To meet the requirement of the course outline as well as to comprehend the application of the theoretical knowledge in the practical fields, the internship report on Recruitment and Selection Process of National Bank Limited (NBL) has been conducted. The main focus of the study is to analyze the recruitment and Selection Process of National Bank Limited, to identify the strengths and weaknesses of existing Recruitment and selection Process and suggest some measures for bringing effectiveness in Recruitment and Selection Process.
As a young intern in a reputed Bank like National Bank Limited I have tried my best to go through Recruitment and Selection Process within of three months. The study on Recruitment and Selection Process is a descriptive report. To prepare the report I used both primary and secondary data. The tenure of three months in not so long prepares a good report. There are various limitation of the study. It is really very much difficult to find out every aspects of the Bank regarding Recruitment and Selection Process. I have shown the vision,mission,goal,objective, branch network and social welfare responsibilities.
The first part manpower requisition and each department give requisition according to its HR planning to HR department. After getting approval from concerned authority, advertisement is available within the bank as well as in bdjobs.com, daily newspaper, and career website of NBL. Following steps have been maintained that is interviews, medical checkup, checking references, placement and orientation for getting skilled, talent, and personnel so as to serve the customer with efficiently. While conducting this internship report on recruitment and selection process of National Bank Limited, some sorts of finding has been revealed i.e.
Competence gap between the standard and actual Performance is noticeable in employees. Employees are recruited and selected without taking test that’s why efficient personnel is not available in the bank. Sometimes employees are selected based on unfairness and biasness.
NBL always try to provide modern banking facilities including SME banking services through efficient and skilled employees who are recruited based on biasfree recruitment and selection process. The best compensation package should offer so as to get and retain the best personnel for achieving competitive advantage.
Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. National bank limited has been licensed by the government of Bangladesh as a scheduled commercial bank in the private sector in pursuance of policy of liberalization of banking and financial services and facilities in Bangladesh.
Rationale of the study
The internship program is very helpful to bridge the gap between the theoretical knowledge and real life experience as the part of the Bachelor of Business Administration (BBA) program. This internship has been designed to have a practical experience through the theoretical understanding. For the completion of this program I have been placed in Bank named National Bank Limited. I decided to work on the practices of Recruitment and Selection process activities of the bank.
Origin of the Report
Dimension of Banking all over the world has been changing rapidly due to the deregulation of globalization and technological innovation. Now-a-days Banking business has been facing more competition locally as well as globally. To survive in this competitive Banking world, Banks require developing appropriate financial structure, developing professionalism in the sense of developing appropriate recruitment and selection training and development policy of Human Resources.
As a student of BBA program (major in Human Resource Management) in the World University of Bangladesh (WUB), this report is a partial requirement of the course curriculum. This report has been prepared after a thorough analysis of the recruitment and selection process of National Bank Limited (NBL).
Objectives of the study
This study has been conducted to focus on the following key objectives and their relevant facts:
To analyze the recruitment and selection Process of National Bank Limited.
To identify the strengths and weaknesses of existing recruitment and selection process.
To suggest some measures for bringing effectiveness in recruitment and selection process.
Methodology of the study
This study is the reflection of three months internship program at the National Bank Limited, Jatrabari branch. As an internee I had to collect data & information from both primary and secondary sources from that busy corporate environment.
Primary source of Data
I have collected primary data through the following ways:
- Practical deskwork in my specific position posted by the bank.
- Discussion and informal interview with managers.
- From practical working environment.
- Direct observation.
Secondary source of Data
Secondary data are the data that have been already collected and used by others.
- Job description and recruitment files.
- Annual report of the National Bank Limited.
- Office file and documents.
- Text books and journals.
- NBL websites.
CHAPTER – 2
Historical Background of National Bank Limited:
ational Bank Limited has its prosperous past, glorious present, prospective future and under processing projects and activities. Established as the first private bank fully owned by Bangladeshi entrepreneurs, NBL has been flourishing as the largest private Bank with the passage of time after facing many stress and strain. The members of the board of directors are creative businessmen and leading industrialists of the country. To keep pace with time and in harmony with national and international economic activities and for rendering all modern services, NBL as a financial institution, automated all its branches with computer networks in accordance with the competitive commercial demand of time. Moreover, considering its forth-coming future, the infrastructure of the Bank has been rearranging. The expectation of all class businessmen, entrepreneurs and general public is much more to NBL. At present NBL have 159 branches under our branch network. In addition, our effective and diversified approach to seize the market opportunities is going on as continuous process to accommodate new customers by developing and expanding rural, SME financing.
