Edit this essay
only $12.90/page

Recruitment and Selection” Undertaken in Aviva Life Insurance Essay Sample

Recruitment and Selection” Undertaken in Aviva Life Insurance Pages
Pages: Word count: Rewriting Possibility: % ()

The project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance. AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share. It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.

The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company  internal factors

 External factors
The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

The study indicated that strategies to improve, specifically, the knowledge ability and Attitude of their employees will Increase client satisfaction and ensure client loyalty . Ultimately, this will contribute to the success of the firm, which will ensure economic stability and prosperity for a country.

CHAPTER ONE

INTRODUCTION AND SCOPE OF STUDY

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:
“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors” The project report is all about recruitment and selection process that’s an important part of any organization.

Recruitment highlights each applicant‟s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.

It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the AVIVA life insurance and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is don’t , what the various method used for recruiting the candidates and on what basic the selections is done. Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment.

CHAPTER TWO

RESEARCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at AVIVA LIFE INSURANCE Pvt .Ltd to find out the “Recruitment and selection process”. DATA COLLECTION:

Primary Data:
Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

Research objectives

1. To study the recruitment and selection procedure followed in AVIVA LIFE INSURANCE 2: To study the various sources of recruitment followed in AVIVA. 3: To learn what is the process of recruitment and selection that should be followed. 4: To search or headhunt people whose skill fits into the company’s values

CHAPTER THREE
HISTORY
Aviva is UK‟s largest and the world‟s fifth largest insurance Group. It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million-customer base worldwide. It has more than £377 billion of assets under management. In India, Aviva has a long history dating back to 1834. At the time of nationalization it was the largest foreign insurer in India in terms of the compensation paid by the Government of India. Aviva was also the first foreign insurance company in India to set up its representative office in 1995.

In India, Aviva has a joint venture with Dabur, one of India’s oldest, and largest Group of companies. A professionally managed company, Dabur is the country’s leading producer of traditional health care products.

In accordance with the government regulations Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share. With a strong sales force of over 28,000 Financial Planning Advisers (FPAs), Aviva has initiated an innovative and differentiated sales approach to the business. Through the “Financial Health Check” (FHC) Aviva‟s sales force has been able to establish its credibility in the market. The FHC is a free service administered by the FPAs for a need-based analysis of the customer’s long-term savings and insurance needs. Depending on the life stage and earnings of the customer, the FHC assesses and recommends the right insurance product for them.

Aviva pioneered the concept of Bank insurance in India, and has leveraged its global expertise in Bank insurance successfully in India. Currently, Aviva has Bank insurance tie-ups with ABN Amro Bank, American Express Bank, Indus Bank, Centurion Bank of Punjab, The Lakshmi Vilas Bank Ltd. and Punjab & Sind Bank, Co-operative Banks in Gujarat, Rajasthan, Jammu & Kashmir, Bihar, West Bengal, Andhra Pradesh and Maharashtra and regional Banks.

When Aviva entered the market, most companies were offering traditional life products. Aviva started by offering the more modern Unit Linked and Unitized With Profit products to the customers, creating a unique differentiation. Aviva’s products have been designed in a manner to provide customers flexibility, transparency and value for money. It has been among the first companies to introduce the more modern Unit Linked products in the market. Its products include: whole life (Lifelong), endowment (LifeSaver, EasyLife Plus, LifeSaver Plus), child policy (Young Achiever, SaveGuard Junior, Aviva Little Master) single premium (LifeBond and LifeBond Plus), Pension (PensionPlus), Term (LifeShield), fixed term protection plan (Freedom LifePlan) and a tax efficient investment plan with limited premium payment term (LifeBond5). Aviva products are modern and contemporary unitised products that offer unique customer benefits like flexibility to choose cover levels, indexation and partial withdrawals. Aviva‟s Fund management operation is one of its key differentiators. Operating from Mumbai, Aviva has an experienced team of fund managers and the range of fund options includes Unitised With-Profits Fund and four Unit Linked funds: – Protector Fund, secure Fund, balanced Fund and Growth Fund.

Aviva has 176 Branches in India (including rural branches) supporting its distribution network. Through its Bancassurance partner locations, Aviva products are available in close to 500 towns and cities across India . Aviva is also keen to reach out to the underprivileged that have not had access to insurance so far. Through its association with Basix (a micro financial institution) and other NGOs, it has been able to reach the weaker sections of the society and provide life insurance to them.

