The biggest challenge we face is the growing attrition of unit managers in the last 10 years which is now as high as 120 %. This certainly impacts the morale of the unit managers as a class of employees, apart from it being costly for the companies and impacting productivity at large. Most of the unit managers who join the industry are new to the basic concept of life insurance and they need longer and better classroom training before they are hired and put into the field job. Can HR help in reducing the lead time between their hiring and their being ready for the sales experience and becoming productive – both from the perspective of recruitment quality and “being better trained” before they are put in the field? How can HR as a function transform itself to meet this challenge? Unfortunately, in the present scenario companies have to invest a lot of time and money on new unit managers post their hiring and joining, before they start being productive and this impact the overall effectiveness of the unit manager channels. The business expects HR to transform and take ownership of just not meeting hiring numbers but also provide better equipped candidates who are productive at an earlier stage post-joining which is not happening today.