At present, NBL has been carrying on business through its 159 branches and 16 SME / Agri Branches (Total 159 service locations) spread all over the country. Since the very beginning, the bank has exerted much emphasis on overseas operations and handled a sizable quantum of homebound foreign remittance. It has drawing arrangements with 558 correspondents in 24 countries of the world, as well as with 43 overseas Exchange Companies located in 15 countries. NBL was the first domestic bank to establish agency arrangements with the world famous Western Union in order to facilitate quick and safe remittance of the valuable foreign exchanges earned by the expatriate Bangladeshi nationals. This has meant that the expatriates can remit their hard-earned money to the country with much ease, confidence, safety and speed.
Table A: Corporate Information of NBL
|01||Date of Incorporation||23 March, 1983|
|02||Date of Commencement of Business||28 March, 1983|
|03||Capital Authorized||Tk. 17,500 Million|
|04||Deposits||Tk. 128,215.97 Million|
|05||Loans & Advances||Tk. 115,388.89 Million|
|06||Net Profit||Tk. 6,085.70 Million (Dec-2011)|
|07||Loan as a % of total deposit||90.00 %|
|08||Global Reach||558 Correspondents Worldwide|
|09||Number of Employees||3758 as on 2011|
|10||Capital Adequacy Ratio||12.65%|
|12||Non Performing Loan||2.83%|
|13||Return on Assets||4.01%|
|14||Return on Average Shareholders Fund||21.6%|
|15||Return on Investment||13.2%|
|16||Earnings per Share (EPS)||7.07%|
|17||Name of the Chairman Of NBL||Mr. Zoinul Haque Sikder|
|18||Number of Branches||159 (At present2012)|
|19||Number of SME Branches||16|
|20||It is a Publicly Traded Company||Share quoted daily in DSE & CSE|
|21||Credit Card||Member of Master Card, Visa Card|
|22||Banking Operation System||conventional System|
|23||Technology Used||Member of SWIFT, Online Banking UNIX Based Computer System|
|24||Head Office Address||18, Dilkusha,Mothijheel, Dhaka-1000.|
|25||Slogan||A Bank for Performance with Potential|
Management Functions of NBL:
National Bank Limited is being managed by highly skilled professionals with long experience in banking. They constantly focus on understanding and anticipating customer needs and operate according to it to survive in the changing market condition.
Now we would look into each of the four basic management activities Planning, Organizing, Staffing and Leading & Controlling that the bank practices, in order to stay on top of its competitors.
The overall planning approach in National Bank is top-down. Management of National Bank Ltd. can be categorized into two broader teams, one is the Top Management team and other one is the Mid Level Management team. The top level management team usually comprises of the Board of Director’s where the meetings are headed by the Bank’s Chairman. Long terms goals are usually discussed in these high profile meetings, here the bank owners decides, for example, what should be the targeted profit for the next fiscal year. Changes are made if needed and new issues are discussed. The Mid Level Management team on the other hand deals with Short Term goals. They are here to see whether the short terms goals are in line with the long term targets. Moreover, they also provide solutions to everyday challenges that can come up all the time. Most of the employees in the mid level are usually head of individual branches and is entitled with the responsibility to see the smooth operation of the branch.
The term organizing for Banks indicates the way through which the day to day activities of the bank are carried out for smooth operation. National Bank follows two approaches for organizing its business, one is the Branch Based Approach and the other is the Department Based Approach. In the Branch Based Approach, each individual branch is treated as a separate identity and is head by a branch manager. The branch manager is liable to the top management for the performance of that particular branch. Before the starting of a fiscal year and from then onward it is the duty of the branch manager to see that targets are being met. Given below is an organ gram of an individual branch for better understanding.
Hiring the right people for the right position is one of the most important functions of any banks since it operates in the service industry. The Human Resource Department of National Bank Ltd performs this function. Staffing not only deals with recruitment but is also involved in giving training to employees, performance appraisal and many other related activities. Recruitment at National Bank is of two basic types, one is the hiring of fresh new employees and other is the recruitment of experienced employee. Every year new graduate students are recruited at the entry level as Management Trainee or Trainee Officer, depending on individual qualification. For each of this entry-level post, applicants have to sit for several written assessment test before moving on to a series of interview, from where the best are chosen. On the other hand, someone having previous banking experience might not have to sit for any written exam but is directly assessed by the top or mid level management through interviews.
Leading and Controlling:
National Bank Ltd achieved its current success because of its expert team of management whether it be the Branch Manager or the Department Head, each has their equal shares in making this Bank a success. The Head of each branch belongs to the mid level management unlike the department heads who usually belongs to the higher level in the corporate ladders. The executives from the mid and the top-level management is also responsible for the well being of all the employees working under them. He or She has to make sure that all the employees are working in accordance with the company policy and is being fairly treated. For this appraisal function the manger of each branch has to fill out Annual Appraisal Report (AAR) each year to evaluate the performance of individual employee, based on which promotions, increment and bonuses are given out.
