Professional Documents
Culture Documents
Submitted To:
Mr. Md. Hossen Miazee
Lecturer and Head of Internship and Placement
School of Business
University of Information Technology and Sciences
Submitted By:
MD. Sadequr rahman
ID: 12410080
Department of Business Studies
University of Information Technology and Sciences
Submitted Date:
Chapter One
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Introduction
1.1 Background of the study
There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, Workforce
diversity. Changing skill requirements, continuous improvement initiatives contingent
workforce, decentralized work sites and employee involvement are the issue for confront.
Now it is a big challenge for the HRM to support the organization by providing the best
personnel for the suitable position in shortest possible time. Starting with recognizing the
vacancies and planning for them is a great task. Moreover selecting attracting the suitable
candidates and selecting the best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning and formulate those plan is the
task that require more focus and improvement. Equal opportunity and sourcing is also a vital
part. Realizing this need we tried to find the difference and similarities between theoretical
aspects with the practical steps taken by the company. We took an attempt to demonstrate the
feature for the further improvement.
the study will help to differentiate between the practice and the theories that direct to realize
how the organization can improve their recruitment and selection process.
Broad Objective:
Specific objective : The following aspects can be listed as the specific objectives to achieve
the broad objective:
Sampling Plan:
Population: The target population was the employees who work in Janata Bank Limited
Paltan Branch. The population size was 40.
Sample Size: The sample size was 15respondents which includes both executive and
operative employees, here shown in following table:
Executives
Operation Employees
Total
02
13
15
Sampling Method: The Non-probability Purposive Sampling method was used for
collection the information and to identify the respondents.
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Questionnaires Design: Questionnaire was prepared with both open ended and closed
questions. The average time of question is 15/20 minutes. A set of questionnaire involving
both open ended (for executive) and close ended (for operative employee) are used to perform
the study.
a. Primary Data
b. Secondary Data
Sources of data:
Sources of data of this report can be divided into two categories:
Primary Sources :
A. Through questionnaire survey.
B. Through observation and face to face conversation.
Secondary Sources :
A.
B.
C.
D.
Data Analysis: Both the qualitative and quantitative analysis (Questionnaire analysis) has
been followed in this research. Quantitative question were scaled with well-known Linker
method. To analyze the gathered dada different types of computer software used such asMicrosoft word, Microsoft Excel and Microsoft PowerPoint.
1.6 Limitations of the Report: The limitations of the report and the study are follows:
conveniently.
For the convenient of the study, non-probability samples have been used.
In many cases, up-to-date information is not published. All weights given are
judgmental.
Information regarding the competitors is difficult to get .
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Chapter Two
Brief Company Overview
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2.1 Introduction
Janata Bank Ltd. has its prosperous past, glorious present and prospective future.
Established as the first public sector Bank fully owned by Bangladeshi entrepreneurs,
JBL has been flourishing as the largest public sector Bank with the passage of time
after facing many stress and strain. The member of the board of directors is creative
businessman and leading industrialist of the country. To keep pace with time and in
harmony with national and international economic activities and for rendering all
modern services, JBL, as a financial institution automated all its branches with
computer network in accordance with the competitive commercial demand of time.
Moreover, considering its forth-coming future the Bank has been rearranging. The
expectation of all class businessmen, entrepreneurs and general public is much more
to JBL. Keeping the target in mind JBL has taken preparation to open new branches
by the year 2000-2001.
The emergence of JBL in the public sector is an important event in the Banking area
of Bangladesh. When the nation was in the grip of service recession, Govt. took the
farsighted decision to allow in the public sector to revive the economy of the country.
Several dynamic entrepreneurs came forward for establishing a bank with a motto to
revitalize the economy of the country.
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Considering the need for remittance by the expatriates Bangladeshis residing abroad
the Bank during the year established drawing arrangement with the Pacific Bank
Berhad, Malaysia (now May Bank), Security Exchange Company Limited, State of
Kuwait and Dalil Exchange, State of Bahrain.
Our Bank invested 25% equity in Gulf Overseas Exchange Company LLC, a joint
venture Exchange Company in Oman, operating since November 1985 under the
management of our Bank. The Bank received Riyal Omani 12, 450 equivalent to TK.
1.74 million as dividend for the year 2000.
A representative Office was established in Yangon, Myanmar in October, 1996 by our
Bank and obtained permission from the Government of Bangladesh to handle border
trade with Myanmar. Opportunities are being explored for further business avenues
there.
