I nternship Report

Recruitment and Selection Analysis of

British American Tobacco Bangladesh
for Last Six Months
(November 2011- April 2012)



















Exam Roll Number: 080105







Internship Report on
Recruitment and Selection Analysis of British American Tobacco
Bangladesh for Last Six Months (November 2011- April 2012)


Prepared for:
Chairman
Internship Placement Committee


Prepared by:
Kais Uddin Ahmed
Exam Roll Number: 080105
Class ID: 829
4th year, 8th semester
Batch Number: 17th, BBA Program
Academic Session: 2007-08




Institute of Business Administration (IBA-J U)
J ahangirnagar University
Savar, Dhaka 1342


Date: 30 May 2012



30 May 2012

Chairman
Internship Placement Committee
BBA Program
Institute of Business Administration
J ahangirnagar University
Savar, Dhaka 1342.


Subject: Submission of I nternship Report.

Dear Sir:

I have the pleasure to submit my internship report on Recruitment and Selection Analysis
of British American Tobacco Bangladesh for Last Six Months (November 2011- April
2012). I have given enough concentration to the successful completion of my internship and
prepared an internship report. It was my great opportunity to get a chance work on this
challenging project and to complete the report in time. I am grateful for your guidelines and
lessons.

I tried to put my best effort for the preparation of this Report. Yet if any shortcomings or flaws
arise, it will be my pleasure to answer any clarification and suggestion regarding this report.

Thanking You,

Sincerely yours,



Exam Roll Number: 080105
Registration No: 26089
4th Year, 8th Semester
Batch No: 17th, BBA Program
Academic Session: 2007-08











ACKNOWLEDGEMENT


At the very outset, I am grateful to almighty Allah for giving me strength and ability to accomplish
the internship program as well as the internship report in a scheduled time in spite of various
difficulties.
It gives me immense pleasure to thank a large number of individuals for their cordial cooperation
and encouragement which has contributed directly or indirectly in preparing this report.
Firstly, I would like to express my thanks to internship supervisor Ms. Tasnima Aziza. Her
guidance and feedback made things a lot easier. She kept me on track to complete this report
with her suggestions that were crucial in making this report as flawless as possible.
I must show my gratitude to my supervisor of British American Tobacco Bangladesh, Ms. Lamiya
Bushra, who willingly took my responsibility and gave me lot of time and shared her working
experiences with me.
I would also like to express my sincere thanks to all the employees of Corporate Functions,
Human Resources Division of British American Tobacco Bangladesh who helped me during my
work tenure and made my experience a memorable one.

A very special gratitude goes to My Batch Manager, Mr. Mohammad Nazmul I slam for his kind
support and timely feedback regarding the guidelines and deadlines of internship completion.















TABLE OF CONTENTS


List of Tables vii
List of Figures vii
Executive Summary viii
1. Introduction 1
1.1. Origin of the Report 2
1.2. Background of the Study 2
1.3. Objectives of the Study 3
1.3.1. Primary Objectives 3
1.3.2. Specific Objectives 3
1.4. Methodology 3
1.4.1. Approach 3
1.4.2. Data Collection Method 4
1.4.2.1. Primary Data Source 4
1.4.2.2. Secondary Data Source 4
1.5. Nature of Study 4
1.6. Scope of the Study 4
1.7. Report Format 5
1.8. Limitations 5
1.9. Timeline 6
2. Organizational Part 7
2.1. Company Overview- British American Tobacco Bangladesh (BATB) 8
2.2. Historical Background of BATB 8
2.3. Contributions towards the Country 9
2.4. Structure of BATB 10
2.5. Functional Areas of BATB 10
2.5.1. Leaf 10
2.5.2. Supply Chain 11
2.5.3. Marketing 12
2.5.4. Corporate & Regulatory Affairs (CORA) 12
2.5.5. Information Technology 12
2.5.6. Legal 13
2.5.7. Finance 13
2.5.8. Human Resource Department 14



2.6. Brands in Bangladesh 14
3. Project Part 16
3.1. Background 17
3.2. The Authors Assigned Responsibilities 17
3.3. A Detailed View of BATB HR 18
3.4. Recruitments in BATB 18
3.4.1. Sources of Recruitments 19
3.5. Selection Process 19
3.5.1. Preliminary Screening of Applications 20
3.5.2. Primary Interview 20
3.5.3. Assessment Centre 21
3.5.4. Final Interview 21
3.5.5. Physical Examination 21
3.5.6. J ob Offer 22
3.5.7. Induction Program 22
3.6. Introduction of the Recruitment Database 22
3.7. Various Analysis from the Recruitment Database 24
3.7.1. Total Recruitments in Different Functions of BATB 24
3.7.2. Recruitment Yield Pyramid 25
3.7.3. Analyzing the Performance of Different University Graduates 26
3.7.4. Most Effective Sources of Potential Candidates 27
3.7.5. Effectiveness of Battle of Minds in Finding out the Right Talents 29
3.7.6. Required Time to Fill Up the Vacant Positions 30
3.7.7. Problems in Selection Process 31
4. Conclusion and Recommendations 32
4.1. Conclusion 33
4.2. Recommendations 33
5. References 34










LIST OF TABLES
Table 1 History Summary of BATB 09
Table 2 Recruitment Database Information 23
Table 3 Summary of Recruitments from November 2011 April 2012 24
Table 4 Performance of Different University Graduates 26
Table 5 Sources of Recruitments for the selected candidates 28
Table 6 Required Time to Fill Up the Vacant Positions 30



LIST OF FIGURES
Figure 1 Selection Process in BATB 20
Figure 2 Partial Screenshot of Recruitment Database 22
Figure 3 Employment in Various Functions in BATB 25
Figure 4 Recruitment Yield Pyramid for BATB 25
Figure 5 Performance Evaluation of the University Graduates 27
Figure 6 Most effective sources of candidates 28
Figure 7 Total selections through Battle of Minds 29








vii



EXECUTI VE SUMMARY

British American Tobacco Bangladesh (BATB) is one of the largest multinational companies in the
country and has been operating for over 100 years. It is a recognized leader in Bangladesh
cigarette market, with a long established reputation for providing its consumers with consistently
high quality brands. Today BATB has over 1,000 employees and it takes pride in being one of the
preferred employers in Bangladesh. Besides another more than 1000 people works directly and
further 40,000 works indirectly as farmers, distributors and suppliers.

Among all the functional departments, Human Resources department of BATB plays a very vital
role in the total organizational functioning of the company. Recruitment and selection forms a
core part of the central activities underlying human resource management which BATB handles
smartly in a structured way. Recruitment is the process of generating a pool of capable people to
apply for employment to an organization. Selection is the process by which managers and others
use specific instruments to choose from a pool of applicants a person or persons more likely to
succeed in the job(s), given management goals and legal requirements.

Recruitment and selection can play a pivotally important role in shaping an organizations
effectiveness and performance. That is why an organization should properly plan about their
recruitment and selection strategies and BATB is very conscious about it. The recruitment and
selection process starts from the advertising and then ends with the selecting or hiring
employees.

