RECRUITMENT AND SELECTION PROCESS: A STUDY ON DUTCH- BANGLA BANK LIMITED Submitted To: Dr. ABC M. Com. (Hons. ), M. Com. (Dhaka), Ph. D. (Brunel, U. K. ) Professor DEPARTMENT OF MANAGEMENT STUDIES UNIVERSITY OF DHAKA Submitted By: XYZ Submission Date: July 25, 2011 DEPARTMENT OF MANAGEMENT STUDIES UNIVERSITY OF DHAKA July 19, 2010 Dr. Shahid Uddin Ahmed Professor Department of Management Studies University of Dhaka Subject: Letter of Transmittal. Dear Sir,

With due respect, I would like to inform you that, it is a great pleasure for me to submit the report on “The Recruitment & Selection Process in the context of Dutch-Bangla Bank Limited” for the partial satisfaction of the requirements of human Resource Management course. While conducting the report, I have gathered lots of practical knowledge about the whole “Recruitment and Selection” operation. I have tried my best to collect data and information as much as I could to make the report a compact one. I therefore, sincerely believe that this report will satisfy you.

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I shall be pleased to answer any query you think necessary as and when needed. Cordially, Xyz ID: 3-09 EMBA Program Department of Management Studies University of Dhaka Acknowledgement Preparing a research paper on a selected topic is an integral part of Human Resource Management course. Every student of the course has to select a company and a topic that related to that companies activity. My company is Dutch-Bangla Bank Limited and my selected topic is “Recruitment and Selection Process of DBBL”. First of all, my hearty thanks go to Dr.

Shahid Uddin Ahmed for his enthusiastic guidance and consideration during the entire phase of the study made it possible for me to prepare this compact report. I should again thank him for managing his invaluable time for guiding me in the proper way for preparing this report. Simultaneously, my thank goes to Mr. Md. Kamal Hossain (Manager in Charge of Mohakhali Branch) for his sincere cooperation. It would be unwise on part of me if I don’t acknowledge the superb support of all the officers, especially of those with whom I worked.

I must mention the excellent working environment and positive group behavior of this bank, which helped me tremendously. However, to my best, I tried hard and worked sincerely on this report to make an informative one. At last, my sincere apology goes to the readers for my conceptual and printing mistakes, if there is any. Executive Summary ? Dutch-Bangla Bank Limited (DBBL) is one of the leading reputed well-established large banking organizations who handle the banking operation in effective way. Its Human Resource Department is strong and support and coordinate other department. The HRD handle the 1600 employees who work at head office and different branches across the country. The HRD design and focus on human resource planning in an appropriate way so that the DBBL get the best and most talent employees and keep them for long time. ? The HRD design job analysis, which include job description and job specification. The job description and job specific is done in an effective way so that the job applicant and the employees understand their job criteria and career opportunity. ? HRD recruit employees from a diverse population.

The employee testing and selection process is done through the Bangladesh Institute of Bank Management (BIBM) and Institute of Business administration (IBA). After final selection then the new recruited employees is sent to the DBBL own training center as well BIBM and Bangladesh Bank Training Academy (BBTA). ? The employee of DBBL gets a handsome salary and economic benefit as well as benefits and services, which is provided by HRD. Besides attractive remuneration DBBL always encourages excellence in performance by rewards and recognition. HRD of DBBL conscious and give ample opportunity to the career development as well employee welfare. So the executive of the DBBL always enjoy social status. ? The overall HRM of DBBL is supportive and contributes to the employee welfare as well as coordinates to the other department to the reach the organization goals. TABLE OF CONTENT Introduction of the Organization 1. Company Overview Dutch-Bangla Bank Limited (DBBL) is Bangladesh’s most innovative and technologically advanced bank. DBBL stands to give the most innovative and affordable banking products to Bangladesh.

An Amongst bank, DBBL is the largest donor in to social causes in Bangladesh. It stands as one of the largest private donors’ involved in improving the country. DBBL is proud to be associated with helping Bangladesh as well as being a leader in the country’s banking sector DBBL is a Bangladesh European private joint venture scheduled commercial bank commenced formal operation from June 3, 1996. The bank was an effort by local shareholders spearheaded by M Sahabuddin Ahmed (founder chairman) and the Dutch company FMO. The head office of the Bank is located at Senakalyan Bhaban (4th floor), 195, Motijheel C/A, Dhaka-1000, Bangladesh.

With 30% equity holding, the Netherlands Development Finance Company (FMO) is the international co-sponsor of the Bank. Out of the rest 70%, 60% equity has been provided by prominent local entrepreneurs and industrialists & the rest 10% shares is the public issue. During the initial operating year (1996-1997) the bank received skill augmentation technical assistance from ABN Amro Bank of the Netherlands. Primarily the bank is a public company limited by shares under Company Act 1994. The Bank is being managed and operated by a group of highly educated and professional team with diversified experience in finance and banking.