Branches of NBL
NBL started its journey through its first branch at 18, Dilkusha C/A, Dhaka on March 23, 1983, as a major private commercial Bank in Bangladesh. The bank is now at 29 years of age and meanwhile it has established as many as 159 branches throughout the country and made a smooth and comprehensive network inside the country as well as around the globe.
At present area wise Branches of the Bank around the country is presented below:
Table B: Number of Branches of NBL
|Region||Number of branches|
Source: Annual report of NBL
Number of Employees:
National Bank Limited has been continuously creating new fields of employment every year by way of expansion of its business activities and branch networks. The Bank consolidated the “One-Bank One-Family” concept since its inception and sought to create a work culture that excites and motivates staff. The Bank’s goal is to make it “the best place” to work in by creating an exciting, healthy, caring and productive environment for all levels of staff. NBL has 3,758 employees provides due importance for the well being of its employees by offering attractive remuneration and other fringe benefits. So far NBL has contributed Tk. 160.12 Lac as medical expenses to its employees and others.
Chart -2 : Year wise Human Resource Position
2008 2009 2010 2011
Source: Annual report of NBL
Ensuring highest standard of clients services through best application of latest information technology, making due contribution to the national economy and establishing ourselves a front ranking bank at home and abroad.
NBL mission is to continue our support for expansion of activities at home and abroad by adding new dimensions to our banking services, which have been ongoing in an unabated manner. The Bank also putting highest priority in ensuring transparency, account ability, improved clientele service, as well as our commitment to serve the society through which we want to get 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 our clientele services in line with national and international requirements is the desired goal we want to reach.
Board of Directors:
Table C: Board of Directors of NBL
|Zainul Haque Sikder||Chairperson|
|Mrs. Monowara Sikder||Director|
|Ms. Parvein Haque Sikder||Director|
|Alhaj Khalilur Rahman||Director|
|Mr. Moazzam Hossain||Director|
|Mr. Zakaria Taher||Director|
|Mr. Rick Haque Sikder||Director|
|Mr. Ron Haque Sikder||Director|
|Prof. Mahbub Ahmed||Director|
|Mr. Mabroor Hossain||Director|
|Mr. Salim Rahman||Director|
|Lt.Col(Rtd) MD. Azizul Ashraf||Director|
|Mr. Neaz Ahmed||Managing Director & CEO|
National Bank has several commitments in several groups. These are given into a chart:
Chart-3: Commitments of NBL
Source: Annual Report of NBL
NBL Core Values:
NBL`s core values consist of 6 key elements. These values bind their people together with an emphasis that their people are essential to everything being done in the Bank.
Chart -4: Core Values of NBL
Source: www.nblbd.com Integrity
- NBL products and safeguards all customer information.
- NBL treats everyone in an equitable and consistent manner.
- NBL creates an environment, which earns and maintains customer trust.
- NBL builds customer relationships based on integrity and respect.
- NBL offers a full line of products and excellent service.
- NBL is committed to the prosperity of the customer and shareholders.
- In NBL, customers and employees are judged in terms of their performance.
- Continuous learning, self-challenge and strive make ways for self- improvement of workforce at NBL.
- NBL offers hassle free better service timely.
- NBL builds–up quality assets in the portfolio.
- Interaction, open communication, and maintaining a positive attitude reflect NBL`s commitment to a supportive environment based on teamwork.
Human Resource Management
HRM is concerned with ‘people’ dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives.
Those organizations that are able to acquire, develop, stimulate, and keep outstanding workers will be both effective and efficient.
Human Resource Management Components:
The Human Resource Management (HRM) components are described below:
Important environmental influences of HRM practices include government regulations, labor unions, management practices, an Equal Employment Opportunity (EEOC). It has been argued that these forces have a major impact on HRM by constraining the decision-making discretion of mangers. Who can be hired and fired, how personnel information is disseminated, what equipment can and cannot be used, what methods can be used for evaluating jobs and employee performance, and how wage rates are determined are just a few of the issues that have constrained many organizations.
Acquisition of Human Resources
It is here that management ensure that is has the right number and kind of people, at the right places, at the right times, capable of effectively and efficiently completing the work required so that the organization can achieve its overall objectives.
If human resource planning discovers the need to hire additional employees, one must discover potential applicants. These potential applicants must be screened to identify job applicants who are likely to be successful if hired.
The acquisition function is completed when the selected applicants have been placed in the organization’s culture and their work environment. The organization’s culture conveys how things are done and what matters. When employees have adapted to the organization’s culture, they have “learned the rope” or “Socializing the New Employee.”