Recruitment and selection is a continuous process in BATB that happens round the year.
Throughout this report the author has done some statistical analysis based on the recruitment
and selection process of BATB and the authors assigned project Recruitment Database. Later on
some recommendations has been made that will be helpful for the company in future.

With the help of the recruitment database the author did some statistical analysis of last six
months (November11 April12). During last six months BATB has selected 32 employees in
different functions of their organization. Among all the functions, Marketing has highest number
of selected employees during this period of time. A recruiting yield pyramid has been developed
which implies that to hire 10 candidates the company will have to generate at least 325 leads.
After analyzing the performance of different university graduates it has been found that North
South University is dominating in the selection process with their performance.

An analysis has been shown on the most reliable source of potential candidates for BATB. Internal
Referrals and Career Counseling Centers of different universities leading as the most effective
source of candidates followed by Battle of Minds and Head Hunting Agencies. Battle of Minds,
being the own event of BATB is quite successful in finding out talents for their organization. A
number of hiring has been done from the BOM participants.

Finally, a statistic showed that in most of the cases BATB HR has successfully provided desired
candidates in different vacant positions. The incident ascertains that BATB HR is prompt and
efficient in their recruitment and selection process.

viii

Page 1 of 34







































1. INTRODUCTION


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1.1. ORIGI N OF THE REPORT
Internship program is a prerequisite for completion of the BBA program. It is an opportunity for
the students to know about the practical environment of the real business world through
internship. The author had the opportunity to work as an intern at Human Resources Department
of British American Tobacco Bangladesh Company Limited. Major tasks assigned to the author
were Co-ordinating recruitments & trainings and Initiating & maintaining recruitment database.
BATB has a very systematic and structured recruitment process. During the internship the author
got the opportunity to conduct several recruitments in different levels. Besides these, the author
got the opportunity to organize and facilitate a training program as well.

1.2. BACKGROUND OF THE STUDY
The number of educational institutions in Bangladesh is not fewer. According to UGCs report we
have 27 Public Universities, more than 60 Private Universities and one National University (under
which there are more than thousands of Colleges). So it is easily assumed that the numbers of
graduates are more than the number of offered jobs. In that case organizations need to be very
conscious to recruit their employees. And it is a challenging task to select an appropriate
candidate from the thousands of potential graduates.
Recruitment and selection are important segments which BATB HR handles smartly. The people
who are involved in recruiting provide excellent service. They screen hundreds of CVs, asses a
number of candidates and finally pick the best one for their organization. The selection process
mainly has 3 phases-
i) Primary Interview, ii) Assessment Center and iii) Final Interview.
In BATB, recruitments happen throughout the year. Its really difficult to summarize the whole
years recruitment and selection activities instantly. What happened a month earlier in a particular
assessment i.e. in which date the assessment took place, who were the assessors, who were the
other candidates of that assessment etc. was becoming tough for the HR people to find out. But
these data are could be very important for future HR planning and directing recruitments and
selections. Because of such facts BATB was feeling the necessity of a recruitment database for
their HR.
The author worked in a project named Establishing Recruitment Database for BATB HR.
This project is about developing a database which includes the recruitment and selection history
i.e. candidate name, contact, email, university, primary interview date, assessment date, final
interview date, interviewers and assessors names, process status (passed or failed), joining date
etc. The database was designed such a way so that various statistical information can be

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skimmed out from it easily which is supposed to play a vital role in HR planning and decision
making in future.
The talent market always looks forward to get a good job in a good organization. On the other
hand, organizations want to hire someone who would be able to meet the performance required
and would be better fitted with their organizational culture as well. Now it is very important to
find a match between these two factors. It is not always possible to satisfy the needs of
employers, as well as it is true for the candidates too. But it would be a great success if the
adjustment could be done. To find out the better and qualified employees, it is necessary to know
that currently what is the condition of demand and supply of the talent markets of our country.
After doing the trend analysis it would be possible to extract the jewels from the talent market.

1.3. OBJ ECTI VES OF THE STUDY

1.3.1. Primary Objectives
The primary objective of the study is to analyze the last six months (November 2011 April
2012) recruitment and selection process of BATB from the recruitment database.

1.3.2. Specific Objectives
To describe the common phases of BATB recruitment and selection process
To find out total selections in last six months in different positions of different functions
To analyze the performance of different university graduates in BATB recruitment and
selection process
To develop the Recruiting Yield Pyramid for last 6 months
To find out which source brings the best candidates for BATB
To analyze the effectiveness of Battle of Minds in finding out the right talents for BATB
To determine the required time to fill up a vacant position

1.4. METHODOLOGY
1.4.1. Approach
The author was involved in the recruitment and selection process. I n the very beginning of the
internship he made a database to keep records of the recruitments and throughout the internship
period he made entry of all the required data in that database. The author was also given
previous 3 months recruitment files to store that information as well. Finally with the help of that
database and from the observations and experiences during the internship period the author

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prepared this internship report. The report represents various analysis of recruitment and
selection process of British American Tobacco Bangladesh.

1.4.2. Data Collection Method
The data needed to prepare this report has been collected from both primary and secondary
sources.

1.4.2.1. Primary Data Source
The primary data were taken by the author while working in British American Tobacco
Bangladesh. Main primary data sources were-
Personal observations and experiences
Face to face conversation with the officials
Record files used during last six months for the recruitment and selection process
Recruitment Database of BATB

1.4.2.2. Secondary Data Source
The author explored and included some secondary data to have a better understanding. Main
Secondary data sources were-
Relevant books and annual report of BATB
Print media and web J ournals (websites, magazines)
BATB interns resources in their server
University Grants Commission etc.

1.5. NATURE OF STUDY
The nature of study is exploratory and descriptive. All issues intended from this study are
explored through assessing and analyzing information gathered from different sources. The
author has utilized his experiences that he learned during the internship period.

1.6. SCOPE OF THE STUDY
It is believed that this study would help several parties to know and understand some practical
factors, and those will help them to formulate their strategies for recruitment and selection
process. Institutions like locals or multinationals, Researchers, Students, I ndividuals etc. will be
helpful from this study. I f anyone wants to know the practical factors of the talent market, then
they can take help from this study. If anyone wants to know the factors which should be

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considered in case of formulating a strategy, they can take help from here. Particularly, it will be
very helpful for BATB HR in various ways. However, the alleged scopes are:
It will help organizations in adopting a suitable policy by following which they will be able
to accumulate the right candidates for their organizations

It will help to target the best graduates for their organization

It will help BATB in their Human Resource Planning & Forecasting

It will help BATB to identify the sources of potential candidates

It will help BATB to figure out whether their selection is effective or not by evaluating
selected individuals job performance

It will help BATB to know the contributions of Battle of Minds in finding out the right
talents for BATB

It will help BATB to identify how prompt they are in providing a suitable candidate for a
vacant position

1.7. REPORT FORMAT
The report contains mainly two parts. The organizational part gives the idea about British
American Tobacco Bangladeshs historical background, structure, brands and operations. And the
project part contains research part about the recruitment and selection activities and some
statistical outcomes. The report includes a work report that mainly discusses about authors
experiences during his 3 months internship in the organization. There is also a segment where
the authors point of view has been expressed along with some conclusions and
recommendations to ensure their goals and objectives are met.