Taking cue from its pool esteemed clientele, Dutch-Bangla Bank intends to pave the way for a new era in banking that upholds and epitomizes its vaunted marques “Your Trusted Partner”. Starting with one Branch in 1996, DBBL has expanded to 79 branches including nineteen branches outside of the capital. Now it has 500 ATM booths. To provide client services all over Bangladesh it has established a wide correspondent banking relationship with a number of local banks. To facilitate international trade transactions, it has arranged correspondent relationship with large number of international banks which are active across the globe.

The Bank’s stated strategy is to attract, retain and motivate the very best people. 1. 2Mission Dutch-Bangla Bank engineers enterprise and creativity in business and industry with a commitment to social responsibility. “Profits alone” do not hold a central focus in the Bank’s operation; because “man does not live by bread and butter alone”. 3. Vision Dutch-Bangla Bank dreams of better Bangladesh, where arts and letters, sports and athletics, music and entertainment, science and education, health and hygiene, clean and pollution free environment and above all a society based on morality and ethics make all our lives worth living.

DBBL’s essence and ethos rest on a cosmos of creativity and the marvel-magic of a charmed life that abounds with spirit of life and adventures that contributes towards human development. 1. 4Core Objectives Dutch-Bangla Bank believes in its uncompromising commitment to fulfill its customer’s needs and satisfaction and to become their first choice in banking. Taking cue from its pool of esteemed clientele, Dutch-Bangla Bank intends to pave the way for a new era in banking that up holds and epitomizes its vaunted marquis “Your trusted partner”. 1. 5Corporate Information • Dated of incorporation- July 4, 1995 Inauguration of first branch-local office December 21, 1995 • From inauguration – June 3, 2008 • Total Asset: TK. 60,682. 07 million • Total Capital: TK. 4,615. 98 million • Partnership of share capital: a. Local: 70% b. Foreign: 30% 1. 6 Organogram 1. 7 Organizational Hierarchy of DBBL 2. Introduction of the Study Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies and selection activities follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision.

It is the initial identification of suitable candidate for the job at hand. Several strategies are adopted for attracting and informing candidates about a particular vacancy. An effective recruiting process requires a significant pool of candidates to choose from- and the more diversity within that group the better. Achieving a satisfactory pool of candidates, however, may not be easy, especially in tight labor market. The first goal of recruiting is to communicate the position in such a way that job seekers respond.

Recruitment activities may include advertisements in newspapers and/or journals, posting on the Internet, networking with private employers, contacting members of the minority communities, and other accepted practices. After recruitment comes the screening process. It is the systematic process of selecting the best candidate for the job. Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and competences of the workforce. A good recruiting and selection program attract the qualified and discourage the unqualified.

Meeting this dual objective will minimize the cost of processing unqualified candidates. 1 2. 1Scope and Limitations of the Study Report writing is a very important part of HRM course. It gives the students to achieve the practical knowledge about the subject. So it is easy to say that the importance of report writing is knows no bounds. But while my report work was going on I face some problem. This study is limited in Dutch-Bangla Bank Limited Dhaka. So, the study is completed on the operation practiced in this bank. Operations are not practiced in the bank not covered in this study.

The limitations of such activities are: I. The time that is provided is not sufficient for gathering data and achieving idea about the institution. II. Report writing is one kind of research work. Research work requires huge time, financial assistance and supports from the concerned authority. But in case of some institution, such kind of assistance is not available. III. In many cases other relevant authorities are not aware about report. IV. In case of collecting data from primary respondent, they give the average answer of all questions.

I have face the difficulties for finding out the negative information regarding recruiting and selection process because nobody wants to disclose any negative information regarding their own working organization. 2. 2Methodology The research will provide an understanding of the recruitment and selection concept of the bank in Bangladesh especially about the Dutch-Bangla Bank. Both primary and secondary data have been gathered to attain the objectives of the study. 2. 2. 1Primary Source The research will be conducted in the experience surveys, which is related to primary data collection process.

Experience survey will be compiled using interview format. Interviews will conduct with knowledgeable and experienced individuals internal to the bank. Participants will be carefully selected. 2. 2. 2Secondary Source Secondary data sources are primarily related to banks documents, recruitment and selection practices method of the Dutch-Bangla Bank. 2 3 2. 3Objective of the study 2. 3. 1Broad objective • To find out the recruitment and selection process of Dutch-Bangla Bank Ltd. 2. 3. 2Specific Objective • To find out the banks satisfaction over the recruitment and selection process. To achieve the practical knowledge about recruitment and selection process of Dutch- Bangla Bank Ltd. • To find out the problems and barriers regarding the recruitment and selection process of Dutch Bangla Bank Ltd and recommend on that. 1 2. 4Literature Review In this part we tried to analyze the history and some of the recent research on the topic. Discussion on some previous thesis on recruitment and selection is summarized below. 2. 4. 1History of the topic • Braun S. A (1995) focuses on strategies to conduct effective interviews in his article which provides a practical step-by-step guide for conducting job interviews.