Now JBL is on line to establish trade and communication with the Prime Inter Janata
Bank Ltd. companies oh the world. As a result JBL will be able to build a strong root
in inter Janata Bank Ltd.ing horizon. Bank has been drawing arrangement with well
conversant money transfer service agency Western Union. It has a full time
arrangement for speedy transfer of money all over the world.
Banking is not only a profit-oriented commercial institution but it has a public base
and social commitment. Admitting this true JBL is going on with its diversified
banking activities. JBL introduced Monthly Savings Scheme, Special Deposit
Scheme, Consumers Credit Scheme and Savings Insurance Scheme etc. to combine
the people of lower and middle-income group.
2.3 Vision of JBL
Efforts for expansion of JBL activities at home and abroad by adding new dimensions
to their banking services are being continued unabated. Alongside, they are also
putting highest priority in ensuring transparency, account ability, improved clientele
service as well as to their commitment to serve the society through which they want to
get closer and closer to the people of all strata. Winning an everlasting seat in the
hearts of the people as a caring companion in uplifting the national economic standard
through continuous up gradation and diversification of their clientele services in line
with national and international requirements is the desired goal they want to reach.
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Chairman
Advisor
Board of Directors
Principle Officer
Executive Officer
Assistant Officer
Managing Director
Vice President
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Janata Bank Ltd. Consumer Credit Scheme gives clients a great opportunity to buy
household and office items on easy installments. This scheme gives clients the
advantage of part payment to cope with the high price tags of many necessary home
and office appliances.
Television, Refrigerator, VCR, Personal Computer, Photocopier, Washing Machine,
Furniture, Microwave Oven, Car, and a number of other expensive items are now
within their buying range. With this scheme JBL makes better living possible for
people living on fixed income. Customers can buy those home and office equipment's
without over taxing their budget.
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For most of the people on fixed income the opportunity to supplement their monthly
earning is a golden one. And JBL Special Deposit Scheme gives a customer just that.
Under this scheme, customers can deposit money for a term of 5 years. The deposited
money is fully refundable at the expiry of the term. At the same time, during the term
period they can enjoy a monthly profit corresponding to their deposited amount. As
for instance, under this scheme a deposit of Tk, 55,000/- gives a monthly income of
Tk.500/-.
Deposited Amount
Tk. 55,000/Tk. 1,10,000/Tk. 1,65,000/Tk. 2,20,000/
Monthly Benefit
Tk. 500/Tk. 1,000/Tk. 1,500/Tk. 2,000/-
This scheme is specially designed for the benefit of the limited income group
members. This helps to accumulate small monthly savings into a significant sum at
the end of the term. So, after the expiry of the term period the depositor will have a
substantial amount to appreciate on.
A monthly deposit of Tk.500/- or Tk.1000/- for 5 or 8 years period earns in the end.
Tk37, 896 /- or Tk.75, 791/- respectively.
Monthly Installment
Return
after Return
Tk. 500/-
5 years
Tk. 37, 896
8 years
Tk. 70849/-
Tk. 1,000/-
Tk. 75,791
Tk141697/-
Tk. 2000/-
Tk. 1,51,583
Tk. 2,83,570
Tk. 3000
Tk. 2,27,348
Tk. 4,25,091
Tk. 4000
Tk. 3,03,166
Tk. 5,66,788
after
Credit Card:
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Credit card is the newest concept in our country. In our country Credit card was first
introduced by the Janata Bank Ltd. ltd. Master card and VISA card are name of
popular credit card band. Credit card is safe, instant and universal money. Janata Bank
Ltd. ltd issued two types of credit card, which is as follows: -
Local master and visa card are two types, such as gold card and silver card.
Gold card limit is 50000 taka to 1000000 taka
Silver card limit is 10000 taka to 45000 taka
It has also two types, such as gold card and silver card.
For international purpose gold card limit is $ 4000 above
For international purpose silver card limit is $ 2000 blow $4000
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ATM means automated teller machine. JBL ATM card give opportunity to their
customer that they can withdraw their money at any time, any days even holidays. By
using ATM subscriber can give various utility bill such as telephone, gas, electricity
bills etc. actually ATM card is a debit card. Janata Bank Ltd. has introduced ATM
service to its Customers. The card will enable to save their valued customers from any
kind of predicament in emergency situation and time consuming formalities. JBL
ATM Card will give their distinguished Clients the opportunity to withdraw cash at
any time, even in holidays, 24 hours a day, and 7 days a week.
ATM cardholders have to pay 1000 taka annually and in the case of card lost
subscriber also pay additional 300 taka.
