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RECRUITMENT AND SELECTION

Abstract
This report has been prepared with a vision to exploring, analyzing, and
understanding the recruitment and selection practices of PRAN-RFL Group and
concomitantly finding out the loopholes and recommending with an eye to
minimizing the shortcomings of the organization in this field.
It is well admitted that people form an integral part of the organization. The efficiency
and quality of its people determines the fate of the organization. Hence choosing the
right people, placing them at right place and selecting those at the right time have
been essentially essential. Hiring comes at this point of time in the picture. Hiring is
a strategic function for HR department. Recruitment and selection form the process of
hiring the employees. Recruitment is the systematic process of generating a pool of
qualified applicant for organization job. The process includes the step like HR
planning attracting applicant and screening them. This step is affected by various
factors, which can be internal as well as external. The organization makes use of
various methods and sources for this purpose.
Selection is carried from the screening of the applicant during the recruitment
process. Some specific processes are also involved in this case. During the process
there are certain difficulties and barriers that are to be overcome.

Different organizations adopt different approaches and techniques for their
employees. To know the practical application of the employees’ hiring process,
the

analysis of PRAN-RFL Group has been undertaken. In the later part of the

study, we will have a little touch about the PRAN-RFL Group.

Acknowledgement
I would like to express my gratitude to all the people who got involved
either directly or indirectly in the preparation of this report. I
apologize to the people whose names I have not mentioned due to
shortening the collaboration, but obviously their contribution is highly
appreciable in the course of preparation.

I want to thank all the officials of PRAN-RFL Group who were involved. I would
especially like to thank Mr. Mir Shamsul Alam, Chief- HRM for giving me time
and sharing his thoughts and insights regarding the company’s recruitment and
selection strategies of the group as a whole. I would like to thank him and his team for
giving me the required information to commence this report and for providing the
permission to do the required research work.
Finally, I would like to thank my parents, my loving brothers and my wonderful friends
whose influence and inspiration has enabled me to complete this report.

TO WHOM IT MAY CONCERN
This is to certify that ………………………., a student of BBA majoring in HRM
from,

………………..University has

successfully completed

his Internship

Attachment with the HRM Department of PRAN-RFL GROUP from …………..
to……………. During Internship tenure he was sincere & punctual. He also
possesses degree of professionalism and sense of responsibilities.
I hope, he will continue with endeavor to put up the best in the days to come.

Thanking you
Mir Shamsul Alam
Chief-HRM
HRM Department
PRAN-RFL Group
Tel: 9563126-Ext 209
Mob: 01912257289
E-mail: hrm19@prangroup.com

Objectives of the Study: . crops. Its head quarter is located in Dhaka with production facilities around the country. the group has over the years diversified its activities. The group comprises of 35 companies. milk. For the growth of the company. Today this group is the largest processors of fruits.000 thousand employees employed in this organization. The group provides quality products abroad and grabs more foreign currency than its competitors. there are 42. The management system and practices in this group are top to bottom modern. vegetables. Keeping its corporate mission in view. The largest asset of this organization is the competent team of hands-on-managers and dedicated employees.CHAPTER. PRAN-RFL Group has been continuously being the champion in exports and optimizing its profitability for more than 6 years.01 Introduction: PRAN-RFL Group inaugurated its operation in 1980. This organization encourages contract farmers and helps them grow quality crops with increased yields and to obtain fair prices. in Bangladesh. Concomitantly. the practices are well adapted to its environment and culture.

 To study the recruitment and selection practices of the PRAN-RFL Group  To find out the distinctive competencies in recruitment and selection of the group  To find out the problems of recruitment and selection practices of the PRANRFL Group.  To comment on the existing recruitment and selection practices of the PRANRFL Group and  To recommend some measures to overcome the problems Methodology of the Study: To undergo this study. I have followed a set of methodologies. This study is undertaken with the following objectives:  To know the recruitment and selection practices of the PRAN-RFL Group.In basic idea behind selecting the topic of “Employee Hiring” is to study how employees are hired. These are given below. Today organizations are coming up with the new techniques of hiring people. . Hence to study how the actual process is carried in the organization.

This projects will provide a value insight to student on the topic. journals. much of the information has been collected from different published articles. journals. web-sites and so on. I have used the followings: Tables  Figures  Charts/ Graphical representations. Data Collection Methods: Primary source of information:  Discussion with officials of the company  Desk work  Observation  Secondary source of data  Annual report of the company  Relevant papers and published documents of PRAN-RFL Group  Published books. articles.In the organization part. Data Sources: All of the information incorporated in this report have been collected both from the primary sources and as well as from the secondary sources. . magazines and so on C) Data Analysis: For the analysis of data. brochures.  Microsoft word  Microsoft excel  Micro soft Visio Importance and scope 1.

M. in the report. R.2. As a result. the report has been prepared in accordance with the daily work activities . So. This project will help to get the practical knowledge in employee hiring in the organization. 3. facing the limitations is a must. The report had to be prepared within the daily routine of office work. In a study. Sometimes the data were really confidential. For this reason. Limitations of the Study: Everything has its limitations. My study is not an exception. the company officials didn’t tend to expose the confidential information. The project will equip me for my future in H. Thus. there are certain limitations. this report suffers from the following shortcomings. The information aligned here is achieved through working with them physically and so maximum of the information are received from the mouths of the officials and very often it lacks documentary support.

Chapter. The success or failure of an organization is largely dependent on the caliber of the people working .02 The Theoretical Concept An Introduction to Recruitment and Selection The human resources are the most important assets of an organization.

therein. Recruitment is distinct from Employment and Selection. Technically speaking. Some others use the term recruitment for selection. All this process is generally known as recruitment. the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs.e. they have to keep the present as well as the future requirements of the organization in mind.. they need to recruit people with requisite skills. “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for . Some people use the term “Recruitment” for employment. developing the sources of prospective employees and attracting them to apply for jobs in an organization. In order to achieve the goals or the activities of an organization. These are not the same either. These two are not one and the same. recruited). Recruitment is only one of the steps in the entire employment process.Formal definition of recruitment would give clear cut idea about the function of recruitment. whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i. While doing so. organizations cannot progress and prosper. the function of recruitment precedes the selection function and it includes only finding. DEFINITIONS Recruitment is defined as. Once the required number and kind of human resources are determined. Without positive and creative contributions from people. qualifications and experience. therefore.

In order to attract people for the jobs.attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. HRM Department analyzes human resource plans of different units and develops a master plan for the organization. All recruitment and selection programs of PRAN-RFL Group base on the organization’s approved human resource plan. HRM department processes the recruitment and selection after checking with budget provision and final approval from the director of finance and top management. To be cost effective. HRM Department assists line General Managers to develop their human resource plans effectively.” Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs. Thus. the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Based on the recruitment and selection information from all units. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization. It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. the organization must communicate the position in such a way that job seekers respond.” Edwin B. PURPOSE AND IMPORTANCE . the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

 Meet the organizations legal and social obligation regarding the composition of its workforce.  Being identifying and preparing potential job applicants who will be appropriate candidates.  Evaluate the effectiveness of various recruiting technique and sources for all types of job applicants FACTORS AFFECTING RECRUITMENT There are a number of factors that affect recruitment.  Help increase the success rate of the selection process by reducing the number visibly under qualified or job application. These are broadly classified into Two categories: 1. Specifically. once recruited selected.  Increase organization individual effectiveness in the short term and long term. Internal factors 2.The general purpose of recruitment is to provide a pool of potentially qualified job candidates.  Increase the job pool of job candidates at minimum cost. will leave the organization only after a short period of time. External factors INTERNAL FACTORS . the purposes are to:  Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activities.  Help reduce the probability that job applicants.

public parks. Recruiting policy The recruitment policy of the organization i. promotion and carrier development policies of organization also attract potential candidates. Besides. recruiting from internal sources and external sources also affect the recruitment process. Good image of the organization earned by the number of overt and covert action by management helps attract potential and complete candidates. Image of the organization Image of the organization is another factor having its influence on the recruitment process of the organization. rendering public service like building roads. Managerial actions like good public relations. Larger organization finds recruitment less problematic than organization with smaller in size. hospitals and schools help earn image or goodwill for organization.e. because own employees know the organization and they can well fit in to the organization culture. Generally. That is why chip companies attract the larger numbers of application.The internal factors also called as “endogenous factors” are the factors within the organization that affect recruiting personnel in the organization. Image of the job Better remuneration and working conditions are considered the characteristics of good image of a job. EXTERNAL FACTORS . Some of these are:Size of the organization The size of the organization affects the recruitment process. recruitment through internal sources is preferred.

the recruitment process tends to simpler. The number of application is expectedly very high which makes easier to attract the best-qualified applications. Similarly several other acts such as the Employment Exchange Act. With low rate of unemployment. recruitment will be relatively easier. the Factory Act. Legal consideration . The reason is not difficult to seek. E.Like internal factors.e. 1952 deal with recruitment. Unemployment situation The rate of unemployment is yet another external factor its influence on the recruitment process. Demographic factors include age. sex. 1961. and The Mines Act. safety and health of employee in industrial undertakings. supply and demand of labor is of particular importance in affecting recruitment process. The child Labour Act. The Apprentice Act. for example prohibits employment of children in certain employments. i. Literacy. The reserve is also true. Labor market Labor market condition I. economics status etc.g. recruiting process tend to become difficult Labor laws There are several labor laws and regulations passed by the central and state governments that govern different type of employment. These cover working condition. retirement benefits.e.1948. When the employment rate in an area is high. there are some factors external to organization. compensation. 1986. these have profound influence on recruitment process.1958. if the demand for specific skill is high relative to its supply is more than for particular skill. Some of these are given below:Demographic factors As demographics factors are intimately related to human beings. which have their influence on recruitment process. employees.