Development of Human Resources
Competent employees will not remain competent forever. Some are minimally qualified upon entering the organization but require additional training or education. Others enter the organization capable of performing at an optimal level, but their skills become obsolete over time and of course organizations change over time and management must ensure that there is an appropriate match of individual abilities with organizational needs fro future. Each of these is considered in the development function.
Employee training gives individuals specific skills that they will use on the job; management development looks at practice for ensuring a continual flow of managers. When human resources have been developed effectively, one can expect to have competent employees with up-to-date skills and knowledge.
Motivation of Human Resources
High performance depends on both ability and motivation. Many employees with extraordinary talent do not perform satisfactorily because they will not exert the necessary effort. Therefore, we desire to have capable employees who are highly motivated.
If a person performs effectively, extrinsic factors such as job design, working conditions, job security, and supervision must be seen as satisfactory. But that alone is not enough. Many people also look for intrinsic factors such as achievement, recognition, and responsibility from their work. For individuals who place high value on intrinsic factors, the absence of these factors can reduce one’s willingness to exert high degrees of effort.
But other forces can influence motivation. The performance appraisal process and its outcome will affect an employee’s motivation. People expect their work to be objectively evaluated. If they think their efforts will be unfairly judge, motivation will decrease. Furthermore, there rewards or punishments that follow the appraisal will influence motivation. At this juncture, if we have effectively motivated the individual who has up-to-date skills and knowledge we can expect to have a competent employee who desire to exert a high level of effort.
Meaning of Recruitment
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs from among whom the right people can be selected.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:
- A 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 applications from which new employees are selected.
- It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
Purpose of Recruitment
- Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities.
- Increase the pool of job candidates at minimum cost.
- Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.
- Help to reduce the probability that job applicants.
- Meet the organization’s legal and social obligations regarding the composition of its work force.
- Begin identifying and preparing potential job applicants who will be appropriate candidates.
- Increase organizational and individual effectiveness in the short term and long term.
- Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection.
Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.
Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.
SOURCES OF RECRUITMENT
Internal recruitment seeks applicants for positions from within the company. The various internal sources include:
- Ø Promotions and Transfers: Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.
- Employee referrals: Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.
- Former Employees: These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation program for them, since they are familiar with the organization.
- Dependents of deceased employees: Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.
- Recalls: When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave may be extended.
- Retirements: At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.
- Internal notification (advertisement): Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.
External recruitment seeks apply
ants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include:
- Professional or Trade Associations: Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts.
- Advertisements: It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company image. It also cost effective.
- Employment Exchanges: Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.
- Campus Recruitments: Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies.
- Walk-ins, Write-ins and Talk-ins: The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.
- Contractors: They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
- Consultants: They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.
- Head Hunters: They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.
- Radio, Television and Internet: Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri.com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.
- Competitors: This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. There are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an employee is expected to join a new organization only after obtaining a ‘no objection certificate’ from his/ her present employer.
- Mergers and Acquisitions: When organizations combine, they have a pool of employees, out of whom some may not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants. As a result, new jobs may be created. Both new and old jobs may be readily staffed by drawing the best-qualified applicants from this employee pool. This method facilitates the immediate implementation of an organization’s strategic plan. It enables an organization to pursue a business plan, However, the need to displace employees and to integrate a large number of them rather quickly into a new organization means that the personnel-planning and selection process becomes critical more than ever.
Evaluation of External Recruitment:
External sources of recruitment have both merits and demerits.
The merits are-
- The organization will have the benefit of new skills, new talents and new experiences, if people are hired from external sources.
- The management will be able to fulfill reservation requirements in favor of the disadvantaged sections of the society.
- Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside.
The demerits are-
- Better motivation and increased morale associated with promoting own employees re lost to the organization.
- External recruitment is costly.
- If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur.
- High training time is associated with external recruitment.
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:
- Identifying and prioritizing jobs
Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.
- Candidates to target:
The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:
- Performance level required: Different strategies are required for focusing on hiring high performers and average performers.
- Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidate’s experience can range from being a fresher to experienced senior professionals.
- Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.
- Sources of recruitment:
The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment.
- Trained recruiters:
The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.
- How to evaluate the candidates:
The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
Meaning of Selection
The term ‘selection ‘denotes a choice of one or some from amongst many. The vital importance of making the right selection of staff for any enterprise cannot be overemphasized. While selecting employees, it should be borne in mind that they are the greatest source of an organization. Building and money are always secondary. The critical element is always the spirit, teamwork and the skill of the organization’s personnel. Everything can be bought or reproduced except skilled and dedicated service.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job.
Selection is the process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.
Standard Selection Process
Collection of Curriculum Vitae (CV)
It is the applicant’s responsibility to send his/her CVs in time to the given address. Lafarge collects CVs through internets, postal Dak, currier and by hand who are coming physically.