It is a prepaid card. No need of any account of JBL branch. Application form available
at any JBL branch and card center. No annual fee for the first year. Renewal fee Tk
200.00 only. Local card limit 1000at minimum or its multiple. International card
limit-US$ 500.00 at minimum. Refill through any JBL branch. Drawing cash from
JBL ATMs free of charge & from ATMs under Q-Cash network-Tk 10.00 per
transaction from other ATM-Tk 100.00. Loading fee for international card will be
charged @1% of the loaded amount. Cash withdraw fee (abroad) 2% of the cash
drawn amount or US $.2.00, whichever is higher. Accepted at all VISA POS
merchants. Cash withdrawal at all ATM booths bearing VISA and Q-Cash logo.
( Except HSBC Bangladesh). Utility bill payment. It is a prepaid card. No need of any
account of JBL branch. Application form available at any JBL branch and card center.
No annual fee for the first year. Renewal fee Tk 200.00 only. Local card limit 1000at
minimum or its multiple. International card limit-US$ 500.00 at minimum. Refill
through any JBL branch.
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Chapter Three
Theoretical Aspects
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Acquisition.
Training and Development.
Motivation.
Maintenance.
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a. Acquisition:
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Human Resource Planning: Human resources planning is a process that identifies current
and future human resources needs for an organization to achieve its goals. Human resources
planning should serve as a link between human resources management and the overall
strategic plan of an organization.
Job Analysis: Job Analysis is a process to identify and determine in detail the particular job
duties and requirements and the relative importance of these duties for a given job. Job
Analysis is a process where judgments are made about data collected on a job. Job Analysis
has two parts:
Job Description: A broad, general, and written statement of a specific job, based on
the findings of a job analysis. It generally includes duties, purpose, responsibilities,
scope, and working conditions of a job along with the jobs title, and the name or
designation of the person to whom the employee reports. Job description usually
Recruitment: Recruitment is the Process of finding and attracting capable applicants for
employment. The Process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of application from which new employees are
selected.
Job Rotation: In this method, usually employees are put on different jobs turn by
turn where they learn all sorts of jobs of various departments. The objective is to give
a comprehensive awareness about the jobs of different departments. Advantage
employee gets to know how his own and other departments also function.
Interdepartmental coordination can be improved, instills team spirit. Disadvantage
It may become too much for an employee to learn. It is not focused on employees
own job responsibilities. Employees basic talents may remain under-utilized.
Audio-Visual: It can be done using Films, Televisions, Video, and Presentations etc.
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Simulation: creating a real life situation for decision-making and understanding the
actual job conditions give it. Following are some of the simulation methods of
trainings:
c. Motivation:
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Compensation: Compensation is the total amount of the monetary and non-monetary pay
provided to an employee by an employer in return for work performed as required.
Compensation is based on:
The desire of the employer to attract and retain a particular employee for the value
they are perceived to add to the employment relationship, and
The profitability of the company or the funds available in a non-profit or public sector
setting, and thus, the ability of an employer to pay market-rate compensation.
Compensation also includes payments such as bonuses, profit sharing, overtime pay,
recognition rewards and checks, and sales commission. Compensation can also include nonmonetary perks such as a company-paid car, stock options in certain instances, company-paid
housing, and other non-monetary, but taxable, income items.
Job Evaluation: Job Evaluation involves determination of relative worth of each job for the
purpose of establishing wage and salary differentials. Relative worth is determined mainly on
the basis of job description and job specification only. Job Evaluation helps to determine
wages and salary grades for all jobs. Employees need to be compensated depending on the
grades of jobs which they occupy. Remuneration also involves fringe benefits, bonus and
other benefits. Clearly remuneration must be based on the relative worth of each job. A
perception of inequity is a sure way of de-motivating an employee.
Job evaluation is a process of analyzing and assessing the various jobs systematically to
ascertain their relative worth in an organization.
Jobs are evaluated on the basis of content, placed in order of importance. This establishes Job
Hierarchies, which is a purpose of fixation of satisfactory wage differentials among various
jobs.
Reward: Money or another kind of payment that is given or received for something that has
been done or that is offered for something that might be done.
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Motivation: Internal and external factors that stimulate desire and energy in people to be
continually interested and committed to a job, role or subject, or to make an effort to attain a
goal. Motivation results from the interaction of both conscious and unconscious factors such
as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3)
expectations of the individual and of his or her peers. These factors are the reasons one has
for behaving a certain way. An example is a student that spends extra time studying for a test
because he or she wants a better grade in the class.
d. Maintenance:
It includes employee safety & health, cordial labor relationship, grievance handling,
collective bargaining discipline, counseling.
Employee Safety & Health: The area of policy & legislation covering employee
wellbeing, Health and safety within, an organization is often coordinated by a particular
person, but it is the responsibility of all employees.