Former employees: Former employees are another source of applicant for vacancies to be filled up in the organization. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organization culture. This is so in case admission in the educational institutions also. INTERNAL SOURCES Present employees: Promotions and transfer from among the present employees can be good sources of recruitment. promotion from among present employees also results in inbreeding. The supreme court of India has given its verdict in favor of 50 per cent of jobs and seats. status and responsibilities. they get motivated and it is cheaper also. which creates frustration among those not promoted. Retired or retrenched employees may be interested to e come . and other backward class (OBC) is the popular examples of such legal consideration. Promotion from among the person employees also reduces the requirement of job training. the disadvantage lies in limiting the choice of the few people and denying hiring of outsiders who may be better qualified and skilled. However. Job rotation involves transfer of employees from one job to another job on the lateral basis.Another external factor is legal consideration with regard to employment reservation of jobs for schedule tribes. Promotion implies upgrading of an employee to a higher position carrying higher status. The need for transfer is felt to provide employees a broader and carried base. Transfer refers to shifting an employee from one job to another without any change in the position/post. Furthermore. which is considered necessary for promotion. pay and responsibilities.

Similarly. This source has the advantages of hiring people whose performance is already known to the organization. friends and relatives to the company potential candidates for the vacancies to be filled up in the organization. to those who are already working in the organization Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. The existing employees refer to the family members. EVALUATION OF INTERNAL SOURCES: . Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs. for example.back the company to work on the part time basis. some former employees who had left the organization for any reason. This source serves as the most effective methods of recruiting people in the organizations because refer to those potential candidates who meet the company requirement known to them from their own experience. any come back to work. The referred individuals are expected to be similar in type in the of race and sex. Employee referrals: This is yet another internal source of recruitment.

The employees feel that organization feel that organization is a place where they can build up their lifelong career. Economical recruitment: In case of internal recruitment. A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. or say. Better use of the talent: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further. evaluate the internal source of recruitment. it can be done in terms of its advantage and disadvantage the same are spelled out as follows: ADVANTAGES: The advantages of the internal source of recruitment include the following: Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange on unknown outsiders. the organization does not need to spend much money. inexpensive. Improves morale: This method makes employees sure that they would be preferred over the outsiders as and when they filled up in the organization vacancies.Let us. Thus. internal recruitment proves to be economical. internal recruitment also serves as a means of attracting and retaining employees in the organization. Besides. . Obviously. time and effort to locate and attract the potential candidates.

decreases. This in turn. develops a tendency among the employees to take the promotion without showing extra performance. their skill in the long run may become stagnant or obsolete. . internal recruitment serves as a means for “inbreeding”. it denies the tapping of talents available in the vast labor market outside the organization. in turn. which is never healthy for the future organizations. Thus. Moreover. Stagnation of skills: With the feeling that internal candidates will surely get promoted.DISADVANTAGES: The main drawback associated with the internal recruitment is as follows: Limited choice: Internal recruitment limits its choice to the talents available within the organization. productivity and sufficiency of the organization. Discourage competition: In this system. whether or not they deserve promotion. the internal candidates are protected from competition by not giving opportunity to otherwise competent candidates from outside the organization. Creates conflicts: Conflicts and controversies surface among the internal candidates. If so.

avoid receiving letters and attempts to influence. . the representative of the organization takes the final decision on selection. these agencies select personnel for supervisory and the higher levels. The main function of these agencies is to invite application and short-list the suitable candidates for the organization. The time saved in this method can be better utilized elsewhere by the organization. white. the compulsory notification of vacancies act of 1959 (Commonly called employment exchange act) was instituted which become operative in 1960. The main ones are listed as follows: Employment exchanges: The national commission labor (1969) observed in its report that in the pre-independence era.the main functions of these employment exchanges with the branches in most cities are registration of job seeker and tier placement in the notified vacancies. the main source of labor war rural areas surrounding the industries. Of course. Employment exchange is particularly useful in recruiting blue-collar. there are number of private agencies that register candidates for employment and furnish a list of suitable candidates from the data bank as and when sought by the prospective employer. Immediately after independence. These outnumber internal sources. national employment services were established to bring employer and job seeker together. As the organizational identity remains unknown to the job speakers. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment exchange.collar and technical workers. Generally.EXTERNAL SOURCES External sources of recruitment lie outside the organization. In response to it. Employment agencies: In addition to the government agencies. The employer organizations derive several advantages through this source. it. thus.

technical. arouse a Desire and result in action. While preparing advertisement. The letters in the acronym denote that advertisement should attract Attention. the search for a top executive might include advertisements in a national daily like the Hindu. For instance. However. What happened is that ambiguously worded and broad-based advertisements may generate a lot irrelevant application. on the other. by necessity.e.. the more widely dispersed the advertisement are likely to be. on the one hand. Some employers/companies advertise their post by giving them post box number of the name of some recruiting agency. This is done to particular keep own identity secret to avoid unnecessary correspondence with the applicants. However the disadvantage of these blind advertisement. The higher the position in the organization. a lot of care has to be taken to make it clear and to the point. . which would. not many organizations mention complete detail about job positions in there advertisement. gain Interest. and managerial. i.Advertisement: This method of recruitment can be used for jobs like clerical. It must ensure that some selfselection among applicant take place and only qualified applicant responds the advertisement copy should be prepared by using a four-point guide called AIDA . the more specialized the skills or the shorter the supply of that resources in the labour market. post box number is that the potential job seekers are the hesitant without unknowing the image of the organization. and the bad image/ reputation that the blind advertisement have received because of the organizations that placed such advertisements without position lying vacant just to know supply of labor/ workers in the labor market. increasing the cost of processing them.

the interviews are arranged at short notice. All India Management Association. Citibank. HCL. second. the teaching is also met. Many Institutes have regular placement cells / offices to serve liaison between the employer and the students.. some organizations such as HLL. First. . Cadbury ANZ Grind lays. if at all.Professional Associations Very often. Though campus recruitment is a common phenomenon particularly in the American organizations. etc. etc. in India have started visiting educational and training institute/ campuses for recruitment purposes. in India. However. It is particularly useful for attracting highly skilled and professional personnel. recruitment for certain professional and technical positions is made through professionals association also called ‘Headhunters’.. it has made rather recently. it gives them opportunity to sell the organization to a large students body who would be graduating subsequently. Of late. provide placement service to the members. Tezpur Central University has one Deputy Director (Training and Placement) for purpose of campus recruitment and placement. third. The method of campus recruitment offers certain advantages to the employer organizations. the most of the candidates are available at one place. this is not a very common practice and those few provide such kind service have not been able to generating a large number of application. Institute of Engineers. fourth. The professional associations prepare either list of jobseekers or publish or sponsor journal or magazines containing advertisements for their member. Campus Recruitment This is another source of recruitment. L&T. The disadvantages of this of recruitment are that organizations have to limit their selection to only “entry’’ positions and they interview the candidates who have similar education and experience.

e. Another form of word-of-mouth method of “employee-pinching’’ i. on the other. However. on the one hand. These serve as a very handy as when there is vacancy in the organization. In fact. try to attract qualified employees to join the company. the disadvantages of this of deputation is that deputation period of two/three year is not enough for the deputed employee to provide employee to prove his/her mettle.availability of the candidates when needed choice of candidates is restricted to a too small number. This raiding is a common feature in the Indian organizations. This method is economic.. in the Government department and public sector organization does not have to incurred the initial cast of induction and training. Some of the organization maintain a file applications and sent a bio-data by a job seeker. For instance.e. Word-of-mouth: Some organizations in India also practice the “word-of-mouth’’ method of recruitment. . so also exodus of pilot from Indian Airlines to join the private air taxi operator. and develop commitment with organization to become part of it. service executive of HMT left to join Titan Watch Company. The advantage of this method is no cost involved in recruitment. the word is passed around the vacancies or opening in the organization. This method of recruitment is practice in a pretty manner. In this method . the disadvantages of this method of recruitment are non. sending an employees to another organization for the short duration of two to three years. in terms of both time and money. However. the employee working In another organization is offered by the rival organization.Deputation Another source of recruitment is deputation I. Raiding or Poaching: This is another sources of recruitment whereby the rival firm by offering terms and conditions. raiding has become challenge for the human resource manager..

