P a g e |1

INTERNSHIP REPORT
ON

Recruitment & Selection Process of

Glory Industries Ltd. (A Unit of
Sunman Group of Companies)

Department of Management

University of Chittagong
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INTERNSHIP REPORT

ON

“Recruitment & Selection Process of

Glory Industries Ltd

( A unit of SunmanGroup of Companies)”

T Submitted To:

Shetu Ranjan Biswas

Lecturer

Department of Management

University of Chittagong

Submitted By:

Tanoy Dutta Roy

ID:13302163

Session:2012-13

Department of Management

University of Chittagong
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Letter of Submission

Date: September 24, 2018

ShetuRanjanBiswas
Lecturer
Department of Management
University of Chittagong

Subject: Submission of Internship report on “Recruitment & Selection Process of Glory

Industries Ltd. (A Unit of Sunman Group of Companies)"

Dear Sir,

This is my great pleasure to submit the internship report on “Recruitment & Selection
Process of Glory Industries Ltd. (A Unit of Sunman Group of Companies)” as a partial
fulfillment of BBA program to you for your kind consideration.I made sincere efforts to
study related materials, documents, observed operation performed in Glory Industries Ltd
and examine relevant records for preparation of the report.

Within a short time I have to make this report as comprehensive as possible. But there may
be some incompleteness due to various restrictions. For this reason I beg your kind
consideration in this regard.

Sincerely Yours

TanoyDutta Roy

ID: 13302163

Session:2012-13

Department of Management

University of Chittagong
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Acknowledgements
First of all, I wish to express my gratitude to God for giving me the strength to perform my
responsibilities as an intern and complete the report within the stipulated time.

I am deeply indebted to my departmental supervisor Mr. Shetu Ranjan Biswas, Lecturer of

Department of Management in University of Chittagong for his whole-hearted supervision
during my organizational attachment period.

Special thanks to Mr. DidarulAlam, my organizational supervisor. It would have been very
difficult to prepare this report up to this mark without their guidance.

Last but not the least; I would like to convey my gratitude to Mr. ShahnurRajib, Executive
Mr.Eakub Ali, Execxutive Mr. Masudur Rahman, Executive and Ms. Anisha Haque for
helping me in furnishing the report.

I am also grateful to all the officials of Glory Industries Ltd who gave me good advice,
suggestions, inspiration and support.

I must mention the wonderful working environment and group commitment of this
organization that has enabled me to deal with a lot of things.
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Supervisor’s Declaration
This is to certify that, the internship report on “Recruitment & Selection Process of Glory
Industries Ltd. (A Unit of Sunman Group of Companies)” is done by Tanoy Dutta Roy,
ID: 13302163, as a partial fulfillment of the requirement of Bachelor of Business
Administration (BBA) from the Department of Management in University Of Chittagong.

This paper has been prepared under my guidance and carried out successfully.

----------------------------------------
(Supervisor)
Shetu Ranjan Biswas
Lecturer
Department of Management
University of Chittagong
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Executive Summary
This report is prepared on the basis of my eight weeks practical experience at Glory
Industries Limited (A Unit of Sunman Group).

Glory Industries Limited is a dynamic and largest exporter garments product manufacturer
and also producer. It is another concern company of Sunman group. Glory Industries Ltd.
started its journey in Bangladesh in the year 1986. It always tries to give something better
than its customer’s expectation. For this reason it’s not only treated as a trusted supplier of
readymade garments but also as a caring partner toward all its buyers and customers.

The study is basically on Recruitment & Selection process of Glory Industries Ltd based on
my learning and experience gathered from the company. Both primary and secondary data
are collected to conduct the study.

While perceiving the Recruitment & Selection Process of the,some problems are identified
regarding the process. I tried to provide some recommendations for the improvement
according to my point of view.
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Table of Content:
Chapters Page Number
1.0 Introduction
1.1 Introduction 8
1.2 Objectives 8
1.3 Scope 8
1.4 Research Method 9
1.5 Limitations of the study 9
2.0 Company Profile
2.1 Company’s Origin 10
2.2Vision & Mission 12
2.3 Objectives 12
2.4 Company’s short profile 13
2.5 Products 15
2.6 Products Capacity 15
2.7 Factory Details 16
2.8 Company’s buyers 17
2.9 Floor wise production process 18
2.10 Departments 18
2.11 Organizational chart 19
3.0 Theoritical aspects of “Recruitment & Selection”
3.1 Recruitment 20
3.2 Sources of recruitment 20
3.3 Steps in recruitment & selection process 21
3.4 Internal recruiting Methods 21
3.5 External recruiting methods 21
3.6 Constraints on recruiting efforts 24
3.7 Selection 25
3.8 Selection process 25
3.9 Orientation 29
3.10 Probation period 29
4.0 Findings & Discussion
4.1 Purpose of the procedure 30
4.2 Legal requirements 30
4.3 Recruitment & Selection framework (Officer level) 31
4.4 Recruitment policy (Officer/Clerical staff) 31
4.5 Recruitment & Selection procedure of Worker/Staff 32
4.6 Sources of recruitment of worker/staff 32
4.7 Recruitment & Selection framework (Worker level) 32
4.8 Recruitment process of Worker/Staff 33
4.9 Recruitment policy of worker level 35
4.10 Diagram (The whole procedure of worker level 36
recruitment)
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4.11 Discussion of the findings 37

5.0 SWOT Analysis 39
6.0 Problems, Recommendations & Conclusion
6.1 Problems 41
6.2 Recommendation 41
6.3 Conclusion 43
7.0 Lession from Internship 44
Refferences 46
Appendices (Appendix 1-8) 47-54
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Chapter: 1
Introduction
1.1 Introduction

One of the most valuable assets in an organization is the employees.Unless the organization
has the best available employees, it will not be able to grow and flourish in the market. The
drive and motivational levels of the employees need to be high to enable the company to
attain its goals. Thereby recruitment and selection process in an organization is important in
order to attract an effective workforce.

1.2 Objectives:

Broad objective: To acquire depth knowledge about Recruitment and Selection Process of
Glory Industries Ltd. (A Unit of Sunman Group of Companies).

