Wives” and lady Enter.  Target : Support “Army Officers”.  Short Service Commission People.  Target :  Banks Officials who have taken premature retirement.  Existing Bank Employees.  Govt. Employees.  Target :  Distributors of Multilevel Marketing ( Companies like Amway, Oriflame, Avon, Tupperware, Herbal life).

17. SM & above Recruitment Planning & Implementation - Activities  Consultants :  Develop New Relationships – Target 5 new consultants per state per month.  Incentive program for Consultants..  Bulk discounts to consultants.  Career Fair by Aviva :  BPO Segment

18. FPA Recruitment Planning & Implementation FPA Recruitments -  Job Fairs Participation.  Association meetings  Job Mailers  Empanelment of new consultants  Employment Exchanges  Websites / Portals Subscription  Road shows  Incentives on conversions  Database procurement

19. Recruitment Process Step 1 Sourcing – SM / Referrals / Agencies (New Branches) Step 2 Screening the CV / Candidate Profile Form Step 3 Shortlisting and Aptitude Test Step 4 First Interview – Sales Mgr Step 5 Potential Mapping - References Step 6 Final interview – Branch Mgr Step 7 Presentation for Pre-Recruitment Training FPA Recruitment & Training Process Pre - Recruitment Training Process Step 1 Data Collation and Batch Approval Step 2 Batch Buddy – Sales Mgr as Administrator Step3 Batch Progress Reviews Step 4 Post Training Examination Controls  FPA Recruitment As An Integral KPI  Standard Profiling Forms  Scientifically Designed Tests  Benchmark Min Scores – 40%  Uniform Recruitment Trainings For SMs  Multi-level Screening  Management’s Approval On Quality – BM / RM / Sr. Mgr  Analysis Of Prospect / Reference List  Data Reporting For Approval  Random Quality Audits By Senior Mgr / RM * Controls  Data Validation and Documentation  Batch Monitoring & Progress Reporting  Certificate Of Completion - NIS  On Line Examination  External Supervision (Off Line Exam.)

20. Strategy – Sales Force Recruitment Sales Force Recruitment Sales HR “ Linking Business with Human Capital ” Participation in Job fairs:Times Job / Naukri.com Strengthening the Referral program. Using Consultants Adding more consultants on the panel. Develop incentive plans for the Consultants.

21. Way Forward Resource Planning at New Branch locations Numbers of Proposed Branches -5 ( Ranchi, Nasik, Aurangabad, Hawrah, Faridabad) No of SMs/ASMs Phase1: 30 (Oct 31 st) Phase2 : Total 50 (Nov 30 th) Resource Planning at Spoke locations. Numbers of spoke- 63 No of SMs / ASMs - 126 Time line : Oct 31 st, 2005 Sales Force Recruitment CONTROLS PLAN Sales HR “ Linking Business with Human Capital ”

22. Recruitment Process Step 1 Sourcing – Referrals / Agencies / Job Portals Step 2 Screening & Shortlisting the CV Step 3 First Interview – Sales HR / BM Step 4 Project 30 ( Business Plan ) – References / Sales Acumen Step 5 Second Interview – Branch Manager( Business Plan ) Step 6Final Interview – Zonal Manager Step 6 Pre Offer Ref Check – Cross check on Employment history Recruitment - SM / ASMs Controls  Multi-level Screening  Analysis Of Prospect / Reference List  Practical Approach  Cross check on Employment History  Random Quality Audits By Senior Mgr / Head / Directors

23.  Redefine the Role and Responsibilities for BM’s  Create Standardized Benchmarks wrt required skill set.  Map the existing Talent of Sales Force  Phase-1 – BM’s & above  Phase-2 – SM’s Talent Development Sales HR “ Linking Business with Human Capital ”

24. Talent Development Sales Force Development Skill Enhancement Program - MDP’s - ALP Job Rotation/ Enrichment (IJP) Evaluation Development Sales HR “ Linking Business with Human Capital ”

25. Sales Force Retention Strategy Sales HR “ Linking Business with Human Capital ”

26. Sales Force Retention Strategy New Program Development - 1) Loyalty Program - Program targeted at retaining Vintage Team members (Under production). 2) Fast Track Program (Under production). - Program exclusively focused on Out Performers. Sales HR “ Link Business with Human Capital ”

27. Sales Force Retention Strategy o Team Welfare Program - Set up “ Sampark ” A dedicated team per region driving Welfare initiatives. - Team “Get together” - Entertainment allowance like movie ticket on B ’day. - Family day /Success Party..Concept of Touch Point. -i discover i Aggressive Monthly / Quarterly Sales Incentive schemes. Sales HR “ Linking Business with Human Capital ”

28. Reward & Recognition Strategy Sales HR “ Linking Business with Human Capital ”

29. Reward & Recognition Existing FPA Program Evaluation Mapping and Evaluation. New Program development. Development of business Promotion tools. CD’s Brochures Business growth planner R & R successful roll out and effective implementation with controls inbuilt and monitored. Competition R & R mapping and subsequent analysis/Benchmarking - Career Presentation. Reward & Recognition Sales HR “ Link between Business and Human Capital ”

30. New Initiatives Sales HR “ Linking Business with Human Capital ”

31. New Projects/Initiatives Develop Best Practices Booklet for BMs/SMs/FPAs. Values Ethics Do’s and don’t from Organization Revenue Bottom Line monitoring FPA’s Profiling and Research Sales HR “ Linking Business and Human Capital ”