Opportunity to Select the Best Candidate. radio and television.Besides these. art some other sources of recruitment used by organization EVALUATION OF EXTERNAL SOURCES: Like the internal source of recruitment. With such a background. contractors. the external sources of recruitment suffer from certain disadvantages too. With the large pool of applicants. external sources are mixed of advantages and disadvantages ADVANTAGES:Open process Being a more open process. This increases prospects for selection the best candidates. these are: Expensive and time consuming: This method of recruitment is both expensive and time consuming. it becomes possible for organization to have talented candidates from the outside. There is no guarantee that organization will get good and suitable candidates. acquisitions and merger. Thus. Availability of Talented Candidates:With the large pool of applicants.ins. selection process becomes competitive. This helps create healthy competition and conductive work environment in the organization. it is likely to attract a large number of applicants/application. Provides healthy competition: As the external members are supposed to be more trained and efficient.. they work with the positive attitude and greater vigor. . it introduces new blood in the organization. The. widens it option of selection. etc. they tend to pose a great competition. walk . in turn. DISADVANTAGES: However.

RJPs can result in self selection process. The result will be a workforce which is likely to stay with the organization longer and performs at a higher level of effectiveness. Job dissatisfaction and employee turnover are the consequence of this. job nature and the international scenario of the organization. Discourage the Existing Employee: Existing employees are not sure to get promotion.Unfamiliarity with the Organization: As candidates some outside the organization. The information provided will help job seekers to evaluate the compatibility among the jobs and their personal ends before hiring decisions are made. both positive and negative. boils down to decreasing productivity of the organization. This. often resulting in wrong selection. They are:  Realistic Job Preview (RJP)  Job Compatibility Questionnaire (JCQ) Realistic Job Previews: Realistic job preview provides complete job related information . in turn. A large number of jobseekers waiting in queues would make the final selection difficult. Two approaches are available to bring about match. This discourages them to do the hard work. they are not familiar with tasks. to the applicants. PHILOSOPHIES OF RECRUITMENT The traditional philosophy of recruiting has been to get as many people to apply for a job as possible.job applicant can decide where to . A persuasive agreement can be made that matching the needs of the organization to the needs of the applicants will enhance the effectiveness of the recruitment process.

Otherwise the approach may increase the cost of recruiting by increase the average time it takes to fill each job.  Strategy Development. task variety. Research on realistic recruiting shows a lower rate of employee turnover incase of employee recruited through RJPs. Accordingly. customer characteristics. particularly for more complex jobs and higher level of job satisfaction and performance. peer characteristics.  Screening. and turnover and job satisfaction. The underlying assumption of the JQC is that greater the compatibility between an the jobseeker. RECRUIMENT PROCESS As stated earlier. the greater the profitability of employee effectiveness and longer the tenure. recruitment is the process of location. The JCQ is a 400. compensation preference. Items cover the following job factors: task requirement.attend the interviews and tests for final selection or withdraw them the initial stage.item instrument that measure job factors. satisfaction. leader characteristics. at the initial stage of employment. when there are unemployment. RJPs are more beneficial for organization hiring at entry level.  Searching. job autonomy. Job Compatibility QuestionnaireThe job compatibility questionnaire was developed to determine whether applicant preferences for work match the characteristics of the job. the recruitment process comprises the following five steps:  Recruitment planning. absenteeism. which has bearing on employee performance. which are related to performance. and work schedule. and attracting capable applications for jobs available in an organization. turnover and absenteeism. identifying. The JCQ is designed to collect the information on aspect of a job. physical environment. physical demands. .

Searching:This step involves attracting job seeders to the organization. experience and qualifications needed. These are  Internal Sources  External Sources. and what sequence of activities to be followed in recruiting candidates in the organization. attached to the job to be filled. Evaluation and Control. what geographical area be considered. Screening:Through some view screening as the starting point of selection. Hire. starting date. the skills. The reason being the selection process starts only after the application have been screened and short listed. the next step involved in this regard is to device a suitable strategy for recruitment the candidates in the organization. application is invited for filling the post of Professors. we have considered it as an integral part of recruitment. planning involves to draft a comprehensive job specification for the vacant position. advertisement are screened and short . Strategy Development:Once it is known how many with what qualification of candidates are required. what type of recruitment method to be used. Recruitment Planning: The first involved in the recruitment process is planning.e. whether temporary or permanent. for searching the candidates. There are broadly two sources used to attract candidates. i. Application received in respond to invitation. if any. outline its major and minor responsibilities. The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside. and mention of special condition. In the Universities. grade and level of pay. which source of recruitment to be practiced. Let it be exemplified with an example.

abilities.  Cost incurred in recruiting unsuitable candidates.  Cost of outsourcing or overtime while vacancies remain unfilled. The techniques used for screening candidates are vary depending on the source of supply and method used for recruiting. i. its evaluation and control is. therefore. Applications are screened against the qualification. Evaluation and control:Given the considerable involved in the recruitment process. Preliminary applications. The costs generally incurred in a recruitment process include:  Salary of recruiters. de-selections tests and screening interviews are common techniques used for screening the candidates. advertisement.  Administrative expenses. etc. Job specification is invaluable n screening. The selection process starts from here. knowledge. it is necessary for a prudent employed to try answering certain questions like:  Whether the recruitment methods are appropriate and valid?  Whether the recruitment process followed in the organization is effective at all or not? METHODS OF RECRUITMENT .listed on the basis of eligibility and suitability.  Cost of time spent for preparing job analysis. interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process. In view of above. seminar presentation or interview. only the screened applicant are invited for seminar presentation and personal interview.e. Then. imperative. skills..

 Direct Method. Brief descriptions of these are follows: Direct Method: In this method. some employer firm establishes with professors and solicits information about student with excellent academic records. engineering. this method is useful  When the organization does not find suitable candidates to be promoted to fill up the higher posts. The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates. the representatives of the organizations are sent to the potential candidates in the educational and training institutes.  Indirect Method. etc. setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used establish direct contact with the job seekers. etc. professional and technical posts.  When the organization want to reach out a vast territory. programmers are mostly picked up the manner. . It is important to mention that the recruitment methods are different from the resources of recruitment.  Third Party Method. seminars.Recruitment methods refer to the means by which an organization reaches to the potential job seeker. Indirect Method. in professional journals. technical magazines. Person pursuing management. and  When organization wants to fill up scientific. Dunn and Stephen have broadly classified methods of recruitment into three categories. medical. These are. They establish contacts with the candidates seeking jobs. on the radio and television. the latter is location where the prospective employees are available. Indirect methods include advertisements in the newspaper. Sending the recruiter to the conventions. Sometimes.

voluntary organization. o To decide where to run the advertisement . labor contractors. i. the government regulations in this regard and agreements with labor organizations. Now.. Notwithstanding. many organizations go for what referred to as blind advertisement in which only Box No.The experience suggests that the higher the position to be filled up in the organization. Sometimes. the position of the labor supply. However.e. etc. While placing an advertisement to reach to the potential candidates. which particular method is to be used to recruit employee in the organization? The answer to it is that it will depend on the policy of the particular firm.. management consultants. o To write out a list of the advantages the job will offer. professional bodies pr associations. Third Party Method: These include the use of private employment agencies. newspaper with local. employee referral or recommendation. is given and the identity of the organization is not disclosed. trade banks. the best recruitment method is to look first within the organization. . nation-wide and international reach or circulation. or the skill sought by the sophisticated one. organizations with regional or national repute do not usually use blind advertisements for obvious reasons. the more widely dispersed advertisement is likely to be used to reach too many suitable candidates. the following three points need to borne in mind: o To visualize the type of the applicant one is trying recruit. a question arises. to establish contact with the job seekers. state.

if selected. the firm to enable the candidate to judiciously decide whether or not to apply and join the firm.  A well .laid down procedure for locating potential jobseekers  A suitable method and technique for tapping and utilizing these candidate  A continuous assessment of effectiveness of recruitment program and incorporation of suitable modifications from time to improve the effectiveness of the program  An ethically sound fool-proof telling an applicant all about the job and its position. SELECTION MEANING AND DEFINITION Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.EFFECTIVENESS OF RECRUIITMENT PROGRAMME Though there has so far not been evolved any formula such that makes recruitment programme necessitates having certain attributes such as:  A well – defined recruitment policy  A proper organizational structure. A formal definition of Selection is:- .