Grievance handling: It is a universal fact that where ever human beings are involved of
certain there will be discounts and dissatisfaction, ever though it may superbly be best
managed organization. But it does not mean that by thinking so, the management can ignore
the grievances between employees & employers.
Turnover: In human resources context, turnover or staff turnover or labor turnover is the
rate at which an employer loses and gains employees. Simple ways to describe it are "how
long employees tend to stay" or "the rate of traffic through the revolving door". Turnover is
measured for individual companies and for their industry as a whole. If an employer is said to
have a high turnover relative to its competitors, it means that employees of that company have
a shorter average tenure than those of other companies in the same industry. High turnover
may be harmful to a company's productivity if skilled workers are often leaving and the
worker population contains a high percentage of novice workers. Companies also often track
turnover internally across departments and divisions or other demographic groups such as
turnover of women versus turnover of men.
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Retirement: When a person chooses to leave the workforce. The concept of full retirement
being able to permanently leave the workforce in old age is relatively new and for the most
part only culturally-widespread in first-world countries. Many developed countries have some
type of national pension or benefits system to help supplement retirees' incomes.
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Purpose of HRP:
future demand for and supply of the right type of people in the right numbers.
It is only after HRP is done, that the company can initiate and plan the recruitment and
selection process.
HRP is a sub-system in the total organizational planning.
HRP facilitates the realization of the companys objectives by providing right type and
Importance of HRP:
i.
ii.
Cope with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, technology, products and government regulations. Such changes
generate changes in job content, skills demands and number of human resources
required.
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Creating highly talented personnel: Since jobs are becoming highly intellectual
iii.
and incumbents getting vastly professionalized, HRP helps prevent shortages of labor
caused by attritions. Further technology changes would further upgrade or degrade
jobs and create manpower shortages. In these situations only accurate human resource
planning can help to meet the resource requirements. Further HRP is also an answer
to the problems of succession planning.
iv.
v.
vi.
vii.
Resistance to change & move: The growing resistance towards change and move,
viii.
self evaluation, loyalty and dedication making it more difficult to assume that
organization can move its employees everywhere. Here HRP becomes very important
and needs the resources to be planned carefully.
expensive.
More time is provided to locate talent
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Better opportunities exists to include women and minorities in future growth plans
Better planning of assignments to develop managers
Major and successful demands on local labor markets can be made.
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I. Planning the Job Analysis: It is crucial that the job analysis process be planned before
beginning the gathering of data from managers and employees. Probably the most important
consideration is to identify the objectives of the job analysis. Maybe it is just to update job
descriptions. Or, it may include as an outcome revising the compensation programs in the
organization. Another objective could be to redesign the jobs in a department or division of
the organization. Also, it could be to change the structure in parts of the organization to align
it better with business strategies.
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Whatever the purpose identified, it is vital to obtain top management support. The backing of
senior managers is needed as issues arise regarding changes in jobs or the organizational
structure. Support from even the highest levels of management helps when managerial and
employee anxieties and resistance arise.
II.Preparing and Introducing the Job Analysis: Preparation begins by identifying the
jobs under review. For example, are the jobs to be analyzed hourly jobs, clerical jobs, all jobs
in one division, or all jobs in the entire organization? In this phase, those who will be
involved in conducting the job analysis and the methods to be used are identified.
Also specified is how current incumbents and managers will participate in the process and
how many employees jobs will be considered.
III.Conducting the Job Analysis: With the preparation completed, the job analysis can be
conducted. The methods selected will determine the time line for the project. Sufficient time
should be allotted for obtaining the information from employees and managers. If
questionnaires are used, it is often helpful to have employees return them to supervisors or
managers for review before giving them back to those conducting the job analysis. The
questionnaire should be accompanied by a letter explaining the process and instructions for
completing and returning the job analysis questionnaires.
IV.Developing Job Descriptions and Job Specifications : At this stage the job analysts
will prepare draft job descriptions and job specifications. Later in this chapter is a section
discussing details on how to write job descriptions and job specifications. Our purpose here is
to emphasize that the drafts should be relatively complete and identify areas where additional
clarifications are needed.
Generally, organizations have found that having managers and employees write job
descriptions is not recommended for several reasons. First, there is no consistency in format
and details, both of which are important given the legal consequences of job descriptions.
Second, managers and employees vary in their writing skills. Also, they may write the job
descriptions and job specifications to reflect what they do and what their personal
qualifications are, not what the job requires.