1.8. LIMITATIONS
Different constraints were faced by the author while preparing this report. The main problem that
the author has faced is BATBs strict IT policy; as a result the author could not be able to transfer
daily works to home and for that it used to take many days to finish a simple work for this report.
Secondly, departmental related information is confidential in nature. So, it was impossible to
gather that sort of information. In addition to these limitations the author had to face another
constraint and that was, being a major in marketing graduate he had to do his internship at HR
department. This became a challenge for him and it needed some time to cope up with HR terms
and gather other knowledge about HR department.



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1.9. TIMELINE
The timeline for the total internship project and report preparation is as follows:

Week Activity
Week 1 Commencement of I nternship & Project Introduction
Week 2-3 Arranging and accumulating necessary files, communicating with assessors for
previous information
Week 4-5 Planning & preparing database and reviewing several times; Communicating
with officials for making the database more fruitful
Week 6 Making entries of previous 3 months recruitment information into database
Week 7-10 Co-ordinating recruitments and keeping records
Week 11-12 Analyzing database, accumulate findings and proposing several plans for HR to
the line manager
Week 13-14 Preparing and Finalizing I nternship Report



















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2. ORGANIZATIONAL PART
BRI TI SH AMERICAN TOBACCO BANGLADESH


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2.1. COMPANY OVERVI EW- BRITISH AMERICAN TOBACCO BANGLADESH (BATB)
British American Tobacco Bangladesh is one of the largest multinational companies in the country
and has been operating for over 100 years. British American Tobacco Bangladesh Company
Limited was incorporated under the Companys Act 1913 on 2
nd
February 1972 and since than it
has been the market leader in the country.
Today BATB has over 1,000 employees and it takes pride in being one of the preferred employers
in Bangladesh. Besides another more than 1000 people works directly and further 40,000 works
indirectly as farmers, distributors and suppliers. I n its effort to create an international market for
Bangladeshi leaf tobacco the Company has been exporting tobacco to markets in developed
countries like UK, Germany, Poland, Russia and New Zealand. Responsibility - to the
shareholders, employees, business partners, customers and any other stakeholders - is at the
core of BATBs business and that is why BATB believes success and responsibility go together.
(Source : BATB website)
The Company has its Head Office and the cigarette factory in Dhaka, a green leaf threshing plant
in Kushtia, a green leaf re-drying plant in Manikgonj and a number of Leaf and Sales offices
throughout the country.

2.2. HISTORICAL BACKGROUND OF BATB
British American Tobacco Bangladesh (BATB) Company Limited is the recognized leader in
Bangladesh cigarette market, with a long established reputation for providing its consumers with
consistently high quality brands. The journey of this company started long back. BATB was
established back in 1910 as Imperial Tobacco Company Ltd. with head office in Calcutta. In the
very beginning Imperial Tobacco Company (ITC) launched a branch office at Moulivibazar Dhaka
in 1926. Cigarettes were made in Carreras Ltd., Calcutta. Imperial and Carreras merged into a
single company in 1943. After the partition in 1947, cigarettes were coming freely from Calcutta,
but introduction of customs barriers in 1948 between India and Pakistan interrupted the smooth
flow of cigarettes from Calcutta to East Pakistan. In March 01, 1949 Pakistan Tobacco Company
(PTC) came into existence with head office in Karachi; with the assets and liabilities of ITC
Limited held in Pakistan. The then East Pakistan Office was situated in Alico Building, Motijheel.
In order to meet the increasing demand, the first factory in the then East Pakistan was
established in Chittagong in 1952. From this time onwards requirements for cigarettes for East
Pakistan markets were met from products manufactured in Karachi. In 1954 PTC established its
first cigarette factory although high-grade cigarettes still came from West Pakistan. The Dhaka
factory of PTC went into production in 1965. After the War between India and Pakistan in 1965;
the import of tender leaf from India for the production of Biri was stopped. This gave a big boost

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to cigarette business. It was at that time the East Pakistani entrepreneurs set up 16 cigarette
factories in this region.
Later in 1966, BAT set up a new factory in Dhaka. After the Liberation War, Bangladesh Tobacco
Company, more widely recognized as BTC, was formed on 02 February 1972 under the
Companies Act 1913, with the assets and liabilities of PTC. Shareholding position for GOB and
BAT was 1:2. BTC (Pvt.) was converted into a public limited company on 03 September 1973.
British American Tobacco played a pivotal role in BTC's creation in 1972 and since then has been
involved in BTC's development every step of the way. It is a policy of BAT that when a daughter
company, as BTC was, achieves a certain standard of performance and exhibits at certain level of
profitability, its nomenclature is upgraded to represent the original company, BAT. When BTC was
successful in producing high quality cigarettes that met international standards in mid-1998, it
came to be known as British American Tobacco, Bangladesh, more commonly called BATB. At a
glance-
Table 1: History Summary of BATB (BATB Interns Resources)
2.3. CONTRIBUTIONS TOWARDS THE COUNTRY
Being the largest multinational company in Bangladesh BATB is also the largest private sector tax
payer in Bangladesh. In 2010, we contributed Tk 46.27 billion in the form of Supplementary Duty,
Value Added Tax (VAT) and other taxes to the national exchequer. Over time, it has successfully
established itself as the company contributing to economic, social and human resource
development. BATB continues to move forward to deliver higher promises.
BATB has number of CSR programs. Through such endeavors of ours, BATB aims at achieving the
necessary balance of sustainable environmental, social and economic development.
BATB started their afforestation program when they joined hands with the Forest Department in
1980 to conserve the forests and combat the negative impacts of climate change. Till now, they
March 1949 Formation of Pakistan Tobacco Company (PTC)
1954 PTC opened its first factory in Fouzdarhat, Chittagong
1962 Opened a branch in Moulavibazar, Dhaka
1965 Building of a factory in Mohakhali, Dhaka
February 1972 Incorporation of Bangladesh Tobacco Company with a paid up capital of
Tk. 400 million
March 22, 1998 Changed its identity from Bangladesh Tobacco Company (BTC) to British
American Tobacco Company Bangladesh Limited (BATB)

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have contributed around 67.5 million saplings throughout Bangladesh. Their endeavors have
received several awards both at the National and Local Government levels.
For millions of people in Bangladesh, the only available drinking water is laced with arsenic and
therefore extremely hazardous to health. Having recognized the gravity of the issue, BATB has
stepped forward with the Probaho project. Through Probaho, they aim to provide rural
communities with safe drinking water. This initiative is also aligned with the Governments aim to
achieve the Millennium Development Goals (MGDs). Using Government approved community
based water filtration technology, their 18 water filtration plants in Manikganj, Satkhira,
Meherpur, Kushtia, J henidah, Tangail, Kurigram, Lalmonirhat and Chuadanga districts provide
approximately 95,000 litres of pure drinking water for 47,000 people every day. (Source : BATB
website)
2.4. STRUCTURE OF BATB
BATB is a public limited company. The Board of Directors and Executive Committee (EXCO)
govern the overall activities of the company. The Board of Directors is composed of 8 members
who are called Directors. The Chairman heads the Board of Directors. Chief Executive of British
American Tobacco Bangladesh is called the Managing Director. Managing Director of the
company is the Chairman of the Executive Committee. This committee includes the head of all
the functional departments. Different department have different structure according to their
function and responsibility.