. a fine distinction between the two steps. Effective selection. work performance depends on individuals. on the other hand. poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the workforce. cost incurred in recruiting and hiring personnel speaks about volumes of the selection. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs. Selection.“ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job. however. Arguing from the employee’s viewpoint. assumes greater relevance. The best way to improve performance is to hire people who have the competence and the willingness to work. is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates. selection is concerned with picking the right candidates from the pool of applicants. Second. Costs of wrong selection are greater. ROLE OF SELECTION The role of selection in an organization’s effectiveness is crucial for at least. two reasons.’’ Recruitment and selection are the two crucial in the HR process and are often used interchangeably. therefore. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. There I. first.

Many managers insisted upon selecting their own people because they were sure no one else could choose employee for them as efficiently as they themselves could. each department screened and hired its own employees. Not anymore. . the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies. Selection is now centralized and is handled by the human resources department.STEPS IN SELECTION PROCESS ORGANISATION FOR SELECTION Until recently.

Two intersecting alternatives are participative selection and employee leasing. The client is relived from many administrative burdens. or when the candidate is a highly qualified executive or professional who is being sought after by several organizations. the selection process is highly one-side. These approaches are deemed to the alternatives to the traditional methods of selection. compensation or record keeping. longterm help. several candidates will be applying for a position. In employee leasing. In reality. HR specialists have found out new methods of selection. and the organization will use a series of screening devices to hire the candidates it feels is most suitable. The organization decides whether or not to make a job offer and how attractive the offer should be. NEW METHOD OF SELECTION In recent years. The candidate decides whether or not organization and the fob offer fit his or her needs and goal. When there is a shortage of qualified workers.Ideally. The advantages of employee leasing are significant. The idea is that such participation will improve quality. When the job market is extremely right. but rather ate leased as full-time. as well as the need to employ specialized personnel employees. not on a temporary basis. and improve employee morale. the client company leases employees from a third part. Participative selection that subordinates participates in the selection of their co-workers and supervisors. increase support for the selected supervisors and co-workers. Further. An interesting feature of this method is that the client company need not perform such personnel activities as hiring. a selection process involves mutual decision-making. the organizations will have to sweeten its offer and come to a quicker decision. employees not recruited by one client are sent to another client company for employment. .

Chapter-03 The History of the Organization .

Mineral Water. Bakery. Over the years. Culinary. PRAN is currently producing more than 200 food products under 10 different categories i. “PRAN” is currently one of the most admired food & beverages brand among the millions of people of Bangladesh and other 77 countries of the world where PRAN Products are regularly being exported. The company is complaint to HACCP & certified with HALAL which ensures only the best quality products are reaches to the consumers table across the Globe. Snacks. Juices. Biscuits & Dairy. the company has not only grown in stature but also contributed significantly to the overall socio-economic development of the country. The company has adopted ISO 9001 as a guiding principle of its management system. All the PRAN products are produced as per international standards maintaining highest level of quality at every stages of its production process. Carbonated beverages.e.Organization Profiles of PRAN RFL Group: ‘PRAN’ started its operation in 1981 as a processors fruit and vegetable in Bangladesh. Drinks. . Confectionery.

 Total commitment of the needs of the customers  Provide value and quality product to enrich lines and enhance business success of customers.2. Accordingly.1 Objectives of the PRAN-RFL Group: Every organization has its go together with a set of objectives. PRAN-RFL group is an exception in the sense that they not only possess the objectives but also they do follow it to utmost. PRAN-RFL group has the following objectives. In fact.  Objective of PRAN-RFL Group is offering the state of the art and modern technology and quality products to the people of Bangladesh. employees.  Continuous improvement of all work process  Continuous update training of all the employees  Continuous improvement of all the employees  To retain the reputation of PRAN-RFL Group by fulfilling promises made to the customers. .

2 Corporate Mission and Aim of the Group: Our Corporate Mission: “POVERTY AND HUNGER ARE CURSES” Our Aim: “TO GENERATE EMPLOYMENT & EARN DIGNITY AND SELF-RESPECT FOR OUR COMPATRIOTS THROUGH PROFITABLE ENTERPRISES” 2.3 Vision: PRAN-RFL Group’s vision is to be a leader as a consumer product provider in Bangladesh and abroad. The Corporate Values of PRAN-RFL Group .2.

gifts. discounts. to 8 P. we humbly request our consumers to feel free to communicate with us regarding following issues:  Complaint for our products  Price information  Benefits of products  Comments for products  And any other issues Objectives that we seek through our consumers’ care are:  To create a culture of customer focus  To receive complaints from our consumers on product related matters  To achieve customer satisfaction  To create rapport and loyalty We provide the easiest way of communication as we care valuable time of our consumers. So.) Through our web mail Supplier Care . Our consumers have given us such success for so long years. we will go to great lengths to build a strong reputation for lavishing our consumers with special services. Consumers’ care is the process by which we endorse consumers’ satisfaction and moreover. So. or other benefits. we care about our consumers. loyalty. To meet this goal. Primarily. Consumers can communicate with us through: Cell Phone: 01912-XXXXXX (During 8 A. The eventual goal of our consumers’ care program is to build long-term relationships with our consumers. It’s our great honor to communicate with our consumers.M.M. it grips managing communication with consumer particularly consumers’ questions and complaints and resolving disputes amicably.Consumer Care We view our consumers’ as our king and us as their laypeople.

Our culture begins with our four values that drive everything we do: Integrity. We treat our employee as a core resources and family member .Our native farmer is our supplier. We help them to overcome this situation by practicing contract farming. We collect major portions of our raw materials from them. Involvement and self-respect.  By providing proper information about what to produce more and what to produce less. fertilizers.  By ensuring proper price for their produces Employee Care Our employees are our best resources. We encourage employees to ask questions and make suggestions that they think better. We help our employee grow. We are the pioneer and largest contract manufacturer in Bangladesh.  By creating a huge demand of our farmers’ produces both in nationally and globally. Our employees are dedicated to the success of our business. We give values to our employees’ creativity and innovation. We are the one amongst fewest in Bangladesh who has a culture of profit sharing management.  By collecting raw materials from them directly and saving them from middle men. Continuous Innovation. We care our suppliers in the following ways:  By providing them good seeds. We give values to their activities. We give them proper training and development. insecticides. etc  By providing financial supports.  By collection their produces in right time and storing them. Most of our farmers were deprived of getting proper price for their produces.

We aim to build a strong long term business relationship by taking them through the journey of relationship disposition funnel and expect them to become our Advocates in our Business.  By giving proper solution for any unwanted situation associated to our business. at right time and trade benefit  By giving them special service like upcoming demand trends. We will support them in the following ways:  By listening to product complaints. We care about their needs in the following ways:  By giving product in right price. right quality.  By giving information about address of dealer point. Through them. We recently have started PCC (PRAN Customer Care) where our trade partners can talk directly by making phone call to a unique number: 0191X-XXXXXX.  By giving product replacement opportunity for any damaged or expired product Moreover.Trade Care Our trade partners are our great support.  By giving them promotional sales competition. They provide support to all our promotional activities and merchandising program. at distributors business area. We care for our trade partner. we reach to our ultimate consumers. we have a customer care wing to listen to them. . Now.  By providing information about price of product.  By giving the sample products. we arrange TRADE MEET where we give them proper training about how to handle their demand and supply management in their area.

2. which is equal of sale in the country per year.4 Theme: Always provides quality products to the customer.5 Quality Policy: PRAN-RFL Group is committed to achieving leadership in customer satisfaction by continually improving its process. PRAN-RFL Group will develop and implement technology and provide quality consumer product in Bangladesh and abroad. products and services to ensure they consistently exceed customers’ requirements. . Above 72 countries they export consumer product and earn more foreign currency per month.2.