After detail study and analysis the CVs are sorted department wise and short listed for call up message. Important aspect that is noticed during sorting is whether the qualification, experience and other details matches with the requirement. The underlying objectives of the initial or preliminary searching are to eliminate obvious misfits from a considerably large number of applicants. It reduces time and cost of actual selection. Initially a list of qualifications and experience is prepared and the HR department alone or in association with the concerned departmental head reviews the lists and sorts out likely acceptable applicants.
In the process of initial screening, generally the eliminatory factors pointing to the unsuitability of an applicant are:
- In adequacy of applicants experience and education.
- Too many jobs of short duration changes of job frequently shows a person with poor records.
- Frequent changes of residence (may be as a result of job change) shows instability in the makeup of the applicant.
- Applicants those with a recent separation or divorce shows instability and under emotional involvement that may hamper the work they would do.
- Long unemployment shows particular information of unwillingness or not desired for employment.
- Application poorly written misspelling, blots erasures, and at places illegible shows less interest.
After the initial screening is done a list of likely acceptable candidates are made. Some time final screening also done by personnel manager in association with the departmental heads.
Generally reference imply letter of commendation, which are mainly two types:
- Character references as provided by friends and acquaintance of the applicant.
- From previous employers or teachers, .the process is mainly regular checks which concerned with verification or confirmation of factual information as provided in the application.
Methodology of reference check
- There are many methods to check the reference but mostly used are:
- The Mail .This method is used in soliciting opinion of people who cannot be easily accessible on telephone. Though it is economical but suffers from drawbacks like not answering and delayed answer etc.
- The Telephone. This is more useful and advantageous method. It is more popular, quicker, and cheaper than the written quarries through mail. The reliability of such personal contacts is also greater.
- Personal Visit. The personal visit is of still more beneficial than a telephone call. It allows longer conversation and reliability is more. Though it is time consuming and expensive.
One thing is more important while reference checking is that the kind of relationship of the candidates with those whom they refer. It should be carefully determined, considered and weighted while evaluating the opinion expressed. It is often the case that reference with high commendation carries a stigma behind it that the employer wants to get rid of the applicant. It is nothing unusual in the modern business practice.
Selection and employment tests are usually administered after the application has been examined and candidate appears to be acceptable, test involves both professional and psychological. The importance of tests is recognized and found more suitable tool for selecting their employees, primarily tests supplement the information already collected though application.
Objective of Test:
The main objectives of the test include:
- Measuring job applicant’s latent abilities, experience, education and suitability to perform assigned job.
- Means of eliminating misfits and failure and thus selecting the right man for right job.
- Tests help improving the personnel selection procedure.
- The test seeks to eliminate the possibility of prejudice or bias on the part of an interviewer for taking selection decisions.
- Test contributes greatly to training programs by identifying the weaknesses and deficiencies of individuals.
Types of Test
In broad classification of test, it may be placed in two categories firstly, those tests involving group approach and applicable to many individual at one time. Secondly, those tests with individual approach, which require separate examination for each person being tested. Few of the typical tests in each category are:
- Intelligence test.
- Aptitude test.
- Dexterity test.
- Personality test.
- Interest test.
- Achievement of proficiency test.
- In Lafarge IT test is carried out to judge the IT knowledge of the candidates.
The applicant passed though the screening test and his/her references also having been checked up, he/she is now ready for final interview. It is the last phase of selection process. According to the Scott “An interview is purposeful exchange of ideas, the answering of questions and communication between two or more persons”.
In the process the interviewer also well equipped with a significant amount of factual data about the applicant, the personal history, test scores and references etc.
Interview is considered to be the most important universal method of evaluation and is widely used for effective selection and placement. It is recognized as the “heart” of the employment process. However at the same time the interview is perhaps a highly intricate, complicated and difficult part of the selection procedure.
- Objective of Interview, Some of the important objectives are:
- An interview enables the interviewer to view the “total individual” about the applicant.
- An intelligent and experienced interviewer can get the clues to discover application aspiration, behavior and other interpersonal attitude.
- A means of motivating the applicant of the advantage of employment in the organization and vice versa.
- In creates the mutual understanding and confidence between HR department and prospective employees of the company.
- The interview promotes the good will towards the company, as matter of fact whether the application is selected for employment or not.
- Types of Interview:
- There are four types of interview commonly in use in the process of selection. These are:
- Preliminary Interview. In the preliminary interview the applicant is apprised of the nature of the job terms and condition and the policies of the company. It the candidate after the preliminary interview appears to be likely acceptable, he/she is placed in the short list.
- Structured Interview. The structural interview primarily relates to direct or indirect questioning, questions more or less have been already framed. The question mainly covers work experience, education and career planning.