2.5. FUNCTIONAL AREAS OF BATB
BATB is a process-based organization. BATB has been operating its business under the following
functional areas:
Leaf
Supply Chain
Marketing
Corporate and Regulatory Affairs
Information Technology
Legal and Secretarial
Finance
Human Resource

2.5.1. Leaf
The Leaf Department is very strong and efficient at BATB. They are responsible for all the
activities related to leaf growing, communicating with farmers, controlling of the leaf quality,

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purchasing, processing, packing, shipping and storing of the leafs etc. People who are working
with Leaf department have to be very responsible. They have to ensure the continuous supply of
tobacco leafs and the quality of it. It is very important job, because the taste of the cigarettes
depends on the quality of the tobacco leaf. However, some of the major activates done by Leaf
department are:
Purchasing
Processing
Packing
Shipping
Storing Leaf tobacco
2.5.2. Supply Chain
To operate a business smoothly, operation activities of that business should be done in an
integrated and appropriate way. I n BATB, operation is a major activity. It includes leaf growing,
storing of them, checking of their quality, quality control; send them for manufacturing,
packaging, warehousing, distributing, procurement etc. Making up quick decisions based on the
arisen situation is another activity of Supply Chain at BATB. Followings are some of the
Operations activities:

Green Leaf Threshing Plant (GLTP): the GLT plant is in Kushtia. This function is responsible
for procuring the green tobacco leafs and send them to other departments for further processing.

Primary Manufacturing Department (PMD): here the leaf is being prepared for the
production activities.

Secondary Manufacturing Department (SMD): after PMD, the products came into the SMD;
here activities like wrapping tobacco with materials, manufacturing etc are done.

Supply Chain Management: in the previous part it is mentioned that BATB do a business
which starts from leaf growing ends with the distribution activities. It means they do their
business from the producer to their end customers. But this is a very complex job, which involves
several works. Checking and controlling the quality of the tobacco and its packaging is another
task of operations. As it is operation so factory is involved here. BATB has the nicest environment
for its working environment, they ensure the quality of work life, at the same time they are very
much careful about their employees. They provide the environment where employees can work
safely. That is why several times they have received the Zero Accident Award. Under supply chain
management, the following activities can be found:
Supply Chain
Product

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Procurement
Security
Logistics
EHS ( Environment, Health and Safety)
2.5.3. Marketing
To increase the sales, brand image and create a value for the brand is every important for any
organization. This is a center focal point for every organization as the business means to sell the
services or experiences. I n BATB, the marketing team is very efficient and energetic, the
verification we can get from their excellent selling records and their highly appreciated values
towards the customers. BATBs marketing department mainly conducts two activities called Brand
marketing and Trade marketing which includes several other works. Besides this, promotion or
advertising activities is very important for any manufacturing organization. But as the promotional
activities of tobacco products are banned by the government, so it is very difficult task for
marketing to run their business. However, they are also succeeding in this case. The major
marketing activities of BATB are:
Building Brands
Trade Marketing & Distribution
Consumer I nsights
Managing specialized channels
2.5.4. Corporate & Regulatory Affairs (CORA)
Corporate & Regulatory Affairs (CORA) is one of the important departments at BATB. As BATB
deals with the controversy product, so in conducting the business they have to be very careful.
And this makes them to become a successful organization. However, through the corporate social
responsibility they carry out their responsibilities towards their stakeholders and the society.
CORA mainly performs the following functions:
Managing Regulations
Promoting Corporate Social Responsibility
Driving Corporate Communications
Some of their key activities are yearly Free Sapling Distribution, publishing Social Report, several
Awareness Campaigns, Community Health Services etc. Following is the diagram of CORA
hierarchy.
2.5.5. Information Technology
Information Technology does not only means the computer and software related works. As the
world is changing day by day, new technologies are coming up frequently, so the business
organizations are facing some real problems with it. The IT industry has developed very quickly.

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With the use of it, anyone can access anything, sometimes very valuable and confidential
information of an organization might be licked out. So to ensure the security of an organizations
information and to complete the work in a quicker way, I T can help a lot. I T at BATB secures all
the information of this organization, they regularly update their equipment and software, to
speed the work and save the time, IT came up with several management and technological
software. Followings are the important activities done by IT at BATB.
Business Area Management
Architecture & Service Delivery
IT Management
2.5.6. Legal
Legal department mainly considers the Legal and Secretarial function of BATB. I t helps BATB to
know that what the right procedures to run their business are. As BATB is doing a debatable
business, so they have to conduct their business in a very proper and legal way and BATB is very
careful about this. Legal department handles how to solve the problems, how to follow and adjust
with the states laws, the shares and stakeholders, auditing, AGM etc. The major activities of
Legal department are the followings:
Litigation Management
Trade & Agreement Management
In-house Legal Counsel
Share Management
Record Management
Corporate Governance etc.
2.5.7. Finance
Finance is another very important function for any organization. Finance department at BATB
does not only work with their financial activities rather they work in align with the other
departments. Finance has various important activities including the following things:
Setting and delivering against financial objectives
Planning and budgeting for optimal use of resources to grow the business and to satisfy
shareholder expectations
Management reporting to the Board on business performance, current and future
Statutory reporting and support of investor relations
Audit and business risk management
Acting as a value adding business partner to all functions



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2.5.8. Human Resource Department
Human Resources department of BATB has responsibility for energizing, developing, retaining and
attracting truly talented people all around the country. The department also believes in
maintaining harmonious relationship between the management and workers all the times. The
department ensures that managerial development contributes to organizational development.
Areas covered by HR within British American Tobacco Bangladesh are-
Managing performance i.e. measuring & aligning performance, rewarding
performance, managing & administering benefits etc.
Managing organizational learning and development i.e. managing change,
designing & developing the organization, managing organizational climate, Learning in
the organization etc.
Resourcing i.e. recruiting, assessing and selecting, HR planning etc.
Managing careers and development i.e. assessing competencies and potential,
career development systems, coaching and mentoring, training and development
Managing employment relations i.e. managing employment legislation, managing
workplace relations, managing HR customer services etc. (source: www.bat-careers.com)