This paper is suitable for readers interested in tips on improving recruitment and selection procedures. • Tailor, P (1998) outlines seven commonly held misconceptions about recruitment and selection practices in his article. Areas discussed include the validity of various recruitment and selection measures (e. g. , interviewing, reference checks), the conditions necessary to maximize the effectiveness of these practices, and common mistaken perceptions of the interview process. This article is most useful for readers interested in workforce development theory and research. 2. 4. Recent research on the topic • David M Williams (2008) addresses the problem of the identification of leadership capabilities prior to the recruitment and selection of leaders through the development of a conceptual model that links the intent of the leadership role with performance outcomes and the context in which the leadership role resides. • Breaugh, J. A. , and M. Starke. (2000) Offers a theoretical framework of recruitment. A model linking various stages of recruitment (e. g. , recruitment objectives, strategy development, recruitment activities and intervening / process variables) is proposed.

In addition, a comprehensive review of available literature examines sources of recruitment, recruiters and realistic job previews. This paper is most useful for readers interested in workforce development theory and research. • Wanous, J. P, and Reichers, A. E. (2000) discusses the nature of employee orientation programs and presents a new framework for a program designed to minimize employee stress (Realistic Orientation Programs for new Employee Stress (ROPES)). The key principles and steps necessary to successfully achieve this type of program are summarized.

This paper is most useful for readers interested in workforce development theory and research. • Professor Fiona Patterson, Dr Maura Kerrin, and Geraldine Gatto-Roissard (2007) review the” current appointments process for Consultant Recruitment in Scotland and consider the findings in relation to best practice selection and recruitment practices. They find out that the current appointments process for consultant recruitment in Scotland is not working efficiently. They showed how selection and recruitment methods could deliver benefits for both individuals and organizations. Research and Training Center on Community Living (2006) made a research on Promising Practices in Marketing, Recruitment and Selection Interventions They find out that the ability to recruit qualified potential new workers that are committed to the profession and will stay in their positions is directly related to the ability of organizations to provide high quality care and support. They also suggested that effective recruitment and selection strategies are those that, when used, result in fewer vacancies and greater retention of employees. Helen Verhoeven and Sue Williams (2007) study into Internet recruitment and selection in the United Kingdom. The study discusses the advantages and disadvantages of Internet recruitment and selection in the United Kingdom. Authors said that the suitability of the use of the Internet for recruiting for all levels of jobs is questionable. The research findings imply that in order to make effective and efficient use of Internet recruitment, employers should know which types and which levels of jobs can be filled by using the Internet in the recruitment and selection process. 3.

Human Resource Practice in Dutch-Bangla Bank Limited In common with most organizations, DBBL’s performance depends on the quality and commitment of its people. Accordingly, the Bank’s stated strategy is to attract, retain and motivate the very best people and therefore Dutch-Bangla Bank always conscious about human resource planning. They follow the motto, which is “Finding and keeping the best employees. ” The DBBL analysis the following human resource planning criteria. 2 Functions 3. 1. 1Acquisition HRD of DBBL first designed the plan about manpower for their new branch expansion or fill up the vacant post.

A sound job analysis gives good support to the HRD. So DBBL plans an effective job analysis so that the applicant or employee can easily understand the job criteria, responsibilities and employee incentives, benefits and other facilities. In which way the talent employee will be recruited and the finally placement process will be conducted all this things are included in human resource planning. 3. 1. 2 Development: DBBL attaches utmost importance to the development of its employees through continuous training. DBBL imparted training to 413 officers in 9 different ourses during 2008. The training programs were organized by the DBBL’s own training institute. DBBL also nominated 170 officers to undergo different training programs/courses organized by different organizations like BIBM, BBTA and other similar organization. The DBBL always tried to give effective training to its employees because of enhance the effectiveness. The training procedures are: employee orientation, planning time, training method, training material, team building and communication approach, evaluation.

After the completion of successful recruitment and placement process the human resource division of DBBL sends to the new recruited employees to its own training center as well as the reputed institution. The training Center are: DBBL Own Training Center, BBTA, BIBM, India (Kolkata), The Netherlands Development Finance Company (FMO). Besides training center the every executive officers of DBBL participate the different types of seminars, conference and workshop program so that they can enrich their knowledge, skills and professional competency. 3. 1. 3 Motivation

Under Motivation function Performance appraisal process is important for any organization to its human resource department. DBBL’s human resource department evaluate the employee performance and such a effective way the HRD examine the employee’s skills, performance, abilities and professional competencies. The HRD department always monitors employee’s previous and current performance records. DBBL offer highly attractive remuneration to its employees. The HRD of DBBL designed pay plan in such a way that each employee can be satisfied and be motivated.

DBBL always follow the corporate culture and the DBBL is one of the leading and well-established large banking organizations in Bangladesh. The bank’s activities are based on trust and relationships, the Bank’s policy are to look after people who want to make a long term career with the Bank because trust and relationship are built over time. Remuneration packages may be an important to motivate for joining a company, but it is not the only one. In case of DBBL, it is the excellence DBBL with good values, fairness, potential for success, scope to develop a broad interesting career etc, which attract people to join and work with DBBL.

