Professional Documents
Culture Documents
INTRODUCTION
Human Resource planning helps determine the number and types of the people an organization
needs. Recruitment follows Human Resource planning and goes hand in hand with the selection
process by which organizations evaluate the suitability of the prospective candidates for the job.
Job analysis and job design specify the tasks and duties of jobs and the qualifications expected
from prospective job holders (chart-1.1). The next logical step is to select the right number of
people the right type to fill the jobs. Selection involves two broad gropes of activities: (a)
Recruitment and (b) Selection.
Recruitment is the process of finding and attractive capable applicants for employment.
Whereas Selection is the process of picking individuals with requisite qualifications and
competence to fill jobs in the organization. An organization large or small, profit or service
oriented, the ultimate aim is to achieve organizational goal. This achievement can only be
possible through skillful and management of power. Selection is a key component in the
acquisition of human resources. Without a reliable and erective selection mechanism, a business
can never flourish, especially in the present world market Economy, which is fiercely
competitive. Usually after successful completion of recruitment, selection and induction process
the new employee must be developed to better fit the job and organization.
Primary source:
Face to face conversation with the employees
Talk to the managers
Over phone data collection
Secondary source:
Internal source
Bank annual report
different circular, manuals and files of the bank
External sources
Different books and periodicals related to the banking sector.
Target population: All Employees of paltan branch of EXIM bank. 15% was female, and 75%
was male. Sample size is 50.
The one of the main limitations of the report was to conduct a small scale survey on the
employees.
I had to complete this report writing within a shorter period of time.
The officials had some times been unable to provide information because of their huge
routine work.
Many officials of the branch are not well informed about different systems of EXIM
bank.
Insufficient supply of relevant books and journals.
Human resource department maintains very much confidential about their activities and
internal information.
LITERATURE REVIEW
Nowadays, it is most importance for every organization to employ a right person on a right
position. And recruitment and selection plays a pivotal role during such situations. This paper is
primarily based on an analysis of literature conducted by practitioners and researchers in the field
of Human Resource management. Various researchers have contributed to the field of HRM, and
have offered intensive and profound knowledge on the branches of HRM such as scientific
recruitment and selection, Manpower management, Job analysis, Need and purpose of
Recruitment, and so on.
According to Edwin Flippo defines Recruitment and selection process as "A process of
searching for prospective employees and stimulating and encouraging them to apply for jobs in
an organization."
From the human resource management perspective the first most crucial and difficult human
resource management strategy for achieving organizational goals is recruitment and selection
strategies as the outcome of recruitment and selection strategy can be very productive for the
organization if selected right person in terms of appropriate skills mix and also very non
productive if wrong one was selected and can lead failure of the organizations (Compton, 2009
& Canton, 2004).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.
According to Robins, “The ideal recruitment effort will attract a large no of qualified applicants
who will take the job if it is offered. A good recruiting program should attract the qualified & not
attract the unqualified. This dual objective will minimize the cost of processing unqualified
candidates”.
Alan Price (2007),Korsten (2003) ,Hiltrop (1996) ,Work by Jackson et al (2009),Work of Bratton
& Gold (1999) , Silzer et al (2010) and Work by Taher et al. (2000) also give definition about
Recruitment and Selection process.
It can be clearly concluded that for a company to succeed all it takes is the proper recruitment
and selection strategies which also shapes the overall manpower management of the company.
Of its very beginning, EXIM Bank Bangladesh limited was known as BEXIM Bank, which
stands for Bangladesh Export Import Bank Limited. But for some legal constraints the bank
renamed as EXIM Bank, which means Export Import Bank Of Bangladesh Limited.
