HISTORY OF DHAKA BANK LIMITED

Bangladesh economy has been experiencing a rapid growth since the '90s. Industrial and

agricultural development, international trade, inflow of expatriate Bangladeshi workers'

remittance, local and foreign investments in construction, communication, power, food

processing and service enterprises ushered in an era of economic activities. Urbanization

and lifestyle changes concurrent with the economic development created a demand for

banking products and services to support the new initiatives as well as to canalize

consumer investments in a profitable manner. A group of highly acclaimed businessmen

of the country grouped together to responded to this need and established Dhaka Bank

Limited in the year 1995.

The Bank was incorporated as a public limited company under the Companies Act. 1994.

The Bank started its commercial operation on July 05, 1995 with an authorized capital of

Tk. 1,000 million and paid up capital of Tk. 100 million. The paid up capital of the Bank

stood at Tk 1,289,501,900 as on June 30, 2006. The total equity (capital and reserves) of

the Bank as on June 30, 2006 stood at Tk 2,188,529,224.

The Bank has 33 branches across the country and a wide network of correspondents all

over the world. The Bank has plans to open more branches in the current fiscal year to

expand the network.

The Bank offers the full range of banking and investment services for personal and

corporate customers, backed by the latest technology and a team of highly motivated

officers and staff.

In our effort to provide Excellence in Banking services, the Bank has launched Online

Banking service, joined a countrywide shared ATM network and has introduced a co-

branded credit card. A process is also underway to provide e-business facility to the

bank's clientele through Online and Home banking solutions.

Recruitment and selection

RECRUITMENT

We may define recruitment as encompassing the array of organizational practices and

decisions used to affect the number or types of individual who are willing to apply for of

to accept, employment in a given vacancy. Thus recruitment combines with selection

and placement procedures to bring people into positions, specified by some type of job

analysis, that were previously unfilled. The nature and extent of recruiting effort depends

on some factors, including the skill level required, the state of the labor market and

general economic conditions. A company that has a general reputation for paying fair

wages, providing good employee benefit and making taking an interest in employee

welfare may attract all the job applicants it needs without any major recruiting effort.

METHOD OF RECRUITMENT

Internal Search

Dhaka Bank operates its sales activity through an agency, name Conquest. It does every

thing for increasing the market share of the Dhaka Bank. Dhaka Bank recruits employee

from Conquest effectively in the Dhaka Bank’s operation. Some cases they promote their

existing employees those have qualification to do job according to the position.

External Search

As in the external search method they use the online advertisement and news paper.

Home Country National

The bank normally doesn’t recruit any person from the home country, as it is very

expensive to recruit some one from the home country. But some time they bring some

technical professional from the home country to establish the new technology.

Alternative Recruitment

In the alternative recruitment they follow the temporary help service method that is they

recruit employees for a certain period (Part-Time) for a certain type of job. Dhaka Bank

recruits more people to serve the customer effectively as they believe in customer

satisfaction. On the Other hand, for the top level recruitment Dhaka Bank sometimes use

headhunters.

Comply EEO Issue in Dhaka Bank Recruitment Process

Now-a-days Equal Employment Opportunity issue is highly concern by most of the multi

national company and Dhaka Bank as a one of the MNC, they are also very aware

regarding EEO. Basically Dhaka Bank in their job advertisement focuses on EEO by

looking any competent people and not concerning about gender, race, and religion and so

on. Moreover, in the employee selection process they concern about EEO.

DHAKA BANK’S RECRUITMENT STEPS

Dhaka Bank recently introduces a method of online application for Graduate Associate

positions. The application process is designed to evaluate your fit with Dhaka Bank and

Dhaka Bank’s fit with your aspirations.

Step 1 – Online Registration

Applicant will be asked to give basic information. It is important before s/he reaches this

stage that s/he has made a clear decision about which business/function within the bank

fits his aspirations. S/He will be e-mailed a password will allow you access to update

your information and monitor your progress.

Steps 2 – Psychometric Test

If s/he successfully completes Step 1, s/he will be asked to complete a questionnaire. This

questionnaire is designed to show s/he fits with Dhaka Bank culture.

Steps 3 – Numerical Test

If s/he successfully completed Step 2, s/he wills the complete a numerical test. This test is

designed to show her/his numerical ability.

Step 4 – Applicant Form

If s/he successfully completed Step 3, the next stage is to complete more detailed

application foam.

Step 5 – Candidate Selection

Dhaka Bank will review the successful applicants and develop a short list for interview.

There is the possibility that you might be asked to take part in a telephone interview to

help Dhaka Bank to draw up a short list.

Step 6 – Invited for Interview

S/he will be invited for an interview with both the manager who is recruiting and with

HR. The format of this will be communicated to the candidate before the interview. The

interview will take place in the business and is a chance for her/him to get a feel for the

environment within which s/he will be working and meet some of the people s/he will be

working with if successful.

Step 7- Formal Offer

An offer will be made and s/he will be given a time within which to reply.
 SELECTION PROCESS

The selection processes are occurring in three levels. That is given below,

1. TOP LEVEL.

2. MANAGEMENT LEVEL

3. LOW LEVEL

Staff Wise Criteria