Specific objective: The key objectives of the report are as follows:

1. To be familiar with the workers’ recruitment process

2. To learn about recruitment process of the management employees.

3. To recognize the recruitment policy of the company.

1.3 Scope:

This report is sort of a real life case study, which means it is the illustration of the real
scenario of the selected organization.The scope of the study is limited in only to the Glory
Industries Ltd. The title of the report is Recruitment & Selection Process of “Glory
Industries Ltd. (A Unit of Sunman Group of Companies)”. For that purpose, I just study on
the overall process of recruitment and selection procedure at HR department of the company
and prepare a report on it.
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1.4 Research Method:

The optimum outcome of the standard report depends largely on the adopting of the proper
methods related to the topics in the field of relevant investigation. When I prepare this
report, I followed some methods i.e. practical involving to work, observation method,
interview method etc. respectively where it is applicable. The report has been prepared
based on primary and secondary data. I collected data by the following ways:

Primary Sources of Data:

1. Observation
2. Unstructured interview with organization’s officials time to time.
Secondary Sources of Data:

1. Recruitment Policy of the Company

2. Various documents related to recruitment and selection process of the company.
3. Textbook
4. Internet

1.5 Limitations of the Study:

1. Large-scale research was not possible due to time constraint.

2. Relevant data and documents collection were difficult due to the organization
Confidentiality.

3. The responsible persons tried to avoid answering many questions.

4. Management is very busy with their daily works. Sufficient analysis can’t be made.

5. To complete such kind of report need a lot of experience. Nevertheless, I had very little
experience in this work field. During the process of preparation due to various
constraints there may be some mistaken.
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Chapter: 2

Company Profile
2.1 Company’s Origin:

Sunman Group of Companies is one of the biggest names in the business arena of
Bangladesh. The group currently has about 28 units of Garments to manufacture bottom,
shirt, sportswear, polo knit & sweater apparels. Sunman Group of Companies is one of
largest exporters of Bangladesh. Their total export volume is 120,000 dozen per month.
Their yearly turnover is almost US$ 100 million.

Their knitwear and garment products are exported to the western countries especially in the
USA. They have some big names under them as their clients such as Wal-Mart, Sears, PVH,
GAP, JCPanny, H&M and C&A. They have their very own textile weaving and cotton
yarning spinning mills. They also have dying factories, label-button-zipper making factories,
thread and carton factories.

They are one of the few companies of Bangladesh who have a functional office abroad.
Sunman Group of Companies has buying offices in USA, Hong Kong and Cambodia. Their
other businesses include financial institutes, fisheries, beverage industries, CNG pumps,
airlines and furniture industries.

Sunman Group of Companies was established in 1982 and currently they have over 1000
people working in their factories. They are one of the largest exporters of Bangladesh and
North America, South America and Western Europe is their primary market. They are also
very popular domestically.
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In 28 units of Garments, “Glory Industries Ltd” is one of them to manufacture bottom, shirt,
sportswear, polo knit & sweater apparels.

Factory Office:

7/A, Sholashahar Light Industrial Area, BaizidBostami Road, Chittagong,

Bangladesh.Phone: 726461

Head Office:

CDA Annex Building (2nd Floor), ShaheedSuhrawardi Road, P.O. Box No. 673, Chittagong,
Bangladesh.

PABX:

611033-4, 617307, 611382, 636683, 620174Fax: 88-031-610352,

E-mail:

sunmandhaka@gtlbd.net
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2.2 Vision & Mission:

Vision:

To be leading legend in garment industry of Bangladesh by striving hard to optimize profit

through conduction and transparent business operations and to create more competitive in
the internal and external market.

Mission:

Create customers need through manufacturing and supplying qualitative products and ensure
high standard.

2.3 Objectives:

 To achieve zero tolerance in production by upgrading total quality management &

proper producton management.
 WIP ( WIP Tracking System): Provide a one-stop platform to track pre-production
and production stages in finished goods.
 Train & develop a motivated and skilled workforce considering the quality of life for
the employees.
 To make The Sunman Group first choice for the foreign customers by improving its
quality and services.
 CCP (Content Collaboration Portal): Provide a one-stop platform to hold and share
the documents (e.g. vendor, manuals, directives) About the standard operation
practices of PVH with vendors/ factories in a more collaborative manner.
 Computerization and To provide the employees a friendly atmosphere to increase
their commitment
 RMS (Raw Material System): Provide a one-stop platform to track Raw Material
(Fabric/Trim) status.
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2.4 Glory Industries Ltd. (A unit of Sunman Group of Companies)

 Glory Industries Ltd.started its journey in Bangladesh in the year 1986. At early
years Glory Industrieshad to pass very difficult time. It still exists only for its
honesty, integrity, moral scruples and for its business ethics. And for that reason now
this organization is in a successful and stable situation in the subsequent years.
 Glory Industries never miss to meet future challenges. This organization always tries
to give its best to achieve professional competence and reliability.
 It always tries to give something better than its customer’s expectation. For this
reason it’s not only treated as a trusted supplier of readymade garments but also as a
caring partner toward all its buyers and customers.
 Now meeting the extraordinary requirement of the customer become a custom for
this organization and also a matter of pride for this organization.

Short Profile:

NAME Glory Industries Ltd.