RESPONSIBILITIES AND AUTHORITIES. PACKED IN APPROPRIATE PACKAGING AND REMAIN COMMITTED TO THESE OBJECTIVES AT ALL TIMES.AGRICULTURAL MARKETING CO LTD QUALITY POLICY IT IS THE POLICY OF AGRICULTURAL MARKETING COMPANY LIMITED TO MARKET PRODUCTS OF CONSISTENT QUALITY AT HOME & ABROAD AS PER WORLD STANDARDS PRODUCED HYGIENICALLY IN ACCORDANCE WITH GOOD MANUFACTURING PRACTICES IN STATE-OF-THE-ART PLANTS & PROCESSES. AMCL HAS ADOPTED ISO-9001 AS THE MODEL FOR ITS QUALITY MANAGEMENT SYSTEM. TALENTS AND IDEAS IN A NEVER-ENDING PROCESS OF IMPROVEMENT AND INNOVATION IN ALL ASPECTS OF BUSINESS. ACCORDINGLY INSTRUCTIONS HAS A BEEN DOCUMENTED ESTABLISHED SYSTEM OF THROUGHOUT PROCEDURES THE AND ORGANISATION DEFINING BUSINESS PROCESSES. MANAGEMENT IS COMMITTED TO PROVIDING THE RESOURCES AND CREATING AN ENVIRONMENT IN WHICH EACH EMPLOYEE CAN CONTRIBUTE HIS/HER SKILLS. .

Quality Policy Rangpur Foundry Limited (RFL) is committed to achieving highest level of customer satisfaction by continuous improvement of human resources in production and marketing of plastic products. through compliance of international standards of quality management system. especially garments accessories like HANGERS. etc. .

We believe the way to economic prosperity is through agro-business. Our contract growers cultivate the choicest fruits and vegetables which are processed in our modern and hygienic factories to highest quality & international standards. There is plenty of water. mellow and juicy.2. Organogram: . P PROGRAMME for R RURAL A ADVANCEMENT N NATIONALLY PROGRAMME FOR RURAL ADVANCEMENT NATIONALLY cÖMwZ i“cvq‡b AMÖYx b‡ev`¨g PRAN is Bangladesh’s largest grower and processor of fruits and vegetables. And farming is a way of life to our people.6 History of the Group: We in Bangladesh are blessed with a climate ideally suited to agriculture. Our deltaic plains are among the most fertile in the world created and drained by the mighty rivers-the Padma. specially fruits and vegetables-rich in taste and flavor: sweet. Jamuna & Meghna. Our comparative advantage as an economy lies in agriculture. PRAN is in testimony to our convictions.

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QMS Achievements: Here there are some of the achievements: .

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this department has a separate building and it functions very smoothly. CS: HR Department Chief HRM Chief Recruitment Officer (CRO) OD-M Personal Wing QMS-M Training Wing Recruitment Wing Sales training. Management Training SLM GMgt Tech Low skilled Sales & Mgt . In the group. In the department. organization development (HR Planning).1 Human resource division: The Human Resource division is an important division of the PRAN-RFL Group. the wings are recruitment and selection. and quality management system (QMS) Let us have a look at the graph. personnel (compensation). training and development.3. This division plays a vital role in the total functioning of the group.

healthy and attractive working environment • To develop managerial competency and help creation of condition in which employees contributes to the best of their abilities • To develop of mutual respect & trust between management & employees • To enhance staff morale • To contribute to achieve organizational effectiveness & productivity • To perform in line with organizational needs and goals • To assist in achieving staff’s personal and professional objective . This department has the following objectives:• To ensure the optimum use of human resources • To provide future human resources needs of the enterprise • To help to create a safe. the HRM department has got some objectives. Accordingly.Objectives of the Human Resource Department PRAN-RFL group is proud that each of its units is endowed with its objectives and every department is well reviewed and previewed whether the set of objectives is well achieved and facilitated.

 Receive applications and file them  Shortlist the candidates  Fix the date and time of a preliminary interview  Contact with the applicants and inform them about the interview and written test over telephone . this wing does the followings  Give advertisements in the daily newspaper and job sites. Organization Development (HR Planning) 5. Training and Development 3. Personnel (Compensation) 4. Quality Management System (QMS) Recruitment and Selection Wing The Basic functions of this wing are: • Develop method & Strategy for recruitment process • Develop method & Strategy for selection process • Conduct the recruitment & selection process • Making employment offer • Ensure the probable best fit for person-job & person-organization In broader aspect. Recruitment and Selection 2.2 Basic functions of different wings: It has already been mentioned that the human resource department is consisted of the following functions 1.3.

Sales.  Give appointment to the person with a detailed job description and job specification. Promotion. Termination. Transfer. Fix further date and time for final interview if it is required and inform the interview accordingly  Prepare an appointment letter for the finally selected interview. • Conduct training classes • Obtain Training feedback. Personnel Wing • Make Appointment & confirmation • Posting. Factory staff etc. Resignation & Separation • Taking Disciplinary action as per instruction • Compensation and benefits • Payroll preparation • Calculation of Bonus. and analyze result . deduction & incentives & leave encashment • Attendance and leave record • Make Annual appraisal Training and Development Wing • Assess Training need of the Group and develop training strategy • Prepare lesson plan and training module • Arrange training in all areas including General Management.

In more specific sense. it has the following functions:  Assess training need of the group  Prepare training calendar  Preparation of training schedule  Develop lesson plan or lesson note  Arrange Sales and Management (General) Training  Arrange Factory based training  Also arrange need based training  Conduct training classes  Prepare training budget  Provide distributors certificates .

Quality Management System (QMS) Wing • Develop and revision of policy regarding ISO/HACCP/HALAL with the direction of management • Follow-up-works of ISO/HACCP/HALAL • Maintain ISO/ HACCP/ HALAL related documents • Conduct ISO internal audit & review process • Internship management Organization Development (HR Planning)  Improve the performance of individuals.  Formulate innovative organizational development strategy.  Furnish & Preserve Organizational/departmental diagram. functional flowchart & Job Description.  Review company policy if required . teams &total organization.

Employee performance appraisal criteria: .

. termination. discharge and resignation. It also issues circular as and when required.Performance appraisal is any personal decision that influences the status of the employee regarding his confirmation. dismissal. HR has opened a leave management database to obtain current leave status for all the employees of PRAN-RFL Group. increment. commitment to work  Quantity of work  Skill  Dependability  Attitude  loyalty  Creativity  Initiative  Emotional maturity  Commitment towards service rules  Discipline Leave Management This is an important function. This department also conducts department inquiry and all other functions related to HR. It provides employees information of their status when it is necessary. HR management also deals with some personal functions like show cause. promotion and transfer. PRAN-RFL Group’s employee performance appraisal criteria Professional knowledge.

PRAN-RFL Group’s focal view is to place the right person into the right position.Human Resources Management Information System (HR-MIS) This plays a very crucial role in the functioning of PRAN-RFL Group. Accordingly. capable of effectively and efficiently completing those tasks that will help the organization achieve its competitive advantage. as it always has to gather and store current and exact data and information regarding employee and the organization. PRAN-RFL Group has a very strong human resource planning PRAN-RFL Group’s performance depends on the quality and commitment of its people. The great thing here is that Human Resource Planning starts from the beginning of each year according to other organizational plan and budget. HR will plan upcoming recruitment and selection plan. it is a process by which an organization ensures that it has the right number and kinds of people. According to that strategy. . Human Resource Planning is one of the most important elements in a successful human resource management program. Each department is required to submit their month wise recruitment and selection plan to the Human Resource. In a word. retain and motivate the very best people and therefore PRAN-RFL Group is always conscious about human resource planning. For this reason. This is a very flexible and open department. PRAN-RFL Group wants to grow day-by-day for best employment. at the right place. The functions include:  Maintaining and updating of employee database  Maintain employee related different statistics  Any other work which requires updating employee data Human Resource Planning HRP that is. at the right time. In fact. the company’s stated strategy is to attract.