Aviva has been felicitated with the “Bronze Award for Excellence in People Management” by Grow Talent Company Limited and Businessworld. This honour is given to Aviva based on the ranks received in top 25 list of the Great Place to Work India studies conducted in the last four years. Aviva was ranked 12th in 2003, 14th in 2004 and 13th in the year 2005.

JOIN VENTURE
Dabur
Founded in 1884, Dabur is one of India’s oldest and largest group of companies with consolidated annual turnover in excess of Rs 1,899 crores. A professionally managed company, it is the country’s leading producer of traditional healthcare products. Aviva

Aviva is UK‟s largest and the world‟s fifth largest insurance Group. It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million customer base worldwide. It has more than £377 billion of assets under management. Competitors of AVIVA LIFE INSURANCE

 LIC
 ICICI PRUDENTIAL.
 BIRLA SUN LIFE
 BAJAJ.ALLIANZE
 S.B.I LIFE INSURANCE
 HDFC STANDARD LIFE
 TATA AIG
 MAX NEWYORK
 MET LIFE
Comparison between the share of LIC and other Private Players in Indian Market

AVIVA‟s Vision
Aviva – where exceeding expectations through innovative solutions is “our” way of life This is the compelling vision that Aviva India has created through the active contribution of its employees. These lines not only define the way they live and work but also serve as a reminder to deliver the best to their customers, shareholders, colleagues, partners & employees at all times. Embedded in this vision are the core values of Integrity, Customer centricity, Passion for winning, Innovation and Empowered team that they have collectively defined and committed to working towards. Partners

Aviva has committed to help its customers get ‘Kal par Control’ and make the most out of their lives. It is their constant endeavor to ensure that their customers have easy access to AVIVA products and services at all times. .Aviva has pioneered bancassurance in the country through its tie-ups with 22 leading private and nationalised Banks in the country. Aviva also focuses on bancassurance worldwide and has a proven track record of successful bancassurance relationships. It has 40 major partnerships with leading banks across the globe. Aviva is a leading bancassurer in countries such as France, Italy, Spain, Australia and New Zealand.

 ABN AMRO Bank
 American Express Bank
 The Lakshmi Vilas Bank Ltd
 Canara Bank
 Punjab & Sind Bank
 Centurion Bank of Punjab

Locations

AVIVA GUIDING PRINCIPLES
 Recruit the best
 Accept personal responsibility
 Build an empowered team
 Building a shared vision and purpose
 Leadership Development
 Reward and Recognition

Recruit the best

Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment, they deploy identified psychometric tools such as SHL and Belbin and designate ability tests to eliminate any biases in the resourcing process and facilitate hiring of diverse profiles (vis-à-vis gender, background, experience levels and competencies). The focus is on competence-based credentials rather than past experience or length of service.

“AVIVA does not follow a very descriptive hierarchy – you have transparency at each level, unlike most other organizations, where managers and senior management don’t „look‟ after their subordinates. Here you feel comfortable talking with your seniors”

At Aviva they have an Employee Referral Programme, which seeks to encourage employees to be brand ambassadors of the Company and actively contribute to the resourcing process by recommending candidates with relevant competencies and potential, thereby facilitating in strengthening domain expertise within the Organization. They have a robust Campus Programme, which is aimed at hiring students fresh from key B-Schools and providing them with structured inputs and an environment for their personal and professional growth. The Summer Trainee Program is designed to expose people to the vibrancy of a complex and competitive business environment, challenge you intellectually and encourage people to find innovative solutions. They aim at providing a business perspective and Summer Trainees work on live projects, which form the core of our business strategy. Not only do they get the freedom to experiment and make decisions, but also spend quality time with their Project Guide or mentor, who provides them the perspective of the ‘bigger picture’. The programme thus gives them a unique opportunity to integrate their classroom learning with the realities of real business, in a live yet safe environment.