YEAR OF ESTABLISHMENT 1986
LOCATION 7/A Shola Shahar Light Industrial Area
BaizidBostami Road, Chittagong
TOTAL AREA 97290 (sq. ft.)
TOTAL SEWING LINES 10
NUMBER OF MACHINES 585
NUMBER OF PRODUCTION LINES 12
NUMBER OF FIRE FIGHTING 221
EQUIPMENT
PRODUCTION CAPACITY PER DAY (IN 8000
PIECES)
NUMBER OF WORKERS 846
NUMBER OF MANAGEMENT STAFFS 116
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NUMBER OF SEW: SUPERVISORS & 20

LINE CHIEF

2.5 Products of Glory Industries Limited:

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2.6 Product Capacity:

Items Capacity
1. Woven bottoms 2.2 Million Pcs / Month
2. Knit Tops, Bottoms & Woven Tops 1.0 Millions Pcs / Month
3. Sweater 0.25 Million Pcs / Month

2.7 Factory Details:

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2.8 Company’s Buyers:

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2.9 FLOOR WISE PRODUCTION PROCESS DETAILS:

Floor Production Process

Ground Floor Security office, Central store, Doctor’s room, Child care, Sub-
station, Left over room, Fabric Inspection area, Office room, CT
PAT (Carton Area), Washing unit, Embroidery, Dining.
Separate Shat: Boiler, ETP, Generators.
1st Floor Sewing section, Finishing, Packing, Maintenance room & office
room, Supply room, Needle Issuer room.
2nd Floor Sewing section, Finishing, Packing, Maintenance room & office
room, Supply room, Needle Issuer room, Inspection room, IT
room.
3rd Floor Merchandizer room, Sample section, CAD room.
4th Floor Cutting section, Training room.

2.10 Department:
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2.11 Organizational Chart:

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Chapter: 3

Theoritical Aspects of Recruitments

& Selections
3.1Recruitment:
Recruitment is the process of finding and hiring the best qualified candidates
from within or outside of an orgazization for a job opening. The recruitmwnt
process include analyzing the recruitments of a job opening. The recruitment
process includes analyzing the recruitments of a job, attracting employees to
that job, screening applicants, hiring and integrating the new employees to the
organization.
According to Edwin B Flippo, "Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply for jobs
in an organization." Thus, recruitment enables the organization to select
suitable employees for different jobs. it is the most important function of the
personnel department. It is concerned with the discovery of the sources of
manpower and tapping of these sources so that the potential employees are
properly evaluated and the new employees are placed and inducted to fill up
the vacant position in the organization. Recruitment aims at developing and
maintaining adequate supply of labor force according to the need of the
organization.

3.2 Sources of Recruitment:

Sources of internal recruiting:
1. Rehiring: Hiring someone who left your company once.
2. Succession Planning:Formulated only for top level. It is the ongoing
process of systematically identifying, assessing and developing
organizational leadership to enhance performance.

Sources of outside recruiting:

1. Recruiting via the internet
2. Job fair
3. Advertising
4. Employment agencies
5. College recruitng etc. (Dessler, 2014)
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3.3 Steps in Recruitment & Selection Process:

Employmet Recruiting: Candidates Candi

Planning Build a pool dates
& of
forecasting candidates Become
employee

Applicants
Complete
Application
form

Use
selection
tools like
test to
screen out
most
applicants

Supervisors &
others
interview final
candidates to
make final
choice

(Dessler,2014)

3.4 INTERNAL RECRUITING METHODS

The most common internal recruiting methods include: organizational databases,
job postings, promotions and transfers, current-employee referrals, and
re-recruiting of former employees and applicants.

Internal Recruiting Processes

Within the organization, tapping into employee databases, job postings,
promotions, and transfers provides ways for current employees to move to other
jobs. Filling openings internally may add motivation for employees to stay and
grow in the organization rather than pursuing career opportunities elsewhere.

Employee Databases: The increased use of HR management systems allows HR staff

members to maintain background and KSA information on existing employees. As openings
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arise, HR can access databases by entering job requirements and then get a listing of current
employees meeting those requirements. Various types of employment software sort
employee data by occupational fi elds, education, areas of career interests, previous work
histories,and other variables.
The advantage of such databases is that they can be linked to other HR activities.
Opportunities for career development and advancement are major reasons why individuals
stay or leave their employers. With employee databases, internal opportunities for
individuals can be identifi ed. Employee profiles are continually updated to include such
items as additional training or education completed, special projects worked on, and career
plans and desires noted during performance appraisal and career mentoring discussions.

Job Posting: The major means for recruiting current employees for other jobs within the
organization is job posting, a system in which the employer provides notices of job openings
and employees respond by applying for specific openings. Without some sort of job posting
system, it is diffi cult for many employees to fi nd out what jobs are open elsewhere in the
organization. The organization can notify employees of job vacancies in a number of ways,
including posting notices on the company intranet and Internet Website, using employee
newsletters, and sending out e-mails to managers and employees.

Promotions and Transfers: Many organizations choose to fi ll vacancies through

promotions or transfers from within whenever possible. As employees transfer or are
promoted to other jobs, individuals must be recruited to fi ll their vacated jobs. Planning on
how to fi ll those openings should occur before the job transfers or promotions, not
afterward. (Jackson, 2008)

Employee Referrals: Employee Referrals is a recommendation from a current

employee regarding a job applicant. A recommendation reflects on the recommender, and
when someone’s reputation is at stake, we can expect the recommendation to reflect
considered judgment. Employee referrals also may receive more accurate information about
their potential jobs. The recommender often gives the applicant more realistic information
about the job than could be conveyed through employment agencies or newspaper
advertisements. This
information reduces unrealistic expectations and increases job survival.
As a result of these preselection factors, employee referrals tend to be more acceptable
applicants, who are more likely to accept an offer, and, once employed, have a higher job
survival rate. (Robbins & Coulter ,2012)

Re-Recruiting of Former Employees and Applicants: Former employees and

former applicants represent another source for recruitment. Both groups offer a time-saving
advantage because something is already known about them. Seeking them out as candidates
is known as re-recruiting because they were successfully recruited previously. Former
employees are considered an internalsource in the sense that they have ties to the employer,
and may be called “boomerangers” because they left and came back. (Jackson, 2008)
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3.5 EXTERNAL RECRUITING METHODS:

External Recruiting Processes

In addition to looking internally for candidates, organizations often open up recruiting
efforts to the external community. These efforts include advertisements (including Internet
postings), employment agencies, schools, colleges and universities, professional
organizations, and unsolicited applicants.