DBBL always encourages excellence in performance by rewards and recognition. In addition a number of well through policies were formulated for the welfare of the employees in the form of DBBL which are given below: House Building Loan Scheme Car leasing scheme for employees Death and Disability/ Superannuation Fund Medical allowance Provident Fund Group insurance, Life Insurance Recreational or Tour benefit Annual Bonus, Half yearly bonus Festival Bonus Leave facilities . Maintenance The corporate culture at DBBL as grew over last 14 years is such that the members of the staff have ample opportunities to take initiative and responsibilities. The challenge is to maintain a business like, committed corporate culture that matches DBBL’s mission. Achieving results and taking responsibility are important components of the culture that the DBBL pursue one in which HRD and other department work together. Employee relation is better as well as communication approach is much more effective.

The HRD of DBBL influence and motivate to the employee in such a way that the relation of each employee are friendly, beneficial and supportive. The HRD also monitor the organizational behavior of the employees. The HRD recruit most talent employees with Y factor. The relations of each employee are so good that there is no conflict, flatteries, criticism, hostility, contrasting perceptions, and lack of trust, personality clashes and unfriendly behavior. Everyone is helpful to others. From top level to bottom level the chain of command is strong as well as the nature of leadership and empowerment is good.

To enhance the employee relation the HRD of DBBL arrange picnic, travel tour, sports, cultural program each year. The employee of DBBL always enjoys social status. Because the HRD of DBBL give the following opportunity to the employee so that they can feel that they have social status: ? The executive officers of DBBL get a good working condition. The office rooms of the executive are designed in high quality and fascinating outlook of furniture. ? Interior decorations such as carpeting, draperies and artwork are included. ? Location of workplace and working environment is excellent. Facilities of workplace, quality and current equipment such as modern computer technology, fax machine, intercom system etc. is provided to the employee. ? The employee of DBBL always wears a formal dress like suit. ? Privileges are given, job title, employees assigned such as private secretary. ? Degree of financial discretion, DBBL membership so that the employees can enjoy any kind of facilities. ? The employees of DBBL not only contribute his or her family but also contribute to the society. . 2Recruitment and Placement Process 3. 2. 1 Job Analysis DBBL’S job analysis is different from other organization. DBBL reached an important milestone by rewriting and evaluating Job analysis of its members of the staff. The new job description and job specification will increase management’s understanding and involvement in determining the level of responsibility attached to each job. DBBL’s always follow the HR procedures and that’s why the organization analysis the job carefully and this job analysis involves in the following steps: . 3. 2. Recruiting Employees from a Diverse Population After job analysis the DBBL recruit employees from a diverse population and within this population the best individuals are selected for employee testing and selection process. 3. Employee Testing And Selection Process The HRD of DBBL always concern about recruiting the right person for the right job. In testing and selection process the Human Resource Division contact IBA authority or BIBM authority for arrange written test and interview session when the primarily applicants are selected for written test and interview session.

The whole employee testing and selection process activities are provided by DBBL human resource division. The IBA or BIBM take written test and interview session. They examine the written test and also evaluation the interview. After final evaluation the selected candidate list are sent to the human resources department of DBBL. And then the HRD recruit the selected candidate. Selection Procedure is presented below: 1. Obtaining complete application form: Educational background, previous work history, other job related demographic data etc. 2. Sorting out of application form. 3.

Preliminary selection according to requirement. 4. Holding written test (include aptitude test). 5. Conducting Interview session: (Taken by IBA or BIBM expert interview boards). 6. List of final selection candidate. 7. Obtaining physical fitness. 8. Appointment and placement. 9. Establishing trial (probationary) periods. 3. 3Analysis and Discussion 3. 3. 1Circulation of job vacancy By analyzing the response of my target respondents I found that the most common circulation method for job vacancy is the website of Dutch-Bangla Bank Limited. The HR Department of Dutch-Bangla Bank Ltd. re generally used the website for announcing the job vacancies available in their organization. The HR Officials and the Employees both of my respondents emphasized on the website for the circulation of job vacancies. They also said that newspaper is another useful source for giving the circulation of job vacancy. But that was their second choice. About 66% HR Officials and about 71% Employees has given their opinion for website as their main source of job vacancy circulation. And the rest of the percentage was for newspaper as the source of job vacancy circulation.

The graphical figure regarding the sources of job vacancy circulation has been given in the Appendix A (Figure 1 & Figure 2). 3. 3. 2Motivating factors The motivating factors or the attracting factors that helps the potential applicants to motivate and encourage for applying the job is the organization image as they have better promotional activities as well as CSR activities. Most of my respondents think that organization image plays a vital role for motivating the potential applicants. But they some of my respondents also has given their opinion in favor of salary and benefits.