The bank starts its functioning from 3rd August 1999 with Mr. Alamgir Kabir, FCA as the
advisor and Mr. Mohammad Lakiotullah as the Managing Director. Both of them have long
experience in the financial sector of our country. By their pragmatic decision and management
directives in the operational activities, this bank has earned a secured and distinctive position in
the banking industry in terms of performance, growth, and excellent management. The
authorized capital and paid up capital of the bank are TK. 350.00 Crore and TK. 171.375 Crore
respectively. The bank has migrated all of its conventional banking operation into Shariah based
Islamic banking since July, 2004.
interest based banking and the bank started Islami Banking function from 1st July 2005 with the
approval of Bangladesh Bank. Before conversion into Islami Bank, the authority of the EXIM
Bank puts option to all of bank valued customers through news media in addition to personal
contract with them to accept with decision taken by authority. And great pleasure for the bank
that everybody gladly accepted the conversion with appreciation.
Managing Director
Vice President
Principal Officer
Executive Officer
Officer
Assistant Officer
EXIM BANK has three types of employment to meet the highest order of the satisfaction level
of its clientele. These are:
1. Full Time
2. HR Contractual
3. Internship Programs (IP)
a. Candidates must be of exceptional promise and aptitude to face the challenge and hard
working for a successful career in the Bank.
Examination SC)
(for SSC, HSC & >=2.25 (for
>=1.65 (for
Graduation) Graduation/Post
Graduation/Post
Graduation)
Graduation)
SSC 3 2 1
3 1
HSC 2
Graduation (Hons) 3 2 1
Masters 3 2 1
3.6.4 Grading/marking:
The Selection Committee will follow a grading system as follow:
For education maximum mark is 12, qualifying marks for AO & Officer (on probation) shall be
Written Test will be 50/100 marks and 50% marks is qualifying marks.
Viva is on 25 marks and qualifying marks is 15. In Viva, general knowledge and
knowledge about his/her subject shall be evaluated.
A candidate must secure minimum 50% or higher defined by the management team for become
eligible for the any AO or Management Trainee Officer/Trainee Officer post. The total number
of candidates called for the viva will be double of total vacant post, that's why the Bank can get
the best alternatives of candidates. The appointment of the candidates will be made as per the
merit of the candidates. The recruitment panel will decide and refers the best peoples to the
higher authority for recruitment.
While interviewing the candidate for final selection, due weight age should be given on the
educational background, professional excellence and technical skill on the appropriate field. All
The following categories of employees from other Bank/Organization will not be employed
Employee against who there are pending charges or who are dismissed discharged for any
reason, or terminated/removed/restricted. However, a retired person may be engaged for a
particular period for a particular period for a contract basis.
As per requirement of the Bank experienced Executives/Officers may be appointed from time to
time. After proper scrutinizing of the application received from the eligible candidates they will
be interviewed by the Interview Committee with clear stipulations that the following minimum
qualifications & experience as shown against each post must be ensured. Exceptions may occur
for extra ordinary candidates.
Recruitment Planning
Strategy Development
Application Searching
In Exim bank, whenever a position is created or become vacant, it first tries to fill up the position
internally. If there is no suitable internal candidate, the HRD goes for external recruitment. The
external recruitment is conducted for two level of Job. Entry Level and Experienced Bankers.
An advertisement contains the following items, with the exception of blind ad:
Company Name & Logo
Brief about the business/company
Title and summary of the job
Required qualification of the job
Personality attributes
Attractive and encouraging words for the candidates
Address to apply
Decision
Accept Reject
Later Job Successful Correct Decision Reject Error
Performance Unsuccessful Accept Error Correct Decision
Initial Screening
Interview
Salary Negotiation
Job Offer
Background Investigation
Pre-Joining Documentation
Provision Period
Usually, the bank itself holds the written test for the post of Trainee Assistant Officers. The HRD
prepares the question papers, takes the written test, screens out the answer sheets and sends the
number-sheet to the management. The management then decides how candidates to call for the
interview.