Applicant can also easily understand the job specification. to pay seven or eight thousand. This helps to achieve the overall goal of the organization. employee development formulation.  Employee relation and team building: The Human Resource Department always tries to build a better employee relation as well as effective team building.  Performance appraisal process: Development of employee performance evaluation. Nature of my job: . To retain the best and talent employees the better compensation and handsome salary are planned in a well manner.Concomitantly. after obtaining necessary approvals from the CEO or Deputy Managing Director. the department is alert and active enough to support any vacancy raised due to urgent reason. A sound job analysis gives good support to the HRD.  Job Analysis: PRAN-RFL Group plans an effective job analysis so that the applicant or employee can easily understand the job criteria. The competitive advantage and pay package are designed for the employees with this pay package the benefits are also included.  Training and development process: Training and development process involves training module design. standards and assessing the employee’s actual performance and relative to their standards. the department makes plans on the basis of the plans and needs of the other departments and on the another side. training center or location set up.  Compensation and pay plan: To the entry level or fresh candidates. responsibilities and employee incentives benefits and other facilities.  Recruitment and placement process: The HR planning includes the most possible ways the right person can be recruited in the right position. The following factors are included in the overall plan:  Manpower Requisition: Respective Division/Department Heads will inform the HR department head and the head then transfers it to the recruitment and selection wing. The HoDs are to do it basing on the HR planning of the organization and simultaneously. On the one side. the department stays on its tiptoe to serve any emergency consideration.

In this wing. I had to do a lot of tasks every day. I was placed in the recruitment wing of human resources department. My work included  To collect CVs for recruitment and selection  To sort external CVs coming by post (I collected three thousand CVs)  To contact the candidates for fixing the interview schedules  To check the scripts of the written exam tests  To arrange the interviews .After I had gone to PRAN-RFL group.

THE RECRUITMENT AND SELECTION PRACTICES OF PRAN-RFL GROUP .

But the implication of these policies can be far reaching and far-sighted PRAN-RFL Group recruitment and selection policies are given below:  PRAN-RFL Group recruitment policy is to hire the right kind of people at the right place. .  PRAN-RFL Group recruitment and selection policy does not allow any favor or preferential treatment to anyone.  The status of employment can be changed from contract to regular and regular to contract depending on the situations arising from performance or need. PRAN-RFL Group also has a distinctive set of policies.  Anyone who is under 18 years of age cannot be hired as an employee under regular.  The competency and high quality performance of the whole organization shall be ensured by the effective recruitment and selection.  Any person who has contract with any other company cannot be hired under any type of contract. temporary and part-time contract.  The recruitment and selection department of PRAN-RFL Group has the freedom from all political and other pressures. selecting them through an effective process from a pool of candidates in the job market. As a big organization.PRAN-RFL Group recruitment and selection policy An effective recruitment and selection process requires a well set of recruitment and selection policies. Recruitment and selection policies are simple.  PRAN-RFL Group follows the above policies in the time of human resource planning and recruiting new employees.

Applications are collected and filed by the recruitment wing of HR.  Contact with the applicants and inform them about the interview over telephone or SMS: After setting the preliminary interview time.Recruitment and selection process. in brief Recruitment and selection process undergoes the policies that are already mentioned. Recruitment and selection process of PRAN-RFL Group is carried in the following ways:  Find out the Vacancy/ Create Vacancy: When vacancy is created or found out from a particular department.  Short list of the candidates: The concerned division/department and HR department will short list the candidates according to the policies. the respective departments send a requisition to the HR department for the procedural advancement.bdjobs.com. Candidates can also apply through the official website of PRAN-RFL Group by registering.  Give advertisements in the daily newspaper and popular job sites: The job openings shall be circulated in the national daily newspapers or popular sites like www.  Fix the date and time of a preliminary interview: After short listing. applicants are informed by telephone or Short Message Service (SMS) of mobile phones . the time of a preliminary interview is to be set.  Receive applications and file them: Applications are submitted to the Manager of HR.

 Fix further date and time for final interview if it is required and informs the interviewee accordingly: In the process of selection. the candidate is invited for the second or final interview. he is advised to contact the personnel department to undergo the joining activities. There he or she is given a joining letter to be signed and given some instructions on how to open a bank account to collect the salary. Then immediately after the recruitment and selection. the candidate is asked about the expectation of salary. This personal file is prepared. one of the main responsibilities of HRD is the updating of all the files of the employees. At the same time. That is to say. In this interview. in this viva-voce. a separate employee file is opened comprising of all the relevant information of the particular employee. usually two are held. the candidate is asked questions not only from the bookish gatherings but also from his or her personal creativity and knowledge.  Prepare and give appointment to the finally selected interviewee with a detailed job description: Candidate who fulfills all the criteria for the job is offered an appointment letter with detailed job description. maintained and updated by the HRD. more than one interview. a negotiation process takes place here. Candidates who pass the screening interview are called for the written test. But it is to be remembered that the negotiation process starts only when the candidate can satisfy the interviewer well with his or her performance. In fact. . Even. After crossing this hurdle.

 Matching Capabilities: Later. Recruitment may be either from the internal source that is within the organization or from the external job market. Internal source: Internal source is a very important source. the person is placed with the appropriate job description of the post he is going to hold.  Placing: In this stage.Recruitment sources There are two sources from which recruitment is facilitated. job vacancies in the PRAN-RFL Group are advertised through internal notices to all company employees. Recruitment from the internal source is done through promotion or delegating individuals with new assignments. the first thing that the HR does is that they look for an appropriate person to fill in the vacancy. The process of internal sourcing  Vacancy Found: When a vacancy is found in a particular position. In the case of internal sourcing.  Offering the Person: Next. he is offered the post in form of promotion. If he is found enthusiastic. the targeted parson is called at a meeting to discuss comprehensively whether he is ready or not. For encouraging the internal candidates. . HR along with concerned Division or Department will identify prospective candidates on the basis of individual capability matching with Competency/Role profile and will conduct appropriate tests to select the most suited person. the HR department seeks for matching the capabilities the targeted person has and the post requires.

he or she can let the candidates contact the HR. . In PRAN-RFL Group recruitment from external sources undergoes the following process-  Executive search: Executive search firms are used for searching senior managers and higher positions. In some cases. It is well recognized that this group is the biggest recruiter in the job fair. the HR officers log on to here and sort some CVs and contact the qualified the people. they mention there that the candidates are going to be recruited on an emergency basis.  Words of Mouth: Sometimes. So. When the organization needs to fill in some vacancies. It is done because the organization needs the people who are well aware of internet and outsides. organizations mostly open up recruiting efforts to the external community. In this site. the job sites on internet are used only. an application form is provided for the interested candidates to fill in.  Advertisements: Advertisements in the national daily and jobsites for managers and lower level position are published.  Job Fair: PRAN-RFL group also recruits people sometimes from job fairs held in different universities or places. They do it when they need a bunch of people within a short time. When they send the mails. if someone has anyone interested to do the proposed job.  Web sites: The Company tends to use its web site as an external source of recruitment. it is seen that the HR officers are sending the mails to their familiar people within and outside the organization.External sources: In addition to looking internally for candidates.

 PRAN-RFL Group website or other popular job sites may also be utilized for advertising job vacancy of the company. .In the case of external sourcing following sources are used:  When an organization wishes to tell the people it has a vacancy. This source is very effective in selecting qualified candidates. It can lead to preferential treatment to a wrong candidate. It has also a disadvantage. other universities like DU/IBA/NSU etc and journals may be chosen for attracting applicants against job openings. notice boards of technical universities like BUET/KUET/CUET/RUET. Other sources: There are also other sources depending on the circumstances professional employment agencies. ** In some special cases. The advantage of employee referrals includes access to individual who possesses specific skills and knowledge. Advertisement texts must be in the prescribed and approved format of the company. the CEO and DMD recruit some people to whom they come in close contact personally. It follows necessarily that they tend to recruit the foreign candidates in this way. Advertisement in the Newspaper will be posted on the national dailies.  Employee referrals: Employee referrals may be collected through circulation of advertisement to all employees. advertisement is one of the most popular methods used.

3.1 Recruitment cycle: There is a recruitment cycle begins with requisition. Human Resources Division takes maximum 27 days to complete the recruitment process. The breakdown of the 27 days as follow: Requisition 7 days Appointment letter 1 day Advertisement 10 days Medical check 1 day Short listing screening 2 days Reference check 1 day Interview written test 4 days Compilation and Approval 1 day .10.