They think that salary and benefits which offered by DBBL are very much attractive. Most of the employees think that organization image is the main attracting factor for them. On the other hand, the HR officials think that they offered attractive salary and benefits programs for their employees which help them to attract potential applicants. About 83% employees has given their opinion for organization image and about 61% HR officials has given their opinion for salary and benefits. The graphical figure regarding this has been given in the Appendix A (Figure 3 and Figure 4). . 3. 3Satisfaction level The satisfaction level of the HR officials and the employees about the overall recruiting and selection process of their organization is quite well. All the HR officials and the employees has agreed that the overall recruiting and selection process of DBBL is at the satisfactory level. 100% of our respondents have shown their satisfaction about the whole recruiting and selection process. The graphical figure of this response has been shown in the Appendix A (Figure 5 and Figure 6). 3. 3. 4Effectiveness and efficiency

The HR officials and the employees are very much agreed with the effectiveness and efficiency of the overall recruiting and selection process followed by DBBL. They think by using this recruiting and selection process they are being able to find out the potential and efficient applicants as they required. They also think that this recruiting and selection process help them a lot to set up the right people for the right place. The graphical figure regarding the effectiveness and efficiency of the recruiting and selection process of DBBL has been given in the Appendix A (Figure 7 and Figure 8). . 3. 5Addition of New Step Although all the HR officials and the employees are very satisfied and agreed with the effectiveness and efficiency about the overall recruiting and selection process of their organization but they have some comments/suggestions regarding this recruiting and selection process. Most of the HR officials think that they should develop a comprehensive Online Job Application Form as DBBL has not any Online Job Application Form in their website for the potential job applicants.

If they are being able to do so then it will be very easier to them for screening and assessing the applications as well as selecting the potential applicants at the initial stage. Some employees also have agreed for having the online job application form. Another thing that the HR officials think to include in their recruiting and selection process is the Computer Skill Test as they don’t have any computer skill test in their recruiting and selection process.

Because they have seen that after becoming recruited some employees have faced the problems for not having proper computer literacy although they mentioned in their application that they have proper knowledge about computer programs. 3. 3. 6Problems/Barriers One of the main problem/barrier that the HR officials think in their recruiting and selection process is the short term training program. Dutch-Bangla Bank Limited provided only 7 days training to their newly recruited employees which are not sufficient for them to perform well.

That’s why the HR officials think that they should increase the time period for their training program. Otherwise it will become a major problem for them to bring out the best effort from their employees. Because they think by using the recruiting and selection process they are being able to select the right people for the right place but because of having short term training program the performance of the newly recruited employees will not that much effective as they expected from them. Then the ultimate problem will become the problem of the recruiting and selection process which is not their fault.

So, the HR officials think this type of situation need to solved otherwise this situation create a problem for their whole recruiting and selection process. 4. Major Findings ? Dutch-Bangla Bank Limited needs to have a comprehensive Online Job Application Form in their website in order to make easier to apply for their potential applicants. It will ease up the recruiting and selection process. ? Dutch-Bangla Bank Limited doesn’t have any step regarding the Computer Skill Test in their whole recruiting and selection process.

They just rely on the applicants’ statement which they are mentioned in their application at the time of applying for the job. As a result, after becoming recruited some of their new employees have faced the problem for operating the computer program. ? The HR Department of Dutch-Bangla Bank Limited provided only 7 days training to their newly recruited employees’ whish is not sufficient for them for bringing out the best from them. As a result, sometimes some of their employees have faced the problem to perform efficiently into their own working areas. Organization image is the main motivating factor for the potential job applicants other than the salary and benefit programs offered by the HRD of Dutch-Bangla Bank Limited. So, this is one of the problems of HRD because they are not being able to attract the potential applicants by offering their own HR programs. ? Dutch-Bangla Bank Limited doesn’t use any other sources for their recruiting and selection process like employee referrals, internal sources, external sources etc. So, sometimes it will become very costly for them to go for formal recruiting and selection process every time. Dutch-Bangla Bank Limited doesn’t have any transportation facilities for their junior officials. If they have then it will become a good motivating factor for the potential applicants to get attracted. ? Dutch-Bangla Bank Limited doesn’t have any Islamic Shariah based banking system which may be an effective motivating factor to attract the potential manpower, as Bangladesh is a Muslim majority country. ? Human Resource Information System (HRIS) are not widely used by the HR Department of Dutch-Bangla Bank Limited. 5. Recommendations

Implementing the following recommendations the Dutch-Bangla Bank Limited will be benefited in terms of recruitment and selection process and can get better human resources. ? Dutch-Bangla Bank Limited should undertake programs to enrich quality of human resources for increasing knowledge and skill level of employees to improve the service to the customers. ? The bank should go for various long term training programs for increasing the efficiency of employees to provide better service to customers as well as for increasing the efficiency of the recruitment and selection process. The HR Department of Dutch-Bangla Bank Limited should develop the comprehensive Online Job Application Form in order to make the applying process instant and easier for their potential applicants as the part of their recruitment and selection process. ? The HR Department of Dutch-Bangla Bank Limited should think about the development of their salary and benefit programs, so that it will become the main motivating/attracting factor for their potential job applicants. Bangladesh being a Muslim majority country a large portion of its population prefers banking based on Islamic Shariah system instead of interest based traditional banking system. Dutch-Bangla Bank Limited can introduce separate Islamic Banking section in their existing branches, so that potential manpower may divert and motivated to be a part of DBBL and also to attract the potential customers as well. ? The job analysis should be more attractive and specific so that potential applicants get attracted to Dutch-Bangla Bank Limited. ? Human resource information system (HRIS) should be used widely.