Advertisements:
When an organization wishes to tell the public it has a vacancy, advertisement is one of the
most popular methods used. The type of job often determines where the advertisement is
placed. Although it is not uncommon to see blue-collar jobs listed on placards outside plant
gates, we would be surprised to find a vice presidency listed similarly. The higher the
position in the organization, the more specialized the skills, or the shorter the supply of that
resource in the labor force, the more widely dispersed the advertisement is likely to be. The
search for a top executive might include advertisements in national publications—perhaps
the Wall Street Journal or the New York Times—or be posted on executive-search firm Web
sites.15 On the other hand, advertisements of lower-level jobs usually appear in local daily
newspapers, regional trade journals, or on broad-based Internet job sites like Monster,
CareerBuilder, Yahoo HotJobs, and Craigslist.

Employment Agencies:
Assists in matching employees seeking work with employers seeking workers. Three
different types of employment agencies exist to help employers and workers find each other.
Public or state agencies, private employment agencies, and management consulting firms all
provide valuable employment matching services. (Robbins & Coulter ,2012)

Schools, Colleges, and Universities:

Campus recruiting- sending an employer s representatives to college campuses to prescreen
applicants and create an applicant pool from the graduating class is an important source of
management trainees and professional and technical employees. (Dessler,2014)

Job Fairs:
Events attended by employer representatives or recruiters with the goal of reaching qualified
candidates.Once thought to be a little old fashioned and not very cost effective; job fairs are
making a comeback as an effective recruiting tool. Often held on or near college campuses
in the spring, they’re a good opportunity to build a company’s employment brand. They can
also be staffed by employees, providing a great employee development tool. The primary
purpose is to contact prospective employees and collect information and résumés, but it’s
not uncommon for online applications to double in the days following a job fair event.

Professional Organizations:
Many professional organizations, including labor unions, operate placement services for the
benefit of their members. Professional organizations serving such varied occupations as
industrial engineering, psychology, accounting, legal, and academics publish rosters of job
 P a g e | 25

vacancies and distribute these lists to members. It is also common practice to provide
placement facilities at regional and national meetings where individuals looking for
employment and companies looking for employees can find each other—building a network
of employment opportunities.

Unsolicited Applicants:
Unsolicited applications, whether they reach the employer by letter, e-mail, online
application, telephone, or in person, constitute a source of prospective applicants. Although
the number of unsolicited applicants depends on economic conditions, the organization’s
image, and the job seeker’s perception of the types of jobs that might be available, this
source does provide an excellent supply of stockpiled applicants.

Online Recruiting:
Newspaper advertisements and employment agencies may be on their way to extinction
as primary sources for conveying information about job openings and finding job
candidates, thanks to Internet recruiting. Most companies, both large and small, use the
Internet to recruit new employees by adding a “careers” section to their Web site.
(Robbins & Coulter,2012)

WALK-INS:
Particularly for hourly workers, walk-ins direct applications made at your office are a big
source of applicants. From a practical point of view, simply posting a Help Wanted sign
outside the door may be the most cost-effective way of attracting good local applicants.
Treat walk-ins courteously and diplomatically, for both the employer s community
reputation and the applicant s self-esteem. Many employers give every walk-in a brief
interview, even if it is only to get information on the applicant in case a position should be
open in the future. (Dessler,2014)

3.6 Constraints on Recruiting Efforts:

Constraints on recruiting efforts limit human resource recruiters’ freedom to recruit and
select a candidate of their choice. However, let us narrow our focus to five specific
constraints.
1) Organization Image: The image of the organization can be a potential constraint. A
poor image may limit its attraction to applicants.
2) Job Attractiveness: If the position to be filled is difficult, distasteful, or
unattractive, recruiting a large and qualified pool of applicants will be difficult.
3) Internal Organizational Policies: Internal organizational policies, such as “promote
4) from within wherever possible,” may give priority to individuals inside the
organization. Such policies, when followed, typically ensure that all positions, other
than the lowest-level entry positions, will be filled from within the ranks.
5) Government Influence: The government’s influence in the recruiting process
should not be overlooked. An employer can no longer seek out preferred individuals
based on non–job-related factors such as physical appearance, sex, or religious
background.
6) Recruiting Costs: The last constraint, but certainly not lowest in priority, centers on
recruiting costs. Recruiting efforts are expensive.
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3.7 Selection:
Selection is the process of finding out the best qualified employee by using the systematic
procedure.
According to Robbins “Slelectionis the screening job applicants to ensure that the most
appropriate candidates are hired” The best known selection tools are given in following.
1. Application Form: Almost universally used. It is mostly usefull for gathering the
personal and academic information of candidates.
2. Written Test: Must be job related. It includes intelligence, aptitude, ability,
personality and interest tests.
3. Performance-Simulation Test: Use actual job behaviors. Work sampling,
assessment center is the example of this test?
4. Interviews: Almost universally used. Must know what can and cannot be asked. It is
useful for managerial position.
5. Background Investigations: Verifying the data given by applicants. The Company
can check the reference. Generally, at least two references are asked for by the
company from the candidate. Reference check is a type of crosscheck for the
information provided by the candidates.
6. Physical Examinations: Are for jobs that have certain physical requirements.
Mostly used for insurance purpose. (Robbins & Coulter ,2012)

Selection Criteria for Employee Characterisitics:

1) Ability
2) Motivation
3) Intelligence
4) Conscientiousness
5) Appropriate risk for
6) employer
7) Appropriate
8) Permanence

3.8 The Selection Process:

Most organizations take a series of consistent steps to process and select applicants for jobs.
Company size, job characteristics, the number of people needed, the use of electronic
technology, and other factors cause variations on the basic process.

Applicant Job Interest: Individuals wanting employment can indicate interest in a number
of ways. Traditionally, individuals have submitted résumés by mail or fax, or applied in
person at an employer’s location. But with the growth in Internet recruiting, many
individuals complete applications on-line or submit résumés electronically.