V.Maintaining and Updating Job Descriptions and Job Specifications: Once job
descriptions and specifications have been completed and reviewed by all appropriate
individuals, a system must be developed for keeping them current. Otherwise, the entire
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process, beginning with job analysis, may have to be repeated in several years. Because
organizations are dynamic and evolving entities, rarely do all jobs stay the same for years.
Someone in the HR department usually has responsibility for ensuring that job descriptions
and specifications stay current. Employees performing the jobs and their managers play a
crucial role because, as those closest to the jobs, they know when changes occur. One
effective way to ensure that appropriate reviews occur is to use job descriptions and job
specifications in other HR activities.
Job Description:
Job Description implies objective listing of the job title, tasks, and responsibilities involved in
a job. Job description is a word picture in writing of the duties, responsibilities and
organizational relationships that constitutes a given job or position. It defines continuing work
assignment and a scope of responsibility that are sufficiently different from those of the other
jobs to warrant a specific title. Job description is a broad statement of purpose, scope, duties
and responsibilities of a particular job.
Job Identification
Job Summary
Job Duties and Responsibilities
Supervision specification
Machines, tools and materials
Work conditions
Work hazards
Definition of unusual terms
Job Title
Region/Location
Department
Reporting to (Operational and Managerial)
Objective
Principal duties and responsibilities
Job Specifications:
Job Specification involves listing of employee qualifications, skills and abilities required to
meet the job description. These specifications are needed to do job satisfactorily. In other
words it is a statement of minimum and acceptable human qualities necessary to perform job
properly. Job specifications seeks to indicate what kind of persons may be expected to most
closely approximate the role requirements and thus it is basically concerned with matters of
selection, screening and placement and is intended to serve as a guide in hiring.
Physical Characteristics
Psychological characteristics
Personal characteristics
Responsibilities
Demographic features
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Selection: Selection is the process of picking up individuals (out of the pool of job
applicants) with requisite qualifications and competence to fill jobs in the organization.
External Factors:
Recruitment Policy
Human Resource Planning (Planning of resources required)
Size of the Organization (Bigger the size lesser the recruitment problems)
Cost
Growth and Expansion Plans
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professional and training institutions are called body shoppers and these activities are
known as body shopping. The body shopping is used mostly for computer
professionals. Body shopping is also known as employee leasing activity.
Mergers and Acquisitions: Business alliances like acquisitions, mergers and take
over help in getting human resources. In addition the companies do also alliances in
sharing their human resource on abhor basis.
E-recruitment: The technological revolution in telecommunications helped the
organizations to use internet as a source of recruitment. Organizations advertise the
job vacancies through the World Wide Web (www). The job seekers send their
applications through e-mail using the internet.
Outsourcing: Some organizations recently started developing human resource pool
by employing the candidates for them. These organizations do not utilize the human
resources; instead they supply HRs to various companies based on their needs on
temporary or ad-hoc basis.
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Personnel Planning
Strategy Development
Searching
Screening
Evaluation
Control
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External Environment
Internal Environment
Rejected Application
Preliminary Interview
Employment Testing
Diagnostic Interview
Decision
Physical Examination
Job Offer
Employment Contract
Evaluation
Fig: Selection Process
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Screening of the Application Form: The Application form provides basic employment
information for use in later steps of the selection process & can be used to screen out
unqualified applications. It may provide three important purposes:
1. It introduces the candidate to the company.
2. It helps the company to screen & reject candidates if they fail to meet the eligibility
criteria at this stage.
3. It can serve as basics to initiates a dialogue in interview.
Reference & Background Analysis: Many employer requests name, addresses &
telephone numbers or references for the purpose of verifying information & perhaps gaining
additional background information on an applicant.
Selecting Decision: After obtained information through the preceding steps, selection
decision the most critical of all steps must be made. The other stages of the selection process
have been used to narrow the number of candidates.
Physical Examination: There are several objectives behind a physical test. Obviously, one
reason for a physical test is to detect if the individual carries any infection diseases. Secondly,
the test assists in determining whether an applicant is fit to perform the job. Thirdly, the
physical examination formation may be used to determine if there are certain physical
capabilities which differentiate successful & less successful employees.
Job Offer: Job offer is made through a letter of appointment. Such a letter generally
contains a data by which the appointee must report on duty. The appointee must be given
reasonable time for reporting. This is particularly necessary when he or she is already in
employment, in which case the appointee is required to obtain relieving certificate from the
previous employer.
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Employment contract: An employment contract is a written legal document that lays out
binding terms and conditions of employment between an employee and an employer. A job
offer letter is an informal employment contract that usually spells out just the basics of
compensation and benefits, job title, and reporting relationships. Employers may need to offer
senior level employees a job offer letter that spells out many of the components of the
employment contract.