3.12.4 Interview
For entry level positions, the next step of the process is the comprehensive interview that is
usually conducted by a panel comprising of the Managing Director, Additional Managing
Director, Deputy Managing Director and The Head of Human Resources Division. The
interviews are always unstructured and each interviewer grades the candidate based on
motivational level, communication skill, confidence, how he handles difficulties etc.
After the interview, the total marks of the written test and the interview are added. The
candidates who pass the written test, the interview and the work sample test (if any) are
considered for final appointment. From those candidates, the required number of employees are
taken and given the final appointment. These employees have to fill up setup papers at the time
of joining.
3.12.6Job Offer
The Head of HRD offers the job to the selected candidate after the final approval is obtained.
The Managing Director is the sole signing authority of any appointment letter up to Additional
Managing Director, Non-Management and all contractual employees if any other person is
authorized for special reason. The Chairman of the Board of Directors is the sole authority to
sign appointment letter for the post of Managing Director.
4.2 FINDINGS:
EXIM Bank’s HRD is a very enormousness and an elaborate section of overall management
process. Behind every success or failure HR activities are considered the ultimate deciding
factor. That is why EXIM Bank always gives high priority to the HR practices. Now, I would
like to present my observations about the Recruitment and Selection process of EXIM bank and
show the findings based on that.
1. Based on the results from analysis one, 50% respondent strongly agreed and 40% agreed,
10% Neutral, but nobody strongly disagreed or disagreed in this question. So it is agreed
that EXIM bank follows the fair and open recruitment and selection process.
2. Maximum respondents agreed that Dedication of employees towards performance can
increase due to fair practice in Recruitment &Selection. In this question, 40% respondent
strongly agreed and 46.7% agreed 10% Neutral, nobody strongly disagreed but 3.3%
disagreed in this question.
3. Based on the results from analysis two, 53.3% respondent Neutral 30% strongly agreed
and 6.7% agreed, 6.7% strongly disagreed but 3.3% disagreed in this question. So it is
neutral that’s means EXIM bank should more focuses to retain existing employee than to
recruit new staff is not always true but sometime can be.
6. Most of the respondents disagreed that Morale of the existing employees can be lowered
due to poor process of Recruitment &Selection. In this question, 16.7% respondent
strongly disagreed and 33.3% disagreed 6.7% Neutral, 6.7% agreed but nobody disagreed
in this question.
7. Most of the respondents disagreed that Recruit efficient manpower in HRD to reduce the
work pressure. In this question, 40% respondent disagreed and 10% strongly disagreed
16.7% Neutral, 26.7% agreed, 6.7% strongly agreed.
8. Based on the results from analysis eight, 50% respondent agreed and 36.7% strongly
agreed, 13.3% Neutral, but nobody strongly disagreed or disagreed in this question. So it
is agreed that Selection process innovative techniques (like stress level test,
psychometrics test) play an effective role.
9. Based on the results from analysis nine, 63.3% respondent Neutral 26.7% strongly agreed
and 3.3% agreed, 6.7% disagreed but no strongly disagreed in this question. So it is
neutral that’s means EXIM bank hires the employee by outsourcing recruitment system is
not always true but sometime can be.
10. Based on the results from analysis ten, 60% respondent Neutral 33.3% strongly agreed
and 6.7% agreed but no disagreed or strongly disagreed in this question. So it is neutral
that’s means the environmental factor like (political, job market) affects the recruitment
& selection process is not always true but sometime can be.
Hear it seems, nearly ninety percent of the employees agreed with this question. They believe
that fair practice in recruitment and selection process can increase the employees’ performance.
Only few are neutral and a little disagreed.
In this question, half of the employees strongly agreed, less than half of the employees also
agreed but few are neutral. So, Recruitment and selection policy should be designed to attract
more efficient workers for the organization for improvement.
Hear it seems, maximum of the employees disagreed or strongly disagreed in this question. More
than one third employee strongly agreed in this question. So the morale of the existing employee
can not be lowered due to poor process of recruitment and selection.