Selection activities follow a standard pattern. Failed to meet minimum requirement Initial Screening Passed Failed Test Employment test/ Preliminary Interview Passed Failed to impress interviewer or meet job expectation Comprehensive Interview Passed Problem encountered Reference Check Reject Applicant Passed Unable to do essential elements of job Medical Examination If required Passed Final job offer . the rest of the 27 days go in selection activities.3. In the recruitment Cycle.10.2 The Selection Activities: The selection activities begin after the requisition is given by the heads of different division and advertisements are published announcing a vacancy in the organization. That means after deducting 7 days for requisition and 10 days for advertisement from 10 days.

the following criteria are followed:  Executive position: For the executive position. In some cases. At the same time. such educational qualifications may be relaxed. However. And they get daily basis salary. they are called wage worker. minimum educational requirement is class eight pass.  For Non Executive Contractual Employment: For Non-Executive contractual employees. physically strong and with good eye sight are eligible. the experience plays the most vital role.  Executive and above: For executive and above. Here.  Non-executive Permanent Employment: For non-executive permanent employees. concerned Divisional/Department head and HR division will scrutinize the applications and arrange written tests where applicable: At the time of screening. At the same time. in case of competent candidates with strong experience in the relevant fields. minimum educational recruitment is HSC. In this case. the candidates who have graduation and post graduation in business are offered the posts. the candidates who have completed masters’ from general side and later completed MBA are not offered some posts. the candidates must have at least 2nd class in all academic levels. . the candidate must have a master degree. seeming to be self motivated. Even. the candidates. the personal traits are also examined in the screening test. the academic background is also taken into consideration. In this case. Here.Screening of Candidates: Following the circulation of job vacancy. the candidates having masters’ degree only in the business field are considered.

managers and above Written test: The most common and important method to assess applicants capability is through written tests.Selection criteria: HR will decide the selection criteria in accordance with the concerned Division/Department/Supervisor. HRM department encodes the papers of written tests scripts to prevent subjectivity during examining the papers. PRAN-RFL Group recruits people undergoing a very good system. This is more important when internal and external candidates sit for the same test. The following selection methods for recruitment are used in PRAN-RFL Group:  Screening test Interview Paper checking Testing outlook  Writing ability/aptitude test  Oral interview-structured competency based  Psychometric test for general managers. .

 Second interview – conducted by director along with the respective divisional / departmental heads . Here no other test only psychometric test is given. management trainee level then set the question where including general knowledge question.HRM department must set questions by taking inputs from interviews panel. On the other side. it is also needed in the department based. Generally. The standard interview Assessment form along with probing questions will be supplied by HR division. intelligence question.  Preliminary interview conducted by the respective immediate manager. Questions should set relevant to the positions along with general questions. Minimum two persons from different units including the line manager to ensure fitness should examine the answer scripts. Oral interview: For the oral interview. intelligence question. is very much different. competency based structured interview will be conducted. But the senior level. questions should be on core business. set the question here including general knowledge. Position specific structured interview with necessary proving question and assessment form can also be developed / used. on management related issues and job specifics. which is needed in the department based. the question. The oral interview may take place in different phases according to the decision of HR division and concerned division / department and on the basis of position. specialized question. assistant manager also sub-assistant manager. Like junior executive level. Sub Assistant Manager and make copy just before test. Final questions should be prepared by Assistant Manager.

Manager above level a final interview must be conducted with the director. . The selected candidate must undergo a medical checkup and subject to satisfactory medical report formal appointment letter will be issued. Reference check may be conducted by HR division upon acceptance of offer. HR Division (Compensation & benefit) will initiate the compensation plan and will make offer / process the appointment formalities.RFL Group. Final Selection Once the final incumbent is selected. However for highly competent candidates exceptions can be made subject to the approval of the Director and the CEO. Recruitment of contractual and others This policy governs the appointment of individuals on contract / caused basis and through third party service providers. CEO. Prior to process the employment on the above category. AGM. the division / department concerned must obtain requisition must contain the job specification with justification of the need along with the period. Subject to satisfactory response joining will be accepted.If the recruitment is for any key position / GM. Re-employment Re-employment is not encouraged by PRAN.

Public Relation officer. . Division Month No. Veterinary officer.Recruitment scenario of PRAN-RFL Group Based on the HR planning. the Divisional Head of Management trainee informs HR on personnel requirement for the month of January which is approval from the director and department head. Table: 1 Recruitment Requisition. These requisitions are given with the job description and job requirement. of Name of Position Position Management (General) Trainee January 10 MT-Chemical MT-Civil MT-Dairy MT-QC MT-Management MT-Finance MT-Marketing MT-Accounts (Internal Auditor).

Requisition by the divisional heads must contain job description and requirement. for executive and above level. . candidate must have at least 2nd class in all academic level etc. According to these description and requirement HR prepared advertisement. The applications then short listed. As discussed curlier for executive position candidate must be at least masters degree. Applications are submitted in the HR Department are collected and scrutinized.For these requisitions advertisement are given in the daily newspaper and bdjobs. which is a popular jobsite.

Chapter.04 Analysis and Findings .

In the following.SWOT Analysis of Recruitment and Selection Practices in PRAN-RFL Group It is well known that SWOT analysis is the comparative study among the strength. This is certainly strength of the organization. From this perspective. Strengths:  Good reputation: During the study. it is found that I have received I have 100 CVs for a single post. Basing on the study of PRAN-RFL Group. In some cases. I have found that a rush of CV is coming against a particular post. the whole thing understood by me is presented. opportunity and threats of a particular organization. I have tried to have a SWOT analysis on the basis of recruitment and selection practices of the group. . the organization doesn’t tend to fall short anywhere. the organization gets an opportunity to choose from the lots of alternatives. This is termed as a great strength. All the procedures of the organization are well maintained by technological support.  Strong Technology: Strength of the organization is that it has a strong technology to maintain the recruitment and selection practices. it can be said that the organization has a good reputation in the job market. If an organization can do its SWOT analysis well. For this reason. weakness. The strength and the weakness refer to the internal factors of the organization and the opportunity and threats refer to the external factors of the organization.

Weakness:  Poor Looking HR Building: The HRM building is supposed to look fantastic and colorful. As it has so many options. the company has bagged a massive experience into its store. the minimum qualification is Masters.  Great Number of Sister Concern: The company has the strength that it is consisted of so many sister companies. it can recruit so many people at a time. The top priority of the top management is one and that is quality. Here. the company can use the experience and expertise gained from this long experience in its recruitment and selection procedures. . Effective Human Resource Plan: The human resource plan is very effective and insightful. all the employees in the head office are university graduates. at any level of administrative posts. This is very great strength of the organization.  Strong Team Work: The greatest strength of the organization is that the recruitment and selection team here work in a synchronized way and in team. The plans are well executed and reviewed comprehensively. Their team activities are very strong. In this long journey.  Quality Top Management: The top management of the organization tends to be built on quality. It gives the organization a greater strength. Even. the top management of the organization well qualified. the HRM building is not that much fashionable. So. But in the PRAN-RFL Group.  Qualified Employee: The qualified employees are a great strength of the organization.  Expertise and Experience of Parent Company: The parent company was established in 1981. For this reason. meaning it has been about 30 years since it started its operation.

This is termed as a weakness. the interested candidates fall short of information prior to coming here in the organization. It creates a very bad impression of the organization. For this reason. they are to keep standing very often outside the office. For this reason. there is no central interview board that is supposed to have the interview and select a candidate for a particular post. they can’t do it. when the candidates come to sit for an exam.For this reason. When a candidate passes the primary stages of screening and written tests.  Website Is Not Updated: The last but not the least weakness of the organization is that though the technology team is very strong here.  Shortage of Exam Halls: The focal weakness of this organization is that the building doesn’t have good support of exam halls. But when the particular wing of that department is informed of the recruitment. the highly ambitious candidates come to sit for the tests but after the seeing the environment.  Absence of Central Interview Body: In the organization. the total process takes a long time and the candidate has to come and go several times. their website is well updated as much as it should be. The candidates from the foreign universities and top class public and private universities tend to do this.  Lack of Waiting Room: The most embarrassing weakness of the recruitment and selection department is that it has no waiting room of its own. When the recruitment team plans to recruit the sales representatives in larger number. In this way. Very often it is seen that a candidate is to undergo several interviews owing to the absence of a central committee for interviewing. they do not want to join here. he or she is called for the final interview with the director of the particular department. . the chief of the wing procrastinates showing the reason that he wants to see the candidate again. This doesn’t happen because they don’t have good support of exam halls.

the job market is becoming more and more open and competitive. As the number of companies is growing. As the population grows.  Changing Mentality of the New Entrants: The new entrants into the job market are a bit changed now. To them.Opportunities:  Want of Jobs in the Public Sector: A greater demand of jobs found due to the gaps in the public sector creates an opportunity for this company. the company with the same business is not as big as it is now. They have a tendency that the public jobs are not smart. So. whenever they want. the public sector is really unable.  Absence of the Same Level Company: PRAN-RFL group enjoys an opportunity that there is no same level company in the country right now. PRAN-RFL group is getting the opportunity to fill in the vacant posts with more qualified candidates. the company sees the better days. So. For the reason. Even. the candidates are getting a lot of options to find the jobs. they are . Another thing is that the main competitors have congested the product line these days. This factor is helping the organization a lot. the public jobs are a bit like the classical old schools with little amenity of modern life. Threats:  Increasing Number of Companies: The increasing number of companies in the country poses a greater threat to the PRAN-RFL group. the demand for jobs grows. To meet up this demand. In this backdrop. fashionable and lucrative. they move to getting the private jobs like in the PRAN-RFL Group. For this reason.