Modern technology, equipment and material should be linked in the system, so that the recruitment and selection process can be easier and effective as well. ? Transportation facilities should be given to the junior officials, which creates a difference with other Banks and tends the potentials to be motivated to Dutch-Bangla Bank Limited. 1 6. Conclusion Dutch-Bangla Bank Limited is a second-generation bank in Bangladesh and has a strong position in the present competitive market. The Bank has not restricted itself to traditional function rather than it has extended its wings into numerous sectors.

The performance of the bank is satisfactory till its inception and achieving growth in all key areas of operation. The ideal recruitment effort might bring in a satisfactory number of qualified applicants who want the job. The more application received, the better the recruiter’s chances of finding an individual best suited to the job requirement. Once candidates are identified, an organization can begin the selection process. This includes collecting, measuring, and evaluating information about candidate’s qualifications for specified position. HRM must carefully screen final candidates to ensure they fit well in to organization’s culture.

The Human resource department of Dutch-Bangla Bank Limited (DBBL) is strong, supportive to its employees as well as the HRD coordinate the other department in an effective way so that the organization goals can be achieved. The corporate culture at DBBL grew over last 14 years is such that the members of the staff have ample opportunities to take initiative and responsibilities. The challenge is to maintain a business like committed corporate culture that matches DBBL’s mission. Organization success depends on the skill manpower which is provided by the human resources department.

Now-a-days the role of HRD is very important. The biggest multinational company controls their large amount of employee through HRD. Organizations throughout the world are quickly changing and improving the quality. This quality is control by the appraisal process, which include a Varity of assignment. Retention of excellent employee is one of the most important challenges in organizations today. So the HRD of DBBL are conscious about the global challenges and they always try to develop the HRD and therefore the HRD of DBBL is trustworthy to its employees because the HRD stated — “Finding and keeping the best employees”.

References: 2 1. HRM by Garry Dessler, 11th Edition, 2008, Prentice Hall, Inc. 2. Annual Report for FY 2008 of Dutch-Bangla Bank limited. 3. Balance Sheet of the Dutch-Bangla Bank Limited. 4. Different Documents of the Dutch-Bangla Bank Limited. 5. David A. Decenzo & Stephen P. Robbins, “Fundamental of Human Resource Management” 8th edition. 6. Williams David M (2008), “The Identification of leadership capabilities prior to the recruitment and selection of individuals for leadership roles”, DBA thesis, University of Wollongong. 7. Braun, S. A. (1995).

Helping managers become effective job interviewers Industrial Management, 37,5-8. 8. Taylor, P. (1998). Seven staff selection myths. New Zealand Management, 45, 61-65. 9. Breaugh, J. A. , and M. Starke. (2000). Research on employee recruitment: Journal of Management, 26, 405-434. 10. Wanous, J. P. , and Reichers, A. E. (2000). New employee orientation programs. Human Resource Management Review, 10, 435-451. 11. Cassandra M. Guarino, Lucrecia Santibanez and, Glenn A. Daley (2006), “Teacher Recruitment and Retention”, A Review of the Recent Empirical Literature ,Vol. 76, No. 2, pp. 173–208. 12.

Professor Fiona Patterson, Dr Maura Kerrin, and Geraldine Gatto-Roissard (2007), “Appointments Process for Consultant Recruitment in Scotland” Project report. 13. Research and Training Center on Community Living (2006), “Promising Practices in Marketing, Recruitment and Selection Interventions” Research paper on CMS Direct Service Workforce Demonstration, University of Minnesota. 14. Helen Verhoeven and Sue Williams (2007), “Advantages and Disadvantages of Internet Recruitment, A UK Study into Employers’ Perceptions, International Review of Business Research Papers, Vol. 4 No. 1 January 2008 Pp. 364-373 15. http://www. bbl. com. bd/ APPENDIX A. Graphical Representation on Analysis and Discussion. B. Questionnaire for Employees. C. Questionnaire for Officials. D. Sample of Job Description and Job Specification. Appendix A Graphical representation on analysis and discussion [pic] Figure 1: HR Officials’ Opinion Figure 2: Employees’ Opinion [pic] Figure 3: HR Officials’ Opinion Figure 4: Employees’ Opinion [pic] Figure 5: HR Officials’ Opinion Figure 6: Employees’ Opinion [pic] Figure 7: HR Officials’ Opinion Figure 8: Employees’ Opinion

Appendix B SURVEY ON THE RECRUITING AND SELECTION PROCESS OF DBBL (Questionnaire For Employee) Hello Sir, Good day, I am a EMBA students of Dhaka University. I am conducting a research to find out the “The Recruiting and Selection Process of Dutch-Bangla Bank Limited”. For my research purpose I am conducting a survey upon the Staffs and Managements of the Dutch-Bangla Bank Limited. In this regard I will be glad if you give me some of your valuable time. Any information that you give shall remain strictly confidential and shall be used for this research purpose only. To be translated in to Bangla for respondents who finds difficulty in English) 1. How did you get the information of DBBL job vacancy? WebNewspaper Friends DBBL employee others 2. What attracts you to be an applicant of DBBL? Salary and benefit Work Environment Organization image others 3. Have you found any variation in reality after join DBBL? Yes No 4. If yes what are the variations? Comments. 5. Had you been under gone the whole recruitment and selection process? Yes No 6. If no why? Comments. 7.