Evaluation: The broad test of the effectiveness of the selection process is the quality of the
personal hired. An organization must have complete and committee personal the selection
process, if properly done, will ensure availability if such employees. A periodic audit is the
answer. Audit must be conducted by people who work independent of the HR department.
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Chapter Four
Recruitment and selection Process
of
Janata Bank Limited
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d.1 Introduction
Every organization follows their own recruitment and selection process to get their desire
employees for achieving their ultimate goal. Through this intern program I went through
various aspects about recruitment and selection process of Janata Bank Limited. During this
internship program the major aspects of recruitment and selection process of Janata Bank
Limited that come to my notice are stared here.
To know the future demand of human resources, the HR division of Janata Bank Limited
usually provides all the other divisions and branches with a general form at the
beginning of the year. From the information collected from these forms, the HR division gets
an estimate of the human resource requirement for the year. No long term human resource
forecasting is done in JBL .
The recruitment goals of Janata Bank Limited are to attract and retain highly qualified human
resources who will perform best in their respective areas. The bank not only tries to attract
well qualified candidates but also tries to identify and recruit people who are really interested
to working the bank for an acceptable period of time.
4.2Types of Recruitment
Janata Bank Limited practices two types of recruitment
Yearly recruitment: this is done each year, according to the HR plan
Need-based recruitments: this is done when there is a sudden vacancy
tie up with the placement season of various universities that are targeted for recruitment. The
HR Division needs to identify a set of campuses based on the courses conducted there, any
past experience of candidates from these campuses and the emerging requirements of the
bank.
The HR Division will need to take a decision regarding the source of external
recruiting considering variables like
Available spread of candidates
Cost impact
Time needed
And the external recruitment methods include:
Advertising in newspapers, company website etc.
Employee referrals
Internships
Recruitment Process: The Recruitment Process of Janata Bank Limited follows as:
Identify vacancy
Advertising the
Arrange Interviews
Decision making
A. Identify vacancy:
Janata Bank Limited first identifies the vacancy. They Follow:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
C. Short-listing:
Applicant tracking systems provide following tips:
Resume writhing: Applicant tracking systems work best with text and resume should
be designed accordingly.
Resume Front: There are a few reasons important to keep resume simple.
Format of Cover Letter: Depending on the hiring organization either it viewed on not.
Resume File Format: The file format may vary based on the bank applicant system.
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D. Arrange Interviews:
Janata Bank Limited arranges interviews and ask questions about the applicant`s experience
and skills work history, availability, and the qualifications the bank is seeking in the optimal
candidate for the job. Interview can be a more in-depth one-on-one interview with the
persons. It can be day-long interview that including meetings with bank staff.
E. Decision Making:
Cognitive processing has a primary role in decision making. The regulation and knowledge of
cognition, affects decision making in a consistent and predictable way. Data collection
involved four strategies on managerial decisions have received little attention.
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Receipt of Applications
Sorting out of Applications
Informing Candidates
Written Tests
Interview
Physical Examination
Receipt of Applications
This is the first selection hurdle to join JBL. Candidates either send their CVs in application
for a specific vacancy, or they send unsolicited CVs for any suitable position. The HR
division collects job applications against each job vacancy. In case of newspaper
advertisements, the applicants are given at least 3 weeks to apply. After a specific period, each
and every job is closed for applying.
out experienced and competent bankers in other banks. Once potential candidates are thus
found out, they are contacted and called for an interview.
Informing Candidates
After the applications are sorted out and a preliminary list is prepared, the candidates are
informed and are called for a written exam (for entry level positions) or an interview (for
experienced banker for mid-level or senior level positions). For written tests, the bank issues
admit cards through courier services seven to ten days prior to the exam.
Written Tests
The employment test is generally an aptitude test which measures the candidates verbal
ability, numerical ability, reasoning ability etc. The HR division contacts IBA/BIBM to
design and conduct the recruitment tests on behalf of the bank. The HR division
provides them with the desired academic qualification and the name of the vacant posts to
construct the question paper for the test.
Interview
The interviews that are conducted are panel interviews and not structured. The
interview board consists of the MD. DMDs and the Head of HR. Even in the selection of
fresh graduates for TA or MT positions, those top level and executive level managers are
present. Usually only one interview is conducted for selecting a candidate for a position. But
in case of recruiting experienced bankers, sometimes more than one interview is conducted.
Physical Examination
After the appointment letters are printed, the candidates are given one month for joining.
First, the candidates have to go through physical examinations. If the result of these physical
examinations is satisfactory, then the candidate is eligible to join the bank.
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1. Which of the following recruitment sources are followed for recruitment and
selection in Janata Bank Limited?