- The Stress Interview. This type of interview is used to discover and assess some of the very important personality characteristics of the applicant. In brief it helps to find out his/her reaction towards any stress or uncomfortable situation likely to face. It should be remember that, the situation to be created tactfully and carefully to bring out the exact feelings of the candidate.
- Group Interview. This type of interview is used when the numbers of applicants for a given job is large and there is less time available. This type of
- Interview saves time and proves to be economical. However, it should be conducted by an interviewer having well judgment and long experience.
1. Ethnocentric Selection:
In this approach, staffing decisions are made at the organization’s headquarters. Subsidiaries have limited autonomy, and the employees from the headquarters at home and abroad fill key jobs. Nationals from the parent country dominate the organizations at home and abroad.
2. Polycentric Selection:
In polycentric selection, each subsidiary is treated as a distinct national entity with local control key financial targets and investment decisions. Local citizens manage subsidiaries, but the key jobs remain with staff from the parent country. This is the approach, which is largely practiced in our country.
3. Re-geocentric Selection:
Here, control within the group and the movements of staff are managed on a regional basis, reflecting the particular disposition of business and operations within the group. Regional managers have greater discretion in decision. Movement of staff is largely restricted to specific geographical regions and promotions to the jobs continue to be dominated by managers from the parent’s bank.
4. Geocentric Staffing: –
In this case, business strategy is integrated thoroughly on global basis. Staff development and promotion are based on ability, not nationality. The broad and other parts of the top management structure are thoroughly international in composition. Needless to say, such organizations are uncommon.
Recruitment and selection process of NBL
Recruitment and Selection Process of National Bank Limited
Human Resource management is of paramount importance for Bank Management. Bank’s physical resources, human resources and technology are to be combined into a productive system to achieve organizational goals Human resource recruitment involves evolving an appropriate planning process to move the Bank from its particular human resource position to desire human resource position and placement of right of people at the right place at the right time.
Human Resource planning
Recruitment and Selection are not simply mechanisms for filling vacancies rather they are viewed as the key factor for suitable placements. Effective human resource planning helps in determining the gaps present in the existing manpower of the bank. It also helps in determining the number of employees to be recruited and what qualification they must possess.
Based on the HR Planning respective Division/Department Head informs HR on personnel requirement through Manpower Requisition form, after obtaining necessary approvals from the Managing Director. Employment Requisition Form must contain a JTOR (Job Terms of Reference), comprising Job Description and Job Specifications / Requirements of the position.
Requisition form contain some information like
- Name of the position
- Status of the employment
- Job description
- Job specification
- Approval of the HRD
All appointment / recruitment in the Bank will be made by direct recruitment as per approved criteria or by promotion as per promotion policy approved and or amended / updated by the competent authority from time to time.
Recruitment and Selection Channel of National Bank Limited
National Bank uses both the external and internal channel for their recruitment and selection. The external and internal channel is described below:
External Source of recruitment and selection
The external source of recruitment and selection of National Bank are:
- News paper advertisement.
- Website of national bank.
- www. bdjobs.com
Advertisement is a well known and worldwide accepted source of recruitment. Like other company National Bank also has a career website from where applicants can fill up an application forms. When the job requirement is matched with the applicant’s CV then HR selects these applications for recruitment.
Internet advertisement is another new source of Recruitment. Now a day every employee has a website and they collect CVs by internet. Ever there is lots of job website and company can send advertisement over there. Recently National Bank lunched a career website for the candidates.
Like other company National Bank also give advertisement over net. Generally National Bank gives advertisement in www.bdjobs.com. The interested candidates whose profiles match with the requirements can apply for job over the net. By this way National Bank gets many CVs.
Recruitment of National Bank
No person shall be appointed in the service of the Bank unless:
- Qualified medical practitioner acceptable to the Bank certifies that the applicant is physically and mentally fit for service in the Bank.
- The applicant has not been dismissed / terminated from the service or his service has been dispensed with for any specific reason with his / her former employer for financial irregularity or act of dishonesty / fraud / forgery. Those lateral entrants who have been dismissed / terminated from the service of their former employers after submission of their resignations with the intent to join National Bank Limited shall, however, remain outside the purview of this sub-rule.
- The age limit of the applicant for fresh entry in the Bank should be within the age bracket of 22-30 years. For lateral entry, the maximum age limit will be 50 years. It will not, however, be applicable in case of contractual employment.
Recruitment and selection procedure categories of National BANK
Recruitment and selection procedure of National Bank three categories
- Top level
- Middle level
- Lower level
Recruitment and selection process of National Bank is almost same for the middle and lower level. Because of National Bank used external source to recruit their middle and lower level employees. But the recruitment and selection process of top level is different. National Bank also uses internal source for recruiting the top level employees.