2.6. BRANDS IN BANGLADESH
BATB recognizes that our business starts with their consumers and their brands. Its not about
encouraging people to start smoking or to smoke more, but about meeting the preferences of
adults who have chosen to consume tobacco, and differentiating BATBs brands from their
competitors. British American Tobacco Bangladesh manufactures and markets high quality and
well established international cigarette brands. Much of the growth of BATBs leading brands is
driven by innovation from filters to flavors and packaging to cigarette formats. Overall BATBs
brand mix is broadly balanced between premium, mid-price and low-price. In Bangladesh, British
American Tobacco Bangladesh is the market leader in tobacco sector. They have almost 47%
market share. Current brands in Bangladeshi market are Benson & Hedges, J ohn Player Gold
Leaf, Pall Mall, Capstan, Scissors, Star, Pilot, Hollywood and Bristol. All these brands are
positioned in four segments in the Bangladesh cigarette market. A brief overview of brands is
given in the next page-
Benson & Hedges
In Bangladesh Benson and Hedges was launched in 1997. Within a
short time Benson & Hedges became a successful brand in BATBs
portfolio and it is dominating the premium segment of cigarettes in
Bangladesh. B&H can be found in three different flavors- Regular,
Lights and recently launched Switch.

Page 15 of 34

J ohn Player Gold Leaf, Pall Mall and Capstan
J ohn Player Gold Leaf, Pall Mall and Capstan are positioned in
the High segment. Launched in 1980, Gold Leaf is one of the
highest selling brands of our company, enjoying large market
share in the High segment. Pall Mall was the Groups first
Global Drive Brand to be launched in Bangladesh in 2006.

Star and Scissors
Star and Scissors are positioned in the Medium segment. Star,
launched 40 years ago, is still a leading brand in this segment.
Currently, it is the highest volume generating brand for the company.
Star occupies the leadership in the low segment outside Dhaka, where
it has tremendous popularity among smokers.

Pilot, Bristol and Hollywood
Pilot was launched in 2009 in the Low segment, which is growing
rapidly in Bangladesh. Bristol was launched also in the Low segment
in October 2010. Hollywood launched in year 2011 targeting the lower
segments as well.



















Page 16 of 34






































3. PROJECT PART
Recruitment and Selection Analysis of BATB for Last Six
Months (November 2011 April 2012)


Page 17 of 34

3.1. BACKGROUND
Recruitment and selection forms a core part of the central activities underlying human resource
management. Recruitment is the process of generating a pool of capable people to apply for
employment to an organization. Selection is the process by which managers and others use
specific instruments to choose from a pool of applicants a person or persons more likely to
succeed in the job(s), given management goals and legal requirements. (Bratton and Gold, 2007)
Recruitment and selection, as defined here, can play a pivotally important role in shaping an
organizations effectiveness and performance if organizations are able to acquire employees who
already possess relevant knowledge, skills and aptitudes and are also able to make an accurate
prediction regarding their future abilities. That is why an organization should properly plan about
their recruitment and selection strategies. The process starts from the advertising and then ends
with the selecting or hiring employees. A better recruitment and selection strategy can help an
organization to gain the sustainability and to perform better than others, because human
resources are the main capitals who are responsible to run the business. Organizations tailor their
recruitment strategies to the specific position(s) they are seeking to fill. These strategies may
differ depending on the level of the position.

3.2. THE AUTHORS ASSIGNED RESPONSIBILITI ES
As mentioned in the earlier part of the report, the authors internship project was Establishing
Recruitment Database for BATB HR to ensure all the necessary record keeping of all the
recruitments takes place. But the author was also assigned some other regular works. Back-end
duties assigned to him were-
Taking CVs from sources and screening according to the criteria mentioned
Scheduling recruitments through communicating with the interviewers/assessors
Calling candidates and informing about the interview timings
Creating files for each candidate for interview and assessment purposes
Updating the information and status of recruitments in the database
Feedback accumulation of the training program
Organize and facilitate training programs
Calculating and preparing bills for events and training programs
Writing joining letters and competition letters for interns
Scheduling and facilitating induction program for the new joiners
Presentation work as briefed for meetings


Page 18 of 34

3.3. A DETAILED VI EW OF BATB HR
Human Resources Department of BATB plays a very vital role in the total organizational
functioning of the company. From recruitment to selection and also from employee welfare to
industrial relations, this department has to play an important role. Employee recruitment,
selection, transfer, promotion, performance appraisal, needs and wants of the employees are
taken care by this department. HR department of BATB consists of some great peoples who act
as leader and guide for the employees of the organization.
HR Mission - Embedding winning culture where people always strive to excel
To develop the most vital element of the organization which is the human resource, BATB has put
in a lot of efforts in responding to various changes and problems through effective formulation
and implementation of human resource strategies through the HR department. HR department
believes in-
Bridging the gap between top level and lower level management
Improved performance through attractive reward system
Strive for excellent management practice
BATB HR team has around 20 employees leading by the Head of HR. Some key personnel in
BATB HR are-
HR Business Partners i.e. Corporate HR Business Partner, Marketing HR Business Partner,
Supply Chain HR Business Partner, Manufacturing HR Business Partner
Corporate Employee Relation Manager
Employee Services Unit Manager
Payroll and Funds Executive
HR Executive (Learning, Sourcing & MI S)
Management Trainees and others.

3.4. RECRUITMENTS IN BATB
Recruitment is the process of generating a pool of capable people to apply for employment to an
organization. As the countrys one of the most prestigious company, BATB believes it is important
to attract and retain the very best people who will contribute ideas and really make a difference.
BATB always looks for highly talented, energetic and dedicated people who can make a real
contribution to the companys continuous growing business. That is why BATB always seeks for
the best graduates as well as best professionals for their company. For attaining that the
company has an effective human resource planning. In BATB recruitments take place through
various medium. They have reduced giving advertisements in the newspapers and increased
liaising with different universities through campus recruitment and battle of minds. Besides, they

Page 19 of 34

have a separate server in the largest job site of Bangladesh bdjobs.com. Moreover, some head
hunting agencies also work for them to find out the best talents of Bangladesh.
3.4.1. Sources of Recruitments
A particular organization may recruit either from the internal sources, i.e., by promoting the
existing employees for higher positions, or they may go for outside sources. Thus, internal and
external sources of recruitment can either be resorted to by any organizations, subject to
convince and feasibility. Recruitment is an art of attracting applicants, from whom the most
suitable ones may be selected in a particular job or jobs.
For BATB, the major sources of recruitment for different types of personnel, therefore, are as
follows:
Internal Sources- The sources within BATB itself to fill a position. I nternal sources are
primarily two- transfers and promotions. Internal recruitment may lead to increase in
employees productivity as their motivation level increases. It also saves time, money and
efforts.

HR & Management Consulting Agencies- Several private consultancy firms i.e.
People Scape, Grow n Excel, HR Kites etc. perform recruitment functions on behalf of
BATB by charging a fee.

Career Counseling Centers of Different Universities- From the Career Counseling
Centers of different universities BATB gets CVs.