CHAPTER FOUR

REVIEW OF LITERATURE

INTRODUCTING

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed

“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors”

Human resource management is the management of employee‟s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee –employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

Functions of HUMAN RESOURCE MANAGEMENT
Administration:
Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others. Compensation:

Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations. Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing. Health and safety:

Employee assistance, workers compensation claims, drug testing, safety compliance and training. Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods. Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files Record-keeping:
Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing. Recruitment:  Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. Selection:

After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time. Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews. Training and development:
County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter. Salary and benefits:

Salary/wage plans, employee benefits
Importance of Human Resource Management
1: Attract highly qualified and competent people
2: Ensure that‟s the selected candidate stays longer with the company.
3: Make sue that there is match between cost and benefit.
4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision. Furtherionmore , when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

CHAPTER FIVE

SOURCING AND ANALYSIS OF PRIMARY DATA

Human Resource department at
AVIVA LIFE INSURANCE

Human resource development
This department looks after the needs and Requirement the present employees. This Department includes number of function which is as Follows:
1. Training and Development –it includes technical, soft skills and process related to training 2. Process and policies –it contains all the rule and regulations that need to be followed by the employees. 3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work. 4: Induction-involves the information to the new employees about the company, job, departments etc 5: Motivational activities and entertainment- involves motivating the employees to improve their productivity. 6: Roles and responsibilities-that every individual employee needs to fulfil 7: Key Result Area (KRA) –it is the measurement quantifiable of output for the roles of responsibilities. 8: Employee separation-includes resignation and dismissal.

9: Joining formalities- take place when a new employee joins the company.
10: Computerization
12: Helpdesk
13: Employee verification-take place at the time of joining of the new employee.
14: Surveys
15: Project trainees
16: Counselling and grievance handling-both are different as counselling is basically helping out in personal problems whereas, grievances Handling involves the handling of complains that the employees has towards the management. All the above head are included in the human resource development and involves the over all development of individual employees which in turn increases the over all profit of the company.

Recruitment Procedure overview

Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

Post Recruitment Data Updating

RECRUITMENT
Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good.

Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification.

It is defined as „ a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce‟

Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce.

Edwin B Flippo defines recruitment as „the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.‟ “It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.”

Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories, namely
1: Direct method
2: Indirect method
3: Third party method
DIRECT METHOD

The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be.

The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation. THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help salesmen, technical workers, accountant, computer staff, engineers and executives. Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.
1: Internal factors: These includes
– Company‟s pay package
– Quality of work life
– Organizational culture
– Company‟s size
– Company‟s product
– Growth rate of the company
– Role of trade unions
– Cost of recruitment

2: External factors: These include
– Supply and demand factors
– Employment rate
– Labour market condition
– Political, legal and government factors
– Information system
Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies
– – Government polices
– Recruitment sources
– Recruitment needs
– Recruitment cost
– Organizational and personal policies

SELECTION
Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate‟s specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire. Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: – It is easier for the application because they can send their applications to a single centralized department. – It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. – It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. – It can provide for better selection because hiring is done by specialist trained in staffing techniques. – The applicant is better assured of consideration for a greater variety of jobs. – Hiring cost is cut because duplication of efforts is reduced. – With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be. BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are: 1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. 2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. that is being offered. ESSENTIAL OF SELECTION PROCEDURE

– Someone should have the authority to select.
– There must be sufficient number of applicants from whom the required number of employees to be selected. – There must be some standards of personnel with which a prospective employee may be compared. FACTORS EFFECTING
SELECTION DECISION

Includes:
– Profile matching
– Organization and social environment
– Multi correlations
– Successive hurdles

DATA ANALYSIS

QUESTION: What are the sources for recruitment and selection?

About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.
Question: Which method do you mostly prefer for recruitment and selection Preferred way of recruitment?

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third party recruitment way.
Question: When do you prefer to go for manpower planning?

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they don‟t have any fixed time where as 20% go for yearly. Question: What are the sources for external recruitment are

preferred?

In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies.

Question: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take
telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

CHAPTER SIX

FINDINGS AND RECOMMENDATIONS
In AVIVA life insurance most of the employees feel that‟s the HR department is good. About 75% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they don‟t have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews
CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection in AVIVA life insurance. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.

The recruitment process at AVIVA life insurance to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‟s values.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

SUGGESION
 Manpower requirement for each department in the company is identified well in advance.  If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed.  Time management is very essential and it should not be ignored at any level of the process..  The recruitment and selection through placement agencies as the last resort and is utilised only when need.  The recruitment and selection procedure should not to lengthy and time consuming.

 The candidates called for interview should be allotted timings and it should not overlap with each other.

BIBLOGRAPHY

 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.  K.Aswahthappa (2001),Human Resource and Personnel Management  Human Resource Management, (2005), Dr.P.C. Pardeshi

 C.B Gupta (2005)
 www.avivaindia.com
 www.google.com

Search For The related topics

  • insurance