In this Question, Half of the employees strongly agreed and maximum employees agreed that
EXIM bank selection process innovative techniques play an effective role. Only few neutral but
nobody disagreed about it.
In this question, sixty percent of the employee neutral in this question that’s means The
environmental factors affects the recruitment and selection process is not always true but can be
because more than one third of employees agreed in this question.
In this question, nearly half of the employees strongly agreed, less than half of the employees
also agreed but few are neutral. So, The E-Recruitment of EXIM bank must need to survive in
the competitive market.
In this question, more than half of the employee neutral in this question that’s means The
recruitment and selection process of Exim bank emphasizes more on who fits the organization,
rather than who fits the job is not always true but can be because more than one fourth of
employees agreed in this question.
The modern business world is one of the fastest flow of competition which growing wider and
wider. To have sustainability in this competitive world the organization are formulating new
strategies and business plan with maximum efficiency levels in all sectors. Due to competition it
is very difficult to build a strong base for bank and uphold the image of bank. Banking is
becoming more and more vital for economic development of Bangladesh, in mobilizing capital
and other resources. EXIM Bank being a third generation bank is also extending such
contribution as to the advancement of the socioeconomics condition of the country. EXIM Bank
has some problems but it is encouraging that they are trying to overcome these obstacles. To
keep pace with current demand EXIM Bank should be more responsive. Behind every success or
failure, EXIM Bank’s HR activities are considered the ultimate deciding factor. That is why
EXIM Bank always gives high priority in the HRM practices. The success of a commercial bank
depends largely in the quality of service rendered to the clients. Quality of service depends on
the competence and the quality of the employees of the organization. Therefore, the authority of
EXIM Bank has to be careful in recruiting the right person for each job. I think its HR policy in
EXIM Bank is good, but if any problem arises then they should reduce it in a proper way. To
prosper, they should develop their human resource or capital properly. So I am very grateful to
the authority to help to make this Dissertation report to provide necessary information. I do
believe that EXIM Bank Ltd. will be the leading banking organization in Bangladesh for its
potential Human Resources Division.
Based on the analysis and findings I have made some recommendations below on how the bank
cans improvement their recruitment and selection process.
1. Nowadays EXIM bank follows the fair and open recruitment and selection process. The
bank needs to keep it up because fair recruitment system helps the bank in various ways.
Like the bank get the most suitable candidate who is asset for the bank.
2. When the bank follows fair practice in recruitment and selection system then the
employees of the bank become motivated automatically and their performance in works
increase.
3. The bank do not care about their existing employees but the bank should give more
focuses to retain then than recruit new staff because existing employees are asset of the
bank. The employees have the all kinds of knowledge about the bank that’s has not in the
new staffs.
4. HR recruitment and selection policy of EXIM bank should be designed to attract more
efficient workers for the organization for improvements that’s will be helpful to retain the
existing employees in the bank.
5. Selecting high quality candidate is not good for the bank sometimes because high quality
candidate do not stay at a place for long time. They normally like to switch their jobs. So
selecting high quality does not reduce the employees turnover even it may increase
employees turnover.
6. First of all the bank should not be involved in the politic. We all know political unrest is
always bad for organization especially for bank. If the bank involve in politic then whole
banking system will be humped specially recruitment system that will handle by politics.
7. To sustain in the competitive world the bank must need E-Recruitment because in the
digital world maximum people use internet. From the internet people can get every kind
of information like-news, jobs, and entertainments easily. So people do not need to use
hardcopy of the paper they just use softcopy.
BIBLIOGRAPHY:
Annual report 2014 of EXIM bank.
EXIM Bank LTD’s regular circulars.
Other Dissertation Reports of southeast University.
Discuss with the senior officers of EXIM bank.
General Banking portfolio of EXIM bank.
Books, Journal related to EXIM bank.
__________________________________.
1. Do you agree that Exim bank follows the fair and open recruitment and selection
process?