Internal Referrals- Most often existing employees recommend prospective candidates
for a vacant position.

Internet (LinkedIn, J ob Sites)- BATB has their own server in the leading job site of
Bangladesh bdjobs.com where hundreds of applications are being received. Now-a-days,
professional site LinkedI n has become a valuable source of recruitment.

Internship- Sometimes interns are invited in the selection process based on their
performances.

Posted CVs- Many interested people post their CVs to be considered for a vacant
position or any suitable position.
3.5. SELECTION PROCESS
Recruitment and Selection policies at BATB are much formatted. They prepare the policies
according to their needs so that they can meet up their needed requirements. The recruitment
and selection process at BATB differs from department to department, function to function and
level to level. They know that departments requirements vary from one to another. So to get the

Page 20 of 34

Preliminary Screening
Primary Interview
Assessment Center
Final Interview
Physical Examination

J ob Offer
Reject some candidates
Reject some candidates

Reject some candidates

Reject some candidates

Reject if any major problem is
found

J oining & I nduction
May reject by the candidate

right candidates, they have different recruitment and selection processes. But there are
consistencies in between the different methods. The process starts with the screening of CVs and
ends with the selection of employees.
The entire selection process is shown below-


3.5.1. Preliminary Screening of Applications
The number of applications normally received against any vacancy is usually huge. This makes it
a challenging task to select the right persons from this huge pool. Moreover, conducting tests and
interviews for all the candidates may not be always feasible and cost efficient. To obviate such
problems, BATB screens out candidates who dont meet the criteria for a particular position
before going ahead with the selection process. BATB, before going for the selection process
develops their own standards or potentials attributes for the vacant roles and thus screen the
applications.

3.5.2. Primary I nterview
In the literal sense of the word, an interview means a conversation with a purpose. After
screening the CVs, BATB arranges primary interview for the candidates. Interviews are basically
aim at giving information to the candidates about the role, judging the candidates through
various conversations and finally shortlist few candidates for the next step. The conversation is
intended to get information from candidates regarding their, background, experience, education,
Figure 1: Selection Process in BATB

Page 21 of 34

training and interests to evaluate their suitability as per the requirements of the organization, its
philosophy, personnel policies, etc. in BATB, most of the interviews are Structured Interview.
Before every primary interview, an interview guide is given to the interviewers based on which
they interview the candidates.
For entry level positions especially Territory Officers, hundreds of applications come. After
primary screening the number remains is also considerable. It consumes a lot of time to take
primary interviews of such a good number of candidates. In order to examine more number of
candidates in a short period of time BATB introduced an alternative to primary interview for the
role of Territory Officer which is called Pre-assessment. Here there are 8 candidates who sit
together where they are given a short case to solve and present in groups. The duration is 1
hour. So in an hour the assessors can assess 8 candidates and pick the best ones.
3.5.3. Assessment Centre
Afterwards, the assessment center is arranged for the selected candidates. Here they call several
candidates to give different types of tests. It is usually a day long process. Here the candidates
are assessed by the group test, individual test, critical problem solving session, role play and
presentation. They have to do group work, they have prepare short report, have to present the
report. And all of their activities are monitored by the respective assessors. They are judged
according to the factors like their leadership quality, decision making, influencing capability etc.
An assessment center is a very effective platform to judge a candidate properly. Assessment
center evaluation is also very structured. Every assessor is given an evaluation sheet with some
factors based on which they score the candidates.

3.5.4. Final Interview
The candidates who perform well in the assessment centers are called for the final interview. This
interview is usually with the functional heads. During this interview the interviewer mainly checks
the candidates motives, commitments, willingness and positive attitude towards the role. After
interviewing they select the best candidates.

3.5.5. Physical Examination
BATB has another selection step which is known as the physical examination. After all the
psychological and critical analysis tests, BATB conduct this physical tests. Physical tests include
the strength and fitness test, drug test etc. Through the fitness test they try to find out that the
employee will be able to work in the organization or not. As it is Tobacco Company and some
people have allergy to tobacco, so before selecting a candidate as an employee they should check

Page 22 of 34

it. Also it is done for the safety of their employees. Employees especially who will work in the
factory, field and operations have to give this tests.

3.5.6. J ob Offer
After selection of the candidates BATB offers the job to that employee. Then the employment
contract and other procedures are supposed to be completed. And then the induction process
starts.

3.5.7. Induction Program
Induction is a very important activity for any organization. Induction helps an employee to know
the organization, to familiar with its culture, to know the different functions, to become socialize
with the new environment, to match their expectations with the organizations demand, to
prepare their career ladder etc. In BATB the induction process is usually 3-days long which
includes visiting different factories and outlets. BATB tries to give information about every
departments and their function to their new employees. These help the new employees to know
that to whom they should conduct in a certain emergency. Also they will be able to perform their
best as they got the information about all of the BTAB activities. This actually helps them to relate
all the function of BATB.

3.6. INTRODUCTION TO RECRUITMENT DATABASE
The Recruitment Database is nothing but keeping necessary records in an Excel worksheet for
further use. This database was planned in such a way so that BATB can filter various information
from it when necessary. After communicating with the line manager, several assessors and from
authors practical need the final database that the author created in Excel Sheet has 26 columns
of relevant fields. Under each field there are certain information related to recruitments and
selections. Anytime, based on any criteria, information can be taken from this database. A Partial
Screenshot of the database is given below-








Figure 2: Partial Screenshot of Recruitment Database

Page 23 of 34

All the fields of the recruitment database are given below with relevant examples for better
understanding-
SN Name of the Field Example
1 Department Marketing
2 Role Territory Officer
3 Grade 33
4 Requisition Date 01 J anuary 2012
5 Candidate Name Mr. X
6 Phone No. 01XXX XXX XXX
7 Email xxx@xxx.com
8 Last Working Experience
Marketing Executive, ABC
Company
9 University IBA-J U
10 Degree BBA
11 Majors Marketing
12 CGPA 3.5
13 Source of Getting CV
Bdjobs.com, Grow n Excel,
Internal Source
14 Screening Records Passed/ Failed
15 Primary Interview Date 10 J anuary 2012
16 Primary Interviewers Mr. X & Mr. Y
17 Assessment Center Date 15 J anuary 2012
18 Assessment Center Assessors Mr. W, Mr. X, Mr. Y, Mr. Z
19
Total Elapsed Days between Primary Interview and
Assessment Center
5 Days
20 Final Interview Date 22 J anuary 2012
21 Final Interviewers Mr. A & Mr. B
22
Total Elapsed Days between Assessment Center and Final
Interview
7 Days
23 Status of the Candidate
Selected for the Position/
Primary Interview Failed/
Assessment Center Failed/
Final Interview Failed
24 J oining Date 01 February 2012
25 Total Elapsed Days between Final I nterview and J oining 9 Days
26 Total Elapsed Days between Requisition and J oining 31 Days