Pre-Employment Screening: Many employers conduct pre-employment screening to

determine if applicants meet the minimum qualifications for open jobs. Other employers
have every interested individual complete an application first.
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Applicant Job Interest

Pre-Employment Screening

Applicaton Form

Test Interview

Background Investigationund

Additional Interview (Optional)

Conditional Job Offer

Medical Exam/Drug Test

Job Placement

Short-listing:Short-listing must be completed based on the person specification. New

criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is
the HR manager’s responsibility to complete the short-listing and toensure the process
remains free of unlawful discrimination. Itis desirable that a second person from the panel
alsoparticipates in the short-listing process. Former employees who have been dismissed for
misconduct can not be considered for appointment. Staffs who have taken early retirement
or redundancy may be considered on their merits.
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Ability Tests: Tests that assess an individual’s ability to perform in a specifi c manner are
grouped as ability tests. These are sometimes further differentiated into aptitude
tests and achievement tests.
a) Cognitive ability tests: Tests that measure anindividual’s thinking, memory,
reasoning, verbal, and mathematical abilities.
b) Physical ability tests: Test that measure an individual’s abilities such as strength,
endurance, and muscular movement.
c) Psychomotor tests : Tests that measure dexterity, hand– eye coordination, arm–
hand steadiness, and other factors.
d) Work sample tests: Tests that require an applicant to perform a simulated task that
is a specifi ed part of the target job.

Personality Tests: Personality is a unique blend of individual characteristics that can affect
how a person interacts with his or her work environment. As such, many organizations
utilize various personality tests that assess the degree to which candidates’ attributes match
specific job criteria.

Honesty/Integrity Tests: Companies are utilizing different tests to assess the honesty and
integrity of applicants and employees. Employers use these tests as a screening mechanism
to prevent the hiring of unethical employees, to reduce the frequency of lying and theft on
the job, and to communicate to applicants and employees alike that dishonesty will not be
tolerated.

Selection Interviewing: Selection interviewing of job applicants is done both to obtain

additional information and to clarify information gathered throughout the selection process.
Interviews are commonly conducted at two levels: first, as an initial screening
interview to determine if the person has met minimum qualifications, and then later, as an
in-depth interview with HR staff members and/or operating managers to determine if the
person will fi t into the designated work area.

A. Structured Interviews:A structured interview uses a set of standardized questions

asked of all applicants so that comparisons can more easily be made. It includes
a. Biographical Interview
b. Behavioral Interview
c. Competency Interview
d. Situational Interview
B. Less-Structured Interviews: Some interviews are done unplanned and are not
structured. Often, these interviews are conducted by operating managers or
supervisors who have had little interview training. An unstructured interview
occurs when the interviewer improvises by asking questions that are not
predetermined.
a. Non-directive interview
b. Stress interview
 P a g e | 29

Questions Commonly Used in Selection Interviews:

General Questions
 What are your strengths and weaknesses?
 Why did you leave your last job?
 Why should we hire you?
 What is most important to you in a job?
 What questions do you have for me?

Problem-Solving Questions
 What is the most creative work-related idea
 you have had?
 Describe a difficult problem you faced and
solved.
 What approach to problem solving works
best
 for you?
 Describe a sale you did not make, and
explain why. About Motivation
Questions
 What have you done that shows initiative?
 What career objectives have you met?
Selection
 How do you measure success?
Interview
 What rewards mean most to you?
 What projects make you excited?

Questions About Working with Others

 What kind of people do you like to work
with?
 Tell me about a conflict with a fellow
worker.
 How was it resolved?
 Describe your management style.
 When is teamwork more appropriate?

Integrity-Indicator Questions
 Tell me about a time when you were not
honest.
 How would you react if you were asked to
do
 something unethical?
 If you saw a co-worker doing something
dishonest,
 what would you do?
 When did you last break a rule?
 When I call your previous employer, what
comments
 will I get?
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Sources of Background Information and Reference Checking: Background information

can be obtained from a number of sources. Some of these sources are identified in which
include criteria such as past job records, credit history, testing, and educational and
certification records. Work-related references from previous employers and supervisors
provide a valuable snapshot of a candidate’s background and characteristics.

Legal Constraints on Background Investigations: Various federal and state laws protect
the rights of individuals whose backgrounds may be investigated during pre-employment
screening.

Medical Examinations and Inquiries: Medical information on applicants may be used to

determine their physical and mental capabilities for performing jobs. Physical standards for
jobs should be realistic, justifi able, and linked to job requirements.

MAKING THE JOB OFFER: The fi nal step of the selection process is offering someone
employment. Job offers are often extended over the phone, and many are then formalized in
letters and sent to applicants. It is important that the offer document be reviewed by legal
counsel and that the terms and conditions of employment be clearly identified.
(Jackson, 2008)

3.9 Orientation: Orientation is the planned introduction of new employees to their jobs,
co-workers, and the organization. However, orientation should not be a mechanical, one-
way process. If employees have any kind of query, they can raise question during orientation
session. The following information is shared during orientation process-
1. Employee benefits information.
2. 2. Personnel policies.
3. 3. Daily routine.
4. 4. Safety measure.
5. 5. Facility tour.

3.10 Probation Period: A probation period is a time during which someone who has
been given a new job is watched to see whether they can do the job well to stay in the
position.
(Dessler,2014)
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Chapter: 4
Findings and Discussions: (Recruitment
& Selection Process Of Glory Industries Ltd.)
4.1 Purpose of the Procedure:

Recruiting and selecting the right people is paramount to the success of the Glory
Industries Ltd. and its ability to retain a workforce of the highest quality. This
Recruitment and Selection Procedure sets out how to ensure as far as possible, that
the best people are recruited on merit and that the recruitment process is free from
bias and discrimination.