Internal; 4%
External; 23%
Both; 73%
Explanation: This pie chart shows that out of 100% respondent, 4% of the respondents
Prefer internal, 23%of the respondents external. Other73% respondents say both, overall
recruitment and selection sources of Janata Bank Limited.
Comment: This graph shows that Janata Bank Limited (JBL) uses both internal and external
sources to their recruitment and selection process.
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Interview; 15%
Explanation: This pie chart shows that out of 100% respondent, 15% of the respondents
Say that Janata Bank Limited recruit potential employees through only interview and 85%of
the respondents say that they recruit potential employees through the interview & test result
external.
Comment: Janata Bank Limited (JBL) evaluates both test result and interview to select the
potential employees.
Nutral; 12%
Agreed; 23%
Explanation: This pie chart shows that out of 100% respondent, 65% of the respondents
Strongly Agreed and 23%of the respondents Agreed. Other 12% respondents did not provide
any opinion thats why we can assume that they are at neutral position.
Comment: This chart shows that maximum number of Janata Bank Limited (JBL)
Employee Strongly Agreed recruitment and selection process is satisfactory and effective.
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Nutral; 15%
Strongly Agreed; 31%
Agreed; 54%
Explanation: In the case of recruitment mode organization normally follows informal and
formal mode. This pie chart shows that out of 100% respondent, 54% of the respondents
Agreed that JBL follow both system and 31%of the respondents Agreed. Other 15%
respondents did not provide any opinion thats why we can assume that they are at neutral
position.
Comment: This chart shows that, they follow informal and formal Both a agreed
recruitment and selection process is satisfactory and effective.
Agreed; 50%
Explanation: In the question of lengthiness 50%of the employees said that the process for
recruitment and selection is not lengthy and other 50%says that the process is lengthy.
Comment: This chart shows that, Interview series 50% of the employees think it is lengthy
and it does not take much time that why rest of the employees disagreed.
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Disagreed; 4%
Nutral; 15%
Agreed; 31%
Explanation: This graph is shows that out of 100% respondent, 50% of employees are
agreed and 35%of employee strongly agreed. 15% employees did not provide any opinion
thats why we can assume that they are at neutral position. Other hands 4% of employees are
disagree
Comment: Most of employees agreed and Strong agreed Janata Bank Limited (JBL) has
free from biasness but some are neutral because they have no effect and 4%disagreed because
they think JBL is not free from biasness.
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Disagreed; 4%
Nutral; 19%
Agreed; 31%
Explanation: This graph it is seen that 46% employees are strongly agreed and 35%of
employees agreed that JBL follows objective criteria but 19% employees are neutral they have
no effect about objective criteria. Other hands 4% of employees are disagreeing.
Comment: Most of employees Strong agreed with Janata Bank Limited follows objective
criteria in recruitment and selection process. Because they are think that JBL maintain
objective criteria but some of employee disagreed that they objective criteria
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Nutral; 15%
Strongly Agreed; 27%
Agreed; 58%
Explanation: This graph is shows that about 58% employees think that their Recruitment
and Selection Processes is cost effective and 27%strongly satisfied with the cost effectiveness
and 15% of the employees were neutral.
Comment: Their recruitment and selection process is not much costly that is why almost all
the employee agreed that process is cost effective.
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Nutral; 8%
Strongly Disagreed; 23%
Disagreed; 69%
Explanation: About 67% employees do not think that Recruitment and Selection Process
generates hassle, 23%strongly disagreed also and other 8% was neutral.
Comment: Recruitment and selection process operate much swiftly or the process is easy
and acceptable that`s why all the employees disagreed with the statement.
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Disagreed; 12%
Nutral; 23%
Agreed; 15%
Explanation: 50% of the employees strongly agreed that or think that recruitment and
selection process should be improved, 15%agreed with the same Statement but 12% does not
think that they need improvement in recruitment and selection process. And other 23% was
neutral.
Comment: For recruiting more qualified and talent employees 65% employees think that the
recruitment and selection process should improve.12% employees are satisfied with present
recruitment and selection process thats why they disagreed with it.
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the short listing of CV and end at job contract with the candidates.
Almost all employees agreed that the recruitment and selection process is efficient,
process.
Most of employee feel agreed that the recruitment and selection process is
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Chapter five
Conclusion and Recommendations
5.1 Conclusion
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The success of a commercial bank depends largely in the quality of service rendered to the
clients. Quality of service depends on the competence and the quality of the employees of the
organization. Therefore, the authority of JBL has to be careful in recruiting the right person
for each job. As has been seen, the recruitment and selection process of JBL has rooms for
improvement. The policy and process should be revised. So although the process they have
been adopting so far has been somewhat effective, to adapt to the changing times, the process
should be revised and streamlined.
The human resource department so strong to maintain their acquisition, training and
development, provide compensation task properly. Their recruitment and selection is also
noticeable. Their recruitment and selection process is much goal oriented and they are
achieving their goal. They take more interviewees but it is not cost effective .JBL`s
recruitment and selection process is an effective but few employees think the recruitment and
selection process should be improved.
5.2 Recommendations
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Janata Bank only depends on advertising through the daily newspapers but they
reason of regular employ turnover and also should take the initiative to reduce it.
They should follow some strategies to retain effective employees
The training program is not routine activity of JBL so they should arrange it in every
two months.
A single step interview may not be effective to get the right candidates so they should
take interview at least in 2 steps. They further can take IQ test for selecting
employees.
Appendix -A
Reference:
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Decenozo D A and Robbins SP 2006, Human Resource Management, 7th Edition, John
Wiley &sons (Asia) Pte. Ltd.
Dessler G 2005, Human Resource Management, 10th Edition, Pearson Prentice Hall,
United States.
Mello AJ 2007, Strategic Human Resource Management, 2nd Edition, Baba Barkha
Nath Printers, Haryana.
Annual report JBL 2013.
www.Janatabanklimited.com
www.wiki-pedia.com
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Appendix-B
Questionnaire Survey Analysis Tables
1. Which of the following recruitment sources are followed for recruitment and
selection in Janata Bank Limited?
Comment From respondents
Number of respondent
Percentage
Internal
4%
External
23%
Both
20
73%
Number of respondent
Percentage
22
85%
Interview
15%
Academic Result
0%
process of JBL.
Comment From respondents
Number of respondent
Percentage
Strongly Agreed
17
65%
Agreed
23%
Neutral
12%
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Disagreed
0%
Strongly Disagreed
0%
Number of respondent
Percentage
Strongly Agreed
31%
Agreed
14
54%
Neutral
15%
Disagreed
0%
Strongly Disagreed
0%
Number of respondent
Percentage
Strongly Agreed
0%
Agreed
13
50%
Neutral
0%
Disagreed
0%
Strongly Disagreed
13
50%
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Number of respondent
Percentage
Strongly Agreed
13
50%
Agreed
31%
Neutral
15%
Disagreed
4%
Strongly Disagreed
0%
Number of respondent
Percentage
Strongly Agreed
12
46%
Agreed
31%
Neutral
19%
Disagreed
4%
Strongly Disagreed
0%
Number of respondent
Percentage
Strongly Agreed
27%
Agreed
15
58%
Neutral
15%
Disagreed
0%
Strongly Disagreed
0%
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Number of respondent
Percentage
Strongly Agreed
23%
Agreed
Neutral
8%
Disagreed
18
69%
Strongly Disagreed
0%
From
Number of respondent
Percentage
respondents
Strongly Agreed
12
50%
Agreed
15%
Neutral
23%
Disagreed
12%
Strongly Disagreed
0%
Questionnaire
Please with down the correction answer you think apocopate by tick ( ) in specified category
and answer on dash (..) area only. Your co-operation in answering the following question
will be highly appreciated, Thank you.
General Information:
Name:
Designation:
Department:
Open Ended Question (only for Executives)
1. What are the sources of recruitment generally used in your origination?
Internal Sources Recruitment.
b. Employee referrals.
c. Former employees.
d. Previous applications
b. Advertisement.
c. Employment Exchange.
d. Campus Recruitment.
e. Walk-ins ,Write-ins ,Talk-ins.
f. Consultants.
g. Contractors.
h. Displaced Person.
i. Radio and Television.
j. Acquisition and Mergers.
External Factors:
a. Supply and demand.
b. Unemployment rate.
c. Labor market.
d. Political-social
e. Competitors.
f. Image of the organization.
Internal Factors:
a. Recruitment policy.
b. Human Resource Planning.
c. Size of the firm.
d. Cost.
e. Growth and Expansion.
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Strongly disagreed.
Disagreed.
Neutral.
Agreed.
Strong Agreed.
1. Which of the following recruitment sources are followed for recruitment and
selection in Janata Bank Limited?
SL
3.
Statements
4.
5.
recruitment system
The recruitment and selection process is not lengthy at all
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6.
from biasness.
Recruitment and Selection process follows objective
criteria and is connected to achievement of organizational
8.
goal
Recruitment and Selection process is coat effective for
9.
10.
applicants
Recruitment and Selection process should be improved in
this organization.
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