Table 2: Recruitment Database Information


Page 24 of 34

3.7. VARIOUS ANALYSIS FROM THE RECRUITMENT DATABASE

3.7.1. Total Recruitments in Different Functions of BATB
From November 2011- April 2012, many interviews and assessments took place for several roles
in several different functions in BATB. The summary of which is given below-

Functions Name of the Position
No. of Screened
Candidates
No. of Selected
Candidates
(%)
Marketing
Territory Officer 75 11 14.67
Assistant Territory Officer 54 10 17.86
Cycle Planning Officer 20 1 4.76
Total Recruitments in Marketing 149 22 14.8
Human Resource
Learning & Sourcing Officer 17 1 5.88
HRMT 19 2 10.53
Learning, Sourcing & MIS
Executive
7 1 14.29
Total Recruitments in HR 43 4 9.3
Operations J unior Team Leader 5 3 60.00
CORA
Internal Communications
Executive
6 1 16.67
Finance Tax & Excise Manager 8 1 12.5
Security Security Manager 5 1 20
Total Recruitments in BATB 216 32 14.8

Table 3: Summary of Recruitments from November 2011 April 2012

Its been clearly seen that the Marketing department has the most recruitments and selections
throughout the period. This is the actual pattern of BATB recruitment. Almost every month there
is a recruitment in marketing either in the role of Territory Officer or in the role of Assistant
Territory Officer. Usually there are lots of applications come for these positions and the process is
comparatively more time consuming.
BATB takes few Management Trainees usually in October-J anuary period in HR, Finance and
Supply Chain department. This is a two-year training period and after two years they are
absorbed in Grade 34.
Mid-level (grade 34 and above) recruitments can occur any time upon requisition and the number
is very few.

Page 25 of 34

Total number of recruitments in various functions in BATB is shown below-





















Figure 3: Employments in Various Functions in BATB


3.7.2. Recruiting Yield Pyramid

Recruiting Yield Pyramid is the historical arithmetic relationships between recruitment leads and
invitees, invitees and interviews, interviews and offers made, and offers made and offers
accepted. It is usually used to calculate the number of applicants they must generate to hire the
required number of new employees. (Dessler, 2011)
From the recruitments and selections of the mentioned period (November 2011 April 2012) if
we put the numbers in Recruitment Yield Pyramid we will get the figure below-














Figure 4: Recruiting Yield Pyramid of BATB

Departments
N
u
m
b
e
r

o
f

R
e
c
r
u
i
t
m
e
n
t
s

22
4
3
1 1 1
0
5
10
15
20
25
Marketing HR Operations CORA Finance Security
Recruitments in Various Functions
New Hires
Offers Made (1:1)
Candidates Interviewed (1:7)
Candidates Invited (24:25)
Leads Generated (9:40)
225
1000 (approx.)
216
31
31

Page 26 of 34

So if BATB knows it needs 10 new entry-level employees next year. From experience, the firm
knows the ratio of offers made to actual new hires is 1 to 1; all of the people to whom it makes
offers accept them. The firm also knows that the ratio of candidates interviewed to offers made is
almost 13 to 2, while the ratio of candidates invited for interviews to candidates actually
interviewed is about 25:24. Finally, the firm knows that of 40 leads that come in from all its
recruiting efforts, 9 applicants typically gets an interview at a 40-to-9 ratio. Given these ratios,
the firm knows it must generate 325 leads to be able to invite 73 viable candidates to its offices
for interview. The firm will then get to interview about 70 of those invited, and from these it will
make 10 offers who will accept.

3.7.3. Analyzing the Performance of Different University Graduates
From the recruitment database we can easily figure out which universitys students doing well in
recruitments. We can also find out which university students are being selected for a particular
role. This information could be very helpful for BATB to grab their desired talents for various
entry level positions. For mid-level positions work experience is more preferred than the
universities.

If we analyze last six months recruitments we can figure out which universities are doing well.
Lets make a summary first. During my internship period the entry level positions for which
recruitments took place are-
Management Trainee- HR
Territory Officer
Assistant Territory Officer
Learning & Sourcing Officer
Cycle Planning Officer

Here is the university list they are from-
Position Total No. of
Recruitments
IBA-DU NSU DU- MKT AIUB EWU KU BRAC Foreign &
Other
University
TO 11 2
6
2 1
ATO 10 2
3
2 2 1
HRMT 2 1 1
L&S 1
1

CPO 1
1

Overall 25 2
9
2
3
2 2
3
2


Table 4: Performance of Different University Graduates

Page 27 of 34

Here is the graphical representation-


Figure 5: Performance Evaluation of the University Graduates

3.7.4. Most Effective Sources of Potential Candidates
As discussed earlier, the major sources for BATB are- HR & Management consulting agencies i.e.
People Scape, Grow n Excel, HR Kites etc., Career Counseling Centers in different universities,
Internal Referrals, Internship, Posted CVs and I nternet especially LinkedI n and bdjobs. Which
source gives the most number of potential candidates? This fundamental question can help BATB
HR to easily find out their desired candidates. Its always tough to find out the right one from
hundreds of CVs. So for their ease they can ask their reliable sources for candidates.
The answer of the question will come up if we review the sources of the selected candidates of
last six months. Though this period is not enough to make a conclusion but it will definitely give
us a trend. Before entering into the analysis lets divide the total recruitment into two segments.
i) Entry level recruitments (in BATB, grade 33 and below) and
ii) Mid-level recruitments (in BATB, grade 34 and above)
The following statistical table will show us the most effective sources for both entry level and
mid-level recruitments.
Position Name Source
Head of HR Internal Source

2
9
2
3
2 2
3
2
0
1
2
3
4
5
6
7
8
9
10
IBA-DU NSU DU-MKT AIUB EWU KU BRAC Foreign &
Other
Figure 6: Most effective sources of candidates

Page 28 of 34

Position Name Total Recruitments Source/ s
Entry Level
Positions
Cycle Planning Officer 1 NSU CPDS= 1
Learning & Sourcing
Officer
1 Internal Referral= 1
Assistant Territory Officer 10
Internal Referrals= 3
Internship= 1
EWU CCC= 2
AIUB CCC= 3
Posted CVs= 1
Territory Officer 11
Battle of Minds= 6
Internal Referrals= 2
IBA-DU = 2
Grow n Excel= 1
HRMT 2
NSU CPDS= 1
Internal Referrals= 1

Position Name Total Recruitments Source/ s
Mid-level
Positions
Tax & Excise Manager 1 Internal Referrals = 1
Learning, Sourcing & MI S
Executive
1 Grow n Excel = 1
Security Manager 1 Grow n Excel= 1
Internal Communications
Executive
1 Internal Referral= 1

Lets put the summarized data in a pie chart and find out the most effective sources for BATB.