4.2 Legal Requirements:

Recruitment and selection procedures must comply with the Glory Industries Ltd. Diversity
Policy. This procedure incorporates compliance with the following legislation:

Bangladesh Labour Code, 2006

ILO Convention code of conduct
BSCI (Business Social Compliance Initiative) code of conduct
ICS ((Initiative Clause Sociale) Code of Conduct
S. Oliver Code of conduct
Red Cats code of conduct
Wall mart code of conduct
Blacks Leisure Group code of conduct
Most of the codes of conduct are hanged in the wall, floor, working area of the workers.
Glory Industries Ltd.believes, recruitment is that-
Process of attracting qualified job applicants.
Strategic recruitment involves the appropriate use of internal and external sources.
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4.3 Recruitment and Selection Framework (Officer Level):

Assess the need for the job and ensure there is adequate funding for it
Review the job description to ensure that it meets the present and future
requirements
Review the person specification to ensure it meets the requirements of the job
description
Design the selection process
Draft the advertisement and select the advertising media
Short list using the person specification only
Written tests for entry level employee
Interview and test short-listed candidates
Validate references, qualifications and security clearance
Make appointment

4.4 Recruitment Policy (Officer/ Clerical Staff):

 Person concernedof respective department should raise the Requisition for
Recruitment of the individual against any vacant position. He/she will submit the
same to department head after getting it duly verified by Personnel Officer the
requisition to be forwarded by department head to zonal head.
 The zonal head will approve the requisition considering the set up, order/ work
position etc.
 A committee comprising of senior officials including the zonal head, if possible,
should be formed to recruit Officer/ Clerical Staff.
 A person qualified should be provided with an appointment letter before joining.
 Persons required to be recruited for any higher position should be notified to
Corporate Administration Department, for recruitment through newspaper
advertisement.
 Person responsible to implement this policy.
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4.5 Recruitment and Selection Procedure of Worker/Staff:

In recruitung worker/Staff the Glory Industries Ltd. follows these procedures are narrated
below:
4.6 Sources of Recruitment of Worker/Staff:

4.7 Recruitment and Selection Framework (Worker Level):

 Vacancies announced by advertising, posters, leaf lets, putting banners at the front
side of the main gate, different places, and reliable sources.
 Application receives from hand to hand and in most of the cases walk in interview
system is followed.
 In cases of skilled workers, recruitment’s being done by “on the job test”
(Practical interview)

 In cases of unskilled workers, recruitment’s being done by written and

Oral test.
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 General health checked-up by factory medical officer is an essential part of

recruitment procedure.
 Salary, wages, and other benefits fixation is done in fulfillment to the applicable
Bangladesh labor laws-2006 and minimum wages gazette.

4.8 Recruitment Process of Worker/Staff:

Step 1: Manpower Requisition

Departmental manager (e.g. Sewing, Finishing, Washing, Drying, CAD etc.) determines the
Man Power (Staffs/Workers) requirement as per process & machines.

After preparing manpower requirement, a written request in a prescribed form (i.e.

Manpower Requisition Form) is sent to Unit HR for recruitment.

Unit HR then attach an analytical report to the manpower requisition form that shows
previous two month’s joining and leaving of workers/staffs, and then send these to
Corporate HR.

Step 2: Evaluating the Need:

Corporate HR evaluates the need of manpower and sends to Group General Manager and
Director for approval.

Step 3: Sourcing:
Once the manpower requisition form is approved Unit HR go for advertisement- a banner is
hung up in front of gate of the company or worker’s referral is used.

Step 4: Assessment:
1. At the day of assessment, primary selection is done in gate by checking physical
appearance for age and fitness, or checking educational qualification.
2. Selected candidates are given token (New Recuitment Trial Card) and send to Unit HR
department for secondary assessment. (appendix-1)
3. Medical Test is done for age detection and other health checkup.
 P a g e | 35

4. Age Certifiacte is verified on the basis of clinical findings/ ossification test and his/her
eye vision test report. (appendix-2)
5. Primary Selection Report is provided & filled it up where his/her salary/ wages are
mentioned. And then sent to him/her for theTechnical Test. (appendix-3)
6. Technical test is done for operators such as machine or process test and then salary is
fixed.
7. Application form- “Recruitment Information for Employee” is filled up by asking
information from candidate. (appendix-4)
8. Back Groud Check Format is filled up for security purpose with the help of his/ her
reference. There have some questions about the candidates personal history back
groud for security purpose. (appendix-5)
9. Finally, an appointment letter is provided but permanent Employee Settlement Card is
not given because some target & conditions are applied for a specific period (2/3
months) of time. (appendix-6)
10. If the target & conditions are not fulfilled, company has to provide a card to the worker
to increase the period of entry due to be more skilled. And informed that “Your work is
not in a satisfactory level”. (appendix-7)
11. After the end of that period, The Employee Settlement Card is given to the candidate
and is informed that “ Your appointment has been made permanent due to the
completion of the entrance in a satisfactory level.” (appendix-8)
12. IE investigation and finalization of selection:
- Checking duel job in same group or factory,
- Checking original copy of all or certificates documents,
- Checking fake name and identity ,
- Verifying various certificates e.g. JSC/SSC/HSC certificate.
13. Distribution of documents for appointment after final selection
- Documents relating to appointment such as Job Application form, Background
Check form, and Nominee form are provided to fill up.
 P a g e | 36

- Asking to get and submit required documents with provided documents on the
joining date such as 6 copy Passport size photo, 3copy stamp size photo, 3
copy Nominee’s passport size photo, 2 copy photocopy of National ID card, 1
copy photocopy of blood group certificate, and 1 copy photocopy of
Nominee’s voter ID card etc.

Step 5: Joining:
1. On the Joining date (usually the second day of assessment), all submitted documents
are checked.
2. Information of new workers/ staffs is posted on the Company’s Software named
Employee Management System (EMS).
3. Appointment letter is issued and worker’s/staff’s signature and Unit HR manager’s
signature are taken on it.
4. Online finger print and photo are taken.
5. ID card and other documents are provided.
6. Placement

Step 6:Orientation:

(Counseling and introduction and Distribution of hand book).

4.9 Recruitment Policy (Worker Level):

Part-1: Approval

Prior approval for new position: Prior approval should be obtained from Managing
Director for recruitment against any new position.

Approval of Requisition for Recruitment:Personconcernedof respective department

should raise the Requisition for Recruitment of the individual against any vacant position.
He/she will submit the same to department head after getting it duly verified by Personal
Officer. The requisition to be forwarded by department head to zonal head.