Recruitment and selection procedure for top level
National Bank job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
National Bank Job descriptions are written statements that describe the:
- Most important contributions and outcomes needed from a position,
- Required qualifications of candidates, and
- Reporting relationship and coworkers of a particular job.
Derived from job analysis, it is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. For the top level recruitment process National Bank uses the internal source.
From this step the selection process for the top level starts. The work experience of the selected employees is verified by the Managing Director. The National Bank selects the experienced employees for the top level post. Because the top level employees have to make decisions and sometime they have to taking quick decisions without discussing with all the employees.
In this step the Managing Director evaluated the previous performance in the Performance Appraisal of the selected employees.
The HR department issued the appointment letter against the selected employee. When the appointed employee join in the Bank than the Bank provide them the work place according to their post.
Recruitment and selection procedure for Middle level and lower level
Identifying the vacancy
Identifying the vacancy for the middle or lower level is done by the departmental head. The departmental head informed the HR head about the vacancy. Some time it happened by the observation. Analysis of a job is to determine the responsibilities inherent in the position as well as the qualifications needed to fulfill its responsibilities. Job analysis is essential when recruiting in order to locate an individual having the requisite capabilities and education.
Job description is a legal document. It focused on job. National Bank preserve a written narrative description which included with the activities performs in the job information about the requirement working condition under job is performed
National Bank also has done job specification which focused on employee. It is specifies employees skills, abilities, behavioral pattern and other personal characteristics.
The people who selected himself or herself for the certain job they submit their CVs at HRD, Head Office.
Preparation of preliminary list
The Selection Panel shorting the CVs list. For preparing the preliminary list National Bank follows their selected educational requirement for the selected posts which are given below:
- The applicant should be at least a MBA/MBM degree holder from a reputed educational institution with a minimum 10 points for MBA/MBM throughout the academic career with no 3rd division/class in his/her academic career.
- Minimum CGPA 3.00 or above from DU/ IBA/NSU/ or any other reputed/recognized/Local/foreign University as may be deemed fit by the Bank Management from time to time. No. 3rd division/class in his/her academic career shall be acceptable.
- The applicant should be at least a Master Degree/BBA holder from a recognized educational institution with minimum 9 points. No. III (third) Division/Class shall be acceptable.
Trainee Junior Officer
The applicant should be a Master Degree holder from a recognized educational institution.
Trainee Junior Officer (System)
- The applicant should be a Master Degree holder from a recognized educational institution.
- Minimum 8 (eight) points are required.
- The candidate should have computer literacy.
Trainee Computer Officer
- Graduation with Minimum 6 (six) points.
2. The candidate should have Computer Knowledge for PC operation.
Trainee Cash Officer:
- Graduation with minimum 6 (six) points.
Assistant Officer (AO)
1. Masters Degree or 4-year Bachelor Degree in any discipline with a minimum of 2nd class in all academic levels
2. Two years of experience in IT related jobs in a reputed organization preferably in banking sector.
4.1.13 Preparation of preliminary list
The Selection Panel selected some attractive applicants for the written test to follow their selected educational qualification.
conducting written test
The subject matter of the written test may be General Aptitude, General Knowledge, Arithmetic, English, Bengali or as will be determined by the External Authority. Probationary Officer / Management Trainee shall be recruited after taking a competitive written test to be conducted by IBA or any other organization equivalent to the standard of IBA.
Selection of eligible candidates for the Interview (VIVA-VOCE)
Those who can get 65% marks in the written test those can select for the next steps as eligible candidates.
calling the selected candidates for the Interview
The selection panel called the qualified applicants by phone or mail for attaining Interview.
Conducting Interview or VIVA-VOCE
The selection panel organized an interview. The interviews always hold at face to face conversation. But the qualification marks for viva-voce will be determined by the Bank Management.
Investigation of applicant details
The selection panel investigates the qualified applicant’s previous life history to ensure that, if the applicants were involved with any illegal activities.
Preparation of desirable candidates’ list
After the investigation of the applicants previous life the selection panel make a list of the applicants whose past life histories are positive.
Final approval by the competent authority
The experienced authority endorses the desirable candidate that they find by lots of measurement.
Physical fitness for employment
Physical testing is part of selection process. Because sometime the better qualified candidate may has some critical diseases. Which create problem his or her joining in service. For this reason he or she unable to continue the service. For that the bank becomes fall in some trouble because the recruitment ant selection process is time killing, lengthily and also a expensive process. In National Bank accomplish physical testing for all type of employees. Although it is a expensive decision but National Bank are committed to do physical testing for ensuring employees sound health.
Appointment and placement
Selection panel has issued the appointment letter, who are physically fit according to the medical test. When the appointed candidate join in the bank than the bank provide them the work place according to their post. After completion of probationary / training period, the performance of a fresh officer shall be evaluated by the Management. In the Performance Appraisal, the concerned officer has to score minimum 60%-65% marks for absorption in the regular service of the Bank. In case, he / she fails to secure 60%-65% marks, the Management may extend the probationary.