1
6
9
1 1
3
9
Internal
Source
BOM Internal
Referrals
Internship Posted CVs Agencies CCC of
Universities
0
1
2
3
4
5
6
7
8
9
10
Table 5: Sources of Recruitments for the selected candidates
Figure 6: Most effective sources of candidates
Sources

Page 29 of 34

3.7.5. Effectiveness of Battle of Minds in Finding out the Right Talents
Battle of Minds is one of the most prestigious inter university competition in the country. British
American Tobacco Bangladesh has been organizing this event for the last 8 years. The
competition takes place among the best students from leading universities in Bangladesh. One of
the very important reasons behind organizing this event is to bring out the best talents from
across the country and take them to their organization. During Battle of Minds, BATB marks best
performers and later on calls every shortlisted participant for interview. A question may arise, is
BATB getting their desired candidates from Battle of Minds? Here is an analysis regarding the
question. Ive made a status summary of the Battle of Minds 2011 Participants. This will help to
figure out whether Battle of Minds really adding value to their recruitments. In the recruitment
database there is a column named Source of Getting CV and for the Battle of Minds candidates
the source is written as BOM. So it becomes easier to filter the Battle of Minds Candidates.

From the Battle of Minds 2011, out of 40 semifinalists 26 have been called so far. 11 of them
were failed in the primary interview, 8 of them failed in the assessment center, 7 made it to the
final interview and from there 6 were hired. The ratio is almost 3:13 which is 23%.






















Battle of Minds 2011
40
26
15
7
6
Total Semifinalists
Called for PI
PI Passed
AC Passed
Hired
0 10 20 30 40 50
No. of Selections
Figure 7: Total selections through Battle of Minds

Page 30 of 34

3.7.6. Required Time to Fill Up the Vacant Positions
The effectiveness of HR department someway depends on providing the best candidates on
demand. It is important to know how long it takes to fill a vacant position. As in my database I
had columns of requisition date and joining date so it can easily be found out the duration from
requisition to joining. Normal duration shouldnt exceed 1 month. If it does, there must be some
issues. It will help to find out the reasons behind the delay and take actions according to it. Total
duration from requisition to joining for various positions is given below-

Position Name Requisition Dates J oining Dates Duration
Cycle Planning Officer 01 J anuary 2012 01 March 2012 2 months
Learning & Sourcing
Officer
15 J anuary 2012 01 April 2012
2.5 months
Assistant Territory Officer
01 J anuary 2012
01 March 2012
01 April 2012
01 February 2012
01 April 2012
01 May 2012
1 month
1 month
Territory Officer
01 J anuary 2012
01 February 2012
01 March 2012
01 April 2012
01 February 2012
01 March 2012
01 April 2012
01 May 2012
1 month
1 month
1 month
1 month
HRMT 15 December 2011 01 February 2012 1.5 months
Tax & Excise Manager 15 April 2012 Selected, Yet to join N/A
Learning, Sourcing & MI S
Executive
15 April 2012 Selected, Yet to join N/A
Security Manager 01 April 2012 01 May 2012 1 month
Internal Communications
Executive
01 February 2012 Selected, Yet to join N/A
Table 6: Required Time to Fill Up the Vacant Positions

From the table above, we can see that for most of the positions the duration has not exceeded 1
month. Reasons of delayed joining are given below-

Cycle Planning Officer- There were 21 interviews for the position. Most of the candidates who
passed the primary interview and assessment centers shown lack of interest in the final interview
as the growth opportunity in this role is very less. Thats why it took that long time to find out the
desired candidate.
Learning & Sourcing Officer- The selected person was interviewed and selected in the mid of
February that is within a month. But he couldnt join immediately as he was already working for

Page 31 of 34

another organization. Thats why for him it took that time to get the clearance from the
organization.
HRMT- Management Trainee is a post where company wants extraordinary candidates. Because
of the lack of deserving candidates, it delayed a bit.
For the mid-level positions, it usually delays a bit because of their involvement in other
organizations. But for the abovementioned three positions Tax & Excise Manager, Learning,
Sourcing & MIS Executive and Internal Communications Executive the selection process was
completed within a month of the requisition date.
3.7.7. Problems in Selection Process
The author has some other observations regarding the recruitment and selection process while
conducting the different phases. Those are-
i) The author has faced rescheduling the interviews or assessments several times in his
internship period due to interviewers or assessors busy schedule. BATB HR always
gives the exact time to the candidate so that they dont have to wait a long. But the
author experienced frequent delay in interview or assessment. Though the schedules
were finalized based on the given time by the interviewers/assessors still because of
workload they couldnt maintain the schedule. As a result sometimes the candidates
had to wait for a long time.

ii) Though BATB provides Interviewing and Assessing Skills training to quite a good
number of employees, most often it is seen that some common personnel are taking
the interviews or assessments. Others try to avoid them. Most often the major reason
is given by them is that their schedule is booked for another task. So the training
given to the employees remain unutilized.












Page 32 of 34







































4. CONCLUSION &
RECOMMENDATIONS


Page 33 of 34

4.1. CONCLUSION
From the whole report it is clear that the recruitment database is a very effective tool for BATB
HR for efficient recruitment and selection process. The facts that came up at the end of this
report are that BATB has a very structured recruitment and selection process. Recruitments and
selections are being conducted throughout the year. The number of entry level recruitments and
selections are greater in marketing department while there are some mid-level recruitments and
selections in different functions as well. BATB has some very effective source of recruitments
including their very own Battle of Minds. Some graduates from different universities are doing
extensively good in BATB recruitment and selection process. And overall, the efficiency rate of
BATB HR regarding selecting employees for a vacant position is acceptable.

4.2. RECOMMENDATI ONS
After analyzing the recruitment and selection process the author suggested some
recommendations that might be helpful for the organization. Following are some
recommendations given to BATB:
BATB can plan more campus recruitments according to the time period of university
graduation to get the best candidates.
After selection, BATB HR should monitor the performance of graduates from different
universities to find out whether their selection process is effective or not and to figure out
which university graduates are performing the best.
To overcome the problem of assessors unavailability, BATB can schedule at a quarterly
basis and book assessors schedule through internal software to ensure they remain free
in that time.
In the case of urgency they should utilize the sources of candidates well to reduce the
recruitment and selection time but should not be confined to those sources only. It might
deprive them in getting diverse talents.
BATB should not be biased towards some particular institutions. As they believe in
diversified working environment so graduates from different institutions might be taken
at BATB. They should invite graduates from every good university so that graduates from
those universities can at least get a chance to prove themselves.





Page 34 of 34


5. REFERENCES

i) Dessler, G. (2011). Human Resource Management (12
th
ed.). Florida International
University: Prentice Hall.
ii) Bratton, J . & Gold, J . (2007). Human Resource Management Theory and Practice (4
th

ed.). London: Palgrave Macmillan.
iii) Recruitment Database of BATB.
iv) British American Tobacco Bangladesh. Retrieved May 25, 2012, from
www.batbangladesh.com.
v) BAT Careers. Retrieved May 25, 2012, from www.bat-careers.com.
vi) British American Tobacco Bangladesh. (2011) Annual Report, British American
Tobacco Bangladesh, Dhaka.