The zonal head will approve the requisition considering the set up, order/ work position etc.
 P a g e | 37

Part-2: Recruitment

1. Factory will form a committee for initial screening and selection of the worker(s)
from gate. Any Supervisor or individual directly related to production should not be
included in this committee.
2. Factory management will form a Practical Test Conducting Committee who will
conduct practical/ machine test of the worker. Individual under the position of
Supervisor should not be included in this committee. Persons directly involved in
production process should be included in this committee.

The committee will fill up ‘Primary Selection Report’ and produce it to department
head. Department head will forward the report to Administration/ Personnel for
preparation of Personal File.

4.10 The whole procedure of recruiting a worker/staff can be shown in the

following diagram.

Requisition by Factory Management

Personnel Officer Welfare Officer Nurse check the worker’s

Selected Worker’s enter the factory signing in the security

register

Worker’s participation in the primary test

Selection Committee select the worker’s wage’s& grade

Rest Workers out the factory within 2 hour’s

Compliance / Welfare Officers awareness new worker’s

 P a g e | 38

Personnel Officer’s open a personal file

Age should be verified by doctor

4.11Discussions of the findings:

Recruitment & Selection are the core issues for choosing a right candidate for a right job.
Many organizations follow different techniques for recruit & select candidates. As I am
doing my internship at Glory Industry, I tried to communicate with one of the HR personnel
to collect some necessary information. That information are briefly discussed below:
For the worker level employees Glory Industries Ltd. usually make their
recruitment through attaching Notice in the main gate for job openings for
workers. From there interested candidates start submitting their applications for
their desired posts. From those applications HR screen candidates CV and then call
them for a interview session. After taking interview of candidates Glory Industry
select only those candidates who actually deserve the job as per their experience or
knowledge about that particular job. After joining Glory Industry usually conduct
a practical test on newly recruited worker to see what amount of output a worker
can produce in a day. For example, If the worker is a operator then examiners set a
target say for 10pcs of t-shirt should be completed in 1 hr. After this test it can be
easily identify the capacity of the worker. This is because Glory Industry put more
emphasis on Practical test as well as interview.

In terms of worker recruitment sometime Glory Industry face some constraints like
recruiting wrong candidates. Sometimes there are urgent needs of worker then
Glory Industry recruit some workers only having some informal interview with
workers. But at the time of production Glory Industry faced few situations like
workers incompetence in work. But now Glory Industry’s management is quite
strict. They have taken strict initiative in terms of recruitment & selection process
of workers.

After selecting Workers they have to abide by the rules & regulations of Glory Industries
Ltd. Before joining Glory Industry ask the newly recruited worker to submit their old service
book and Glory Industry issues a new service book to the worker. When that particular
worker joins the work, they have to submit following things:
a. National ID card photocopy.
b. Certificates (if have).
 P a g e | 39

c. Interview sheet.
d. 4 copy picture
e. Old service book (if have).
In terms of Staff recruitment & selection, Glory Industry use to recruit employees through
online service (Bdjobs.com). They also recruit via newspapers. In recruitment process,
Glory Industries Ltd. usually takes written test to judge the knowledge skill of the
candidates. If a candidate got selected then HR contact with the candidate and arrange an
interview session and he or she does well in interview then Glory Industries Ltd. select that
candidate for a particular job. Glory Industry usually takes 15 to 20 days to offer selected
candidates’ appointment letter. In terms of internal recruitment, employee referral
candidates also have to sit for a written test.
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Chapter: 5
SWOT Analysis of Glory Industries
Ltd.
Glory Industry’s Strength:

Organization Strengths as skills and capabilities that enable an organization to

convince of and implement its strategies. Here I discuss strengths of Glory
Industries Ltd.

These are given bellow:

Glory Industries Ltd. is a rapidly expanding Company

All the units of the factory enjoy highly of machinery are imported from USA, UK,
China, France, Italy, Taiwan, Thailand & Japan. As a result, it can maintain a smooth rate of
production.
Dedicated &Competent workforce
Management team comprising hard core professionals
Focus on continuous improvement

Glory Industries Ltd. has independent Merchandising control unit. Each Merchandiser
is assign to specific customer account to follow up right from the sampling stage of export
shipment
Proactive planning
Latest machinery & technology
Competitive Pricing

Glory Industry’s Weakness:

Organizational weaknesses are skills and capabilities that do not enable an organization to
choose and important strategies that support its missions. Weaknesses of Glory Industries
Ltd. are given bellow:
There are too many departments under the supervision of the General Manager that
can cause low productivity due to large span of supervision.
Employee turnover exists because of the availability of job in garments and buying
house.
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Workers turnover exists because of abuse, miss behave.

Glory Industry’s Opportunity:

Organizational opportunity is areas in the environment that, if exploited, may generate
higher performance. Opportunities of Glory Industries Ltd. are given bellow:
There are bright opportunities for the Company in the overseas market. If it can
communicate well and capture a significant market portion in the Europe and USA market,
it can possible to contribute a large scale of national economy.
This factory is situated at Sholashahar Light IndustrialArea. Another factory is also
situated this side . These areas are renowned as a commercial area and this area could be an
opportunity for this organization.
Glory Industry emphasized on expanding business in various sector. So it can be a
great opportunity for them.
Glory Industry has emphasized on market segmentation in a regular basis. Through
segmenting market in the existing market share, the company can gain potential market
opportunities.
As garment sector earns high amount of foreign currency, the government
encourages this sector to explore. Therefore, it is also an opportunity.