SWOT Analysis of National Bank Ltd
In SWOT analysis two factors act as prime movers
- Internal factors which are prevailing inside the concern which include Strength and weakness.
- On the other hand another factor is external factors which act as opportunity and threat.
Strong Human Resource Department.
Fair recruitment policy.
Tendency of equal employment opportunity.
Strong written and oral test for the selection process.
Energetic as well as smart work force.
Lengthy process of job circular.
Lengthy process of selection process.
HR Officers are not sufficient.
Officers have limited experience and not enough trained.
Campus campaign for the search of potential candidates.
Good relation with the recruitment agencies.
Outside source of selection of employee like job fair.
A large number of candidates to choose from.
Competitors have more improved HRD.
Candidate’s presenting of their educational and experience background.
Turnover rate of the industry employees.
Young, energetic, dynamic, talent and smart work force of competitors.
Discussion, conclusion & recommendations
While working at the Jattrabari branch of National Bank Ltd. I have been learned that
HR department of National Bank Ltd. provides a better planning and compensation package to their employees with compare to its peer group.
National Bank Ltd. mainly emphasizes on internal & external sources for recruitment.
Internally the bank discloses the positions of the job and announces it to all current employees. Nature of the position and the qualification needs for the job is described in the announcement so that the interested candidates can apply.
For external sources the National Bank Ltd. does advertisement, takes help from the employment agencies (only for technology department), does campus recruitment, arranges internship for the students, takes employee from personal contact or by employee leasing.
They first screen CVs. This process is done by some selective criteria which are needed for the company. Then initial interview is held. After that selective applicants are asking for written test. Those who are successfully passed the written exam are called for final interview.
Once the recruitment and selection process is done then the employees are appointed based on their job description.
The Recruitment and selection process of National Bank Limited is quite commendable. Systematic and timely monitoring and appropriate documentation are tried to be maintained.
Sometimes employees are recruited and selected through third party.
Sometimes employees are recruited and selected on unfairness and biasness.
Recruitment is an important issue for any organization. Recruitment and selection allows an organization to assess the vacancy and choose the best personnel who will lead the organization in future. So the organization should give more emphasize on selecting a person. At this moment National Bank Ltd. is in growing position. But the strategies of the Bank will make it a good performer. So we find out that the human resource practice, recruitment and selection process, employee satisfaction and relations practice etc at National bank is developing rapidly. As a private bank should analyze the recruitment and selection process. The most important key source factor of the bank is its efficient human resource. It is high time for the authority to look closely the prevailing issue of recruiting people and thus the Bank will get efficient professionals, which will increase the productivity as well as revenue.
- HR department should develop such a system through which they can assess employees without any influence. Or they can develop self assistance system where employees will provide information to the HR department individually monthly.
- National Bank Ltd. is running a well designed recruiting process but they should follow an influence free and fair judgmental decision to recruit any new employee.
- HR department should develop a system for personal problem solving, counseling to individual employee so as to get and retain skilled employees.
- In the selection and recruitment process the responsible personnel should be more transparent as some of the internal and external applicants mentioned.
- HR department should undertake a background investigation of applicants who appear to offer potential as employees.
- Usually promotions are based on seniority but it should be based on employee skills, performance as well as experience.
- Tactful discipline is required in order to implement sound human resource management system.
- National Bank Ltd. needs more man power for handling its huge volume of employees.
Finally the Bank should have the vision to automate it’s all operations and functionalities and should be committed to achieve the goal to be a lead Bank in the country both in service and in technical aspect and to fulfill the requirements of mass people.
- Decenzo, David A. et al, Human Resources Management, Published Singapore, 2005.
- Flippo, Edwin B.; Personnel Management, McGraw Hill Book Company, America -1996.
- Gordon, E. & Natarajan, K., Banking: Theory, Law & Practice, Himalaya Publishing House, Mumbai, 1996.
- Monappa, Arun & Saiyadain, Mirza, Personnel Management, Tata McGraw Hill Publishing Company Limited, 1999.
- Human Resource Management in a Business Context, 3rd edition By Alan Price.
- Helena Prokashani, Dhaka, 1997John M. Ivancevich, Human Resource Management, Tata McGraw- Hill, 2004.
- K Ashwathappa, (2004) Human Resource and Personnel Management, 3rd Edition. New Delhi.
- Robbin & Stephen P.; Fundamentals of Human Resource Management. John Wiley & sons, 2002.
- Booklets published by National Bank Ltd.
- National Bank web site (www.nblbd.com)
- Prospectus of National Bank limited.
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