the new entrant is offered 8000. This type of situations creates a comprehensive external threat to the company.12000 BDT. I found that many of the candidates of the candidates have a misconception about the PRAN-RFL group. This is supposed to create a talent gap in the organization. the companies are trying to be converted into MNC. they never tend to join here. it is posing a greater threat to the good will of the company.  Recession in the Economy: The silent economic recession is also threatening the smooth functioning of the recruitment and selection policies of the organization. the companies are very enthusiastic to modernize their environment every day. As the days go by. the company finds it really threatening to retain the best employees it has and to recruit the best candidates it can have.30000 BDT. but in this organization. the companies are trying to be more furnished with newer technologies and IT facilities. this misconception is accelerated by its envious competitors. The amount it offers may not be a question but when the candidates get better offers.  Misconception of Candidates: During the study. he or she is offered minimum 25000. how can it offer a handsome salary package to the new entrants? Thus the economic recession poses a greater threat to the recruitment and selection practices of this group. In this process. When the organization cannot provide the increment to the existing employees.  Lucrative Offers of the MNCs: The MNCs existing in the country are offering a handsome salary at the very outset. With this vision in the back of mind. Say for example.  Better Working Environment in Other Companies: The better working environment in other companies of the country poses a serious threat the organization. . Though the group doesn’t many things to do about the misconception among the candidates. Hence. with so many alternatives present in the job market. if a well qualified joins NESTLE or GRAMEEN PHNOE. Even.getting the scope to switch over another job.

Findings of the Study The findings of the study are as follows:  The recruitment and selection practices of the PRAN-RFL Group are suffering from internal and external pressures.  The manager of the PRAN-RFL Group cannot conduct an ideal recruitment and selection program due to the existence of old and classical styles. the HRD of the PRAN-RFL Group cannot recruit and select the best candidates to fill-up the vacant position of the organization. some problems always take place in the course of recruitment and selection. That is why. As a result.  The recruitment and selection policy of this company is not up-to-date. they most often fail to locate the right candidates for the right job.  The recruitment and selection policies of this organization are not well organized in some cases. .  There is no complain box in which the outgoing candidates can give their feedback.  There is no waiting room for the waiting candidates in the building  There is no central interview board in the organization. As they put a lot of importance on the referrals.  The recruitment policies are not updated as proactively and timely as demanded.  The HR Department of the PRAN-RFL Group always takes employee referrals for recruiting and selecting the right candidates to fill-up the vacant position of the organization. disqualified candidates can get the chance to submit their CVs in the organization and it creates problems on the activities of HR Department. For this reason.

05 Recommendations and Conclusion .Chapter.

Recommendations
The following recommendations will help the HR manager of PRAN-RFL Group to overcome
the problems involved with existing recruitment and selection practices of this company:

The HR manager of the PRAN-RFL Group should have the ability to take the right
decision under the internal and external pressures and must be very cautious to select the
most qualified candidates for the betterment of the company.

The HR manager of this company should try to conduct an ideal recruitment and
selection program. Because it encourages the qualified candidates to submit their CVs in
the organization and discourages the disqualified candidates to submit their CVs in the
organization. As a result, on the one hand, the manager may fill-up the vacant positions
with the most qualified candidates and on the other hand, the manager may reduce the
hassles of the HR Department.

The HR Manager should take a comprehensive initiative to make all the recruitment and
selection policies well organized and clearly defined. He should also take some steps to
have a survey over the competitive companies to understand the gap between what
PRAN-RFL is and what the other companies are.

The HR Department of the company should form some committees assigned with
respective duties. Say for example; one committee will be responsible for planning; one
for advertising; one for interviewing; and the other for this kind of jobs. If this can be
done, the recruitment and selection wing is very likely to conduct a standard recruitment
and selection program. This committee should be capable of selecting the most qualified
candidates for filling the vacant positions of the organization.

The HR manager of this company should be very active and alert to make all the policies
up-to-date so that the manager can smoothly overcome the problems relating to
recruitment and selection practices.

The HR manager should also have a comprehensive follow up of the policies and
practices to ensure that all the things are going alright.

The HR manager should arrange weekly meetings participated by all the officials of the
recruitment wing. In the meeting, all the officials should be made to talk over the issues
they face frequently. If some problems are found, a prompt action should be taken in line
with policy of the total management. Even if there is no problem, the HR manager should
motivate the employees regarding how to better the total system.

The recruitment wing should set a complain box at the entrance; by doing this, the wing
can listen to the expectation of candidates. In line with this, if they can act, the total
scenario is sure to change.

The HR manager should take immediate and comprehensive step to form a central
interview board so that the hazards in the course of recruitment and selection can be
minimized. He should do it to optimize the organizational prestige among the new
entrants.

The recruitment and selection wing should arrange a special waiting room furnished with
sitting furniture and other living facilities. In the room, they can set some posters to
enhance the beauty of the rooms and to create an aesthetic sense among the waiters.

The HR manager should be very alert to keep the policies up to date in line with the
changes in the modern world of business. In fact, the business world is changing fast;
even faster than we can imagine. So, the manager should stay connected with the outside
world to make it sure that all the policies followed in the organization are based on what
are the newest.

Conclusion
The project called “HRM PRACTICES OF PRAN-RFL GROUP WITH A SPECIAL
REFRENCE TO RECRUITMENT AND SELECTION” is assigned by the organization. During
developing this project, I have gathered a cargo of experiences which, I believe strongly, will be
a very valuable resource in my practical life in future.
Recruiting and Selecting are a unique process of discovering potential candidates for actual and
anticipated organizational vacancies. From another perspective, it is a linking activity that brings
those with jobs to fill and those seeking jobs together. The success of recruiting and selecting
also needs cooperation of the department in which a position is vacant. They must give the
description and specification of the job for which a person will be hired. At the same time, HR
also needs to analyze the nature of that job. The effective analysis will lead to an effective
advertisement that will attract the qualified and discourage the disqualified.
Timely requisition is also very important; simultaneously the HR needs continuous monitoring
for the upcoming vacant positions in every department. As retention of employees has become
the greatest challenge of an organization, the recruiters have to be careful enough and visionary
to select people so that the new entrant can be retained for a long time; fitting in the best position
he or she deserves. It is a common scenario that every, large or small, multinational company
controls its huge number of employees through HRD. In line with that, organizations throughout
the world are quickly changing and improving the quality.
In this backdrop now-a-days, the role of HRD has become very important and to say frankly the
most integral part of an organization.
The Human Resource Department of PRAN-RFL Group is strong, supportive to its employees.
Concomitantly, the HRD coordinate the other department in an effective way so that the
organization goals can be achieved optimally.
In fine, PRAN-RFL Group recruitment and selection effort by HRD is really ideal. This ideal
recruitment and selection effort brings in a satisfactory number of qualified applicants by dint of

its effectiveness and efficiency for the optimal growth of the organization. That’s why; PRANRFL Group is enjoying and experiencing a continuous development in their pursuit of
excellence.

References

1. www.pranfoods.net
2. Human Resource Management, 4th edition- Gary Dessler
3. Fundamentals of Human Resource Management- David A. DeCenzo and Stephen P.
Robins
4. Human Resource Management- Fisher
5. Personnel/human resource Management-George T Milkovich,5 th edition, Business
Publications(1988).
6. Different Websites

Job title 1 2 3 4 5 Interview for the post of ……………………………………… Candidate Facts Sheet: SL Name Academic Particulars 1 2 3 4 5 Experience Mobile No. Date Time Applicant Name Contact No. .Interview Schedule: SL.

4= Outstanding) (Signature) (v) (vi) (i-vi) marks . 2= Good. Signature 1 2 3 Candidate Evaluation Sheet: Name of the Post: S Name of the Personality Subject L Candidate knowledge/ Initiative Supervisory Wor Sense of Total capability king responsibili Communication expe ties skill rienc e (i) (ii) (iii) (iv) 1 2 3 (Markings: 1= Average.Attendance Sheet Position: Date: SL. 3= Better. Name of the Candidates Cell No.