Glory Industry’s Threat:

Organizational threats increase the difficulty of an organization performing at a higher level.
Threats of Glory Industries Ltd. are given bellow:
Because of Globalization, competitors are increasing rapidly worldwide
Day by day technologies are changing and to adopt those technologies are big threats
because it requires large amount of investment
Employees are generally afraid of new technologies
Foreign buyers get afraid of placing order in Bangladesh because of political
environment.
Labour unrest is increasing day by day in RMG Sector. So it can be a great threats
for them.
Economic recession is occurred all over the world. It can be a threat for garments
Industry as well asof Glory Industries Ltd .
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Chapter: 6
Problems, Recommendation & Conclusions
6.1 Problems of the company:

1. Failure to attract talented candidates.

2. Lack of understanding between the recruiters and hiring manager.
3. Retaining Millennials in the workforce for a longer period of time.
4. Inability in using data effectively.
5. Difficulty in balancing the speed of hire with quality of hire.
6. Lack of efficiency during the recruitment process.
7. Failure to provide superlative candidate experience
8. Technology Misalignment

6.2 Recommendations:

After analyzing Glory Industry’s recruitment & selection procedures it has been identified
that they are following good criteria for recruiting and selecting appropriate employees and
worker for their organization. To be a good is not perfect for this competitive market of
RMG sector, they have to be perfect. For that reason there are some recommendations that I
would like to suggest:
1. For internal recruitment Glory Industry should follow “Succession Planning” technique
specially for those post which are tend to create leader (e.g. Assistant Manager). This
technique will helpGlory Industry to avoid extra training cost which will occur if they
hired employee from outside.
2. The HR Department should look into the matter of consuming more time in the process
of calling the applicants after their responses very seriously. The organization could
control the size of applicants’ pool by using more clear and specific statements in the ad
in terms of the minimum educational degree, preferred institutions and other necessary
criteria based on which the initial screening of the applications was conducted. In the
job advertisement specially for bottom line employees, The HR department should
mention the pay structure.
3. Glory Industry’s recruitment team should consider the "reliability" and "validity" of the
methods they use as part of the selection process. This means that the selection methods
should be consistent and measure what they are intended to measure.
4. The company can recruited also for campus recruiting that could bring a yield of highly
educated fresh-starters for the entry-level the organization could arrange seminars in the
top business schools.
 P a g e | 43

5. The company should facilitate online CV-posting system that is a very popular and
effective practice used by the top business organizations.
6. Telephone interviews can be used at any stage of the selection process, but are
particularly useful when the employer wants to screen out the least suitable candidates for
the role.
7. A presentation exercise could be useful if the employer wishes to assess candidates'
verbal communication skills.
8. Employers need to be aware of the possibility of discrimination occurring during all
stages of the selection process, and make every attempt to mitigate this risk.
9. Short listing against the job-related criteria is a key early stage of the selection process. If
the employer carries out the short listing stage effectively, this means that it will need to
interview and test only the most suitable candidates for the role.
10. Glory Industry should recruit employees with minimum computer knowledge which
will be an competitive advantage for them in terms of competition.
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6.3 Conclusions:
Glory Industries Ltd. is one of the leading RMG manufacturing companies in Bangladesh.
They provide exceptional products to their buyers to retain them. In Glory Industry, there
were no conflicts between workers and supervisors since I was doing my internship there.
This is because Glory Industry strictly follows the rules & regulations Imposed By BGMEA
and Bangladesh labor law. Interaction between Human resource departments with all other
department was quite well and they help each other to follow up the direction given by COO
to accomplish the task. Recently they are working on a new project where all departments
are working together to start the project as soon as possible.
In my 8 weeks of internship I see that the management of people is more difficult than the
management of machine because different people has different needs and it is the
responsibility of HR department to satisfy the needs of each individuals. The great limitation
of HR department is that they are given limited resources and they have to satisfy the
employee with this limited resource. From the outside many think that HR has no work and
they just do conventional work in each day and there is no variation in their way of work.
But the true is that HR officials have to do lots of homework in every phase of Employee
Life Cycle.
The HR department of Glory Industries Ltd. are always try to perform their job
efficiently. In fact, all the HR team are highly conscious about their responsibility. They are
maintaining a high quality work environment in accordance with the labor law of
Bangladesh.Workers get their wages in time. So the workers are satisfied and there is no
industrial dispute or labor unrest.
Moreover Glory Industry have the following facilities for smooth operation like Stand by
Generator to run the full factory, Fire protection system, Sufficient volume of water
reservoir at underground & overhead, Quality electrical cable with circuit breakers, Separate
toilets for male & female workers, Sufficient ventilation is provided by installing ceiling
fans, exhaust fans, large windows, Factory premises is always kept neat & clean, they do not
have any child labor, Doctor & Nurse are provided to take care of workers health, Canteen
for workers, Day care center and Work study center.
So, proper exercise of HRM practices can lead an organization towards the pick
ofachievement.
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Chapter: 7
Lessons from Internship:
I have followed various activities of the HR department of Glory Industries Ltd. (A Unit of
Sunman Group). which are described in brief. HR department implement various policy
provided by the corporate management of the Glory Industries Ltd. The main functions of
the HR department are human resource planning and development, recruitment of qualified
& experienced HR for the organization. HRD also facilitates to provide various information
to the corporate management. HRD implements the corporate rules and regulation to overall
organizations. I have learned how to recruit and select the worker/ employees of the
organization. I also have learned some rules & regulations of the HR department of the
organization which are related to-
File management.
 Making monthly salary report.
 Attend training session on Grievance.
 Writing service book and auditing the file.
 Data entry in several areas.
 Documentary observed how to deal with different grievances.
 Steps of the working process of different unit includes, (Cutting, production,
Washing, Embroidery etc.)
 How to manage diversified workforce.
 Checking leaves of the employees.
 How they discuss among them on various internal issues.
 How to behave with peers.
 How to appreciate good performance and how to rebuke the workers while they
make any mistake.
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References:
1. DeCenzo, D.A., & Robbins, S.P. (2010). Fundamental of Human Resource
Management. 10th ed. USA: John Wiley & Sons Inc.
2. Dessler, G. (2014). Human Resource Management. 12th ed. New Jersey, USA:
Pearson Education, Inc.
3. Mathis, R.L., & Jackson, J.H. (2008). Human Resource Management. 12th ed. South-
Western: Thomson
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Appendices:

Appendix: 1.

Worker’s trial card in reecruitment

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Appendix: 2.

Certificate of age
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Appendix: 3.

Worker’s primary selection report

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Appendix: 4.

Worker’s Application form

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Appendix: 5.

Worker’s backgroud check format

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Appendix: 6.

Appointment letter of a worker

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Appendix: 7.

Worker’s increased period of entry

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Appendix: 8.

Permantent settlement card