Are you satisfied with the whole recruitment and selection process of DBBL? Strongly agreeAgree Not sure Disagree Strongly Disagree. 8. Comment on effectiveness and efficiency of recruitment and selection process of DBBL? Strongly agreeAgree Not sure Disagree Strongly Disagree. 9. Do you feel the need of any changes in the steps of recruitment and selecting process of DBBL? Yes No 10. If yes, what types of changes are you expected? Comments. 11. Do you find any barriers/problems in whole recruitment and selection process of DBBL? Yes No 12.

If yes, what is your suggestion to over come those? Comments. RESPONDENT PROFILE 1. Name: 2. Position in the organization: 3. Marital Status: ( Married ( Unmarried ( Divorcee 4. Education: ( HSC ( Graduate ( Masters ( above Master 5. Monthly Income: ( Below 6,000 ( 6,001 to 10,000 ( 10,001 to 20,000 ( 20,001 to 50,000 ( Above 50,000 6. Contact no: Thank You for your kind co-operation Appendix C SURVEY ON THE RECRUITING AND SELECTION PROCESS OF DBBL (Questionnaire for HR Officials) Hello, Good day, I am a EMBA students of Dhaka University.

I am conducting a research to find out the “The Recruiting and Selection Process of Dutch-Bangla Bank Limited”. For my research purpose I am conducting a survey upon the Staffs and Managements of the Dutch-Bangla Bank Limited. In this regard I will be glad if you give me some of your valuable time. Any information that you give shall remain strictly confidential and shall be used for this research purpose only. (To be translated in to Bangla for respondents who finds difficulty in English) 1. How do you circulate the job requirements to the candidates? WebNewspaper Friends DBBL employee Others . Which indicator you highlight more to offer a vacancy? Organization image Working condition Salary and benefit Others 3. In your understanding which factor can motivate more to the candidates? Salary and benefit Work Environment Organization image/growth Others 4. Are you satisfied with the whole recruitment and selection process of DBBL? Strongly agreeAgree Not sure Disagree Strongly Disagree. 5. Comment on effectiveness and efficiency of recruitment and selection process DBBL?

Strongly agreeAgree Not sure Disagree Strongly Disagree. 6. Do you feel the need of any changes in the steps of recruitment and selecting process of DBBL? Yes No 7. Do you find any constraints which affects recruitment and selection process? Government influence Discrimination law Inter organization Others 8. Do you use any source in the recruitment and selection process? [ Internal Employee referral External No 9. Which one is more convenient? Comment. 10.

Do you take assistance from any employ agencies? Public Private No 11. Do you find any barriers/problems in whole recruitment and selection process of DBBL? Yes No 12. If yes, what is your suggestion for our coming those? Comment. RESPONDENT PROFILE 1. Name: 2. Position in the organization: 3. Marital Status: ( Married ( Unmarried ( Divorcee 4. Education: ( HSC ( Graduate ( Masters ( above Master 5. Monthly Income: ( Below 6,000 ( 6,001 to 10,000 ( 10,001 to 20,000 ( 20,001 to 50,000 ( Above 50,000 6.

Contact no: Thank You for your kind co-operation Appendix D Sample of Job Description and Job specification (Executive officer ofFinance) Sample of Job Description and Job specification (Executive officer of Human Resource Department) [pic] ———————– [pic] 1 SL NO TOPICS PAGE NO 2 1. Introduction of the Organization 1-4 1. 1Company Overview 1. 2Mission 1. 3Vision 1. 4Core Objectives 1. 5Corporate Information 1. 6Organogram 1. 7 Organizational Hierarchy of DBBL 2. Introduction of the Study 5-8 . 1Scope and Limitations of the Study 2. 2Methodology 2. 3Objective of the study 2. 4Literature Review 3. Human Resource Practice In 9-17 Dutch-Bangla Bank Limited 3. 1Functions 3. 2Recruitment and Placement Process 3. 3Analysis and Discussion 4. Major Findings 18 5. Recommendations 19 6. Conclusion 20 7. Reference 21 8. Appendix 22-30 [pic] 1 [pic] Board of Directors Employee Recruitment and selection Managing Director Accounts Division Credit Division General Banking Division DBBL Fund Human Resource Planning

Training and Development Compensation and benefits Marketing division Information Technology division Treasury Division Foreign Trade Division Deputy Managing Director (HRD) Deputy Managing Director (Operation) Managing Director (Finance) Audit Division Share Division 7 Vice President ? First Vice President Executive Vice President Senior Executive Vice President Deputy Managing Director Within the Organogram there are Driver, Messenger, Cleaner as a support stuff. 6 Determine the use of job analysis information Collect background information Select the positions to be analyzed

Develop a job description and job specification Review information with participants Collect job analysis data 5 3 Internal Sources: Job Posting Transfers Promotions Employee Recommendation Retrained employees Department reorganization Former employees External Sources: Personal applications Management consultancies New / Fresh graduate from famous educational institution Such as IBA, BIBM etc. Part-time applicants Advertisements Newspaper ads Trade associations Internet (Bdjobs. com /Jobsa1. com) Job fair Employment Agencies Executive Recruiters College Recruiting Outsourcing Reference Recruiting

Temporary Agencies and Alternative Staffing Human Resources Department Hiring Selection Orientation And training 1. Obtaining complete application form 2. Sorting out of application form 3. Preliminary selection according to requirement. 4. Holding written test 5. Conducting Interview session 6. List of final selection candidate 7. Obtaining physical fitness. 8. Appointment and placement 9. Establishing trial ( probationary) periods 10. Selection Procedure 30 29 Additional Managing Director ? Managing Director 28 27 25 26 24 23 22 21 16 20 19 18 17 15 14 13 12 11 10 9 8 Grow with us! DBBL

Dutch –Bangla Bank is one of the leading Banking Organizations. Besides banking we are also in sports, culture and social awareness. Now we are looking for smart, energetic, dynamic, ambitious, enthusiastic and experienced Executive officer of Human Resource Department Key Responsibilities ——– (Job Description) ? Preparing entire human resource plans and implements those plans in an efficient way. ? To arrange for development of human resource ? To formulate policies related to employee benefits, administration of human resources issues. ? To arrange for selection, recruitment and induction of employees. To arrange training session both local and abroad as well as development process for employees. ? To accomplish works relation to sanction of annuals increment of employees. To accomplish works relation to performance appraisal report of the employees. ? Handling transfer and posting of employees and disciplinary matters. Handling the grievance of employees ? To counsel employees and motivate them for integrating into the banks activities as a whole. ? To prepare organogram of head office and branches, and prepare memorandum, policy papers relating to human resources issue. To design and establish a strategic pay plan and other benefits. To device scales of pay and its implementation. ? Arranging performance appraisal process for each employee. ? To report about employee’s overall condition to the head offices. ? To record and maintain employee’s database as well as monitoring the HRIS. ? To build a good relationship among the employees and coordinate and support to other department. Required Qualification —– (Job Specification) ? MBA major in Human Resource Management or masters in public administration from reputed iversity. University. At least 7 years practical experience of which minimum 3 years in a similar post in a large organization. ? Ability to take an overall view, analyzes situations, identify problems and develop solutions ? Strong Analytical ability, good communication, interpersonal and excellent reporting skill and also be self motivated. ? Ability to manage & work on pressured situation. ? Age within 40 years, fluency in English and computer literacy is must. Only short listed candidate will be called for written and interview. We offer an exciting and financially rewarding environment that foster professional development and personal growth.

Employees will have resources, opportunities and encouragement to fully realize their career potentials. —————————————————————————– ———————————————————————————————————————- [pic] [pic] [pic] Grow with us! DBBL Dutch –Bangla Bank is one of the leading Banking Organizations. Besides banking we are also in sports, culture and social awareness. Now we are looking for smart, energetic, dynamic, ambitious, enthusiastic and experienced Executive officer of Finance.

Key Responsibilities ——– (Job Description) ? Preparing entire plans and implements those plans in an efficient way. ? Estimation of investment proposal ? Completion of documentation on per sanction ? Supervision of preparing sending of all periodical statement of investment of foreign exchange department. ? Publication of Bank Guarantee ? Supervision of the work of foreign exchange as regards opening of cash or back to back LC’s, lodgment of documents, retirement of document, negotiation of export documents and other related works. Act as a joint custodian with the in charge general banking and cash in charge as well as joint custodian of vault, joint custodian of lockers. ? Supervision the work of compliance officer to prevent money laundering. ? He or she will preparing and timely submission of statement and returns related with cash, customer service and remittance department. ? Correspondence with head office and any other organization and preparing report and send it to head office. Required Qualification —– (Job Specification) ? MBA/ M. Com major in finance from reputed university.

MBM degree holders will get preference. ? At least 5-7 years practical experience of which minimum 2 years in a similar post in a large organization. ? Ability to take an overall view, analyzes situations, identify problems and develop solutions ? Strong Analytical ability, good communication, interpersonal and excellent reporting skill and also be self motivated. ? Ability to manage & work on pressured situation. ? Age within 35 years, fluency in English and computer literacy is must. Only short listed candidate will be called for written and interview.

We offer an exciting and financially rewarding environment that foster professional development and personal growth. Employees will have resources, opportunities and encouragement to fully realize their career potentials. ————————————————————————————- [pic] [pic] [pic] Senior Assistant Vice President First Assistant Vice President Assistant Vice President Senior Executive Officer Executive Officer Senior Officer Officer Trainee Officer Trainee Officer (Cash) Assistant Officer Assistant Officer (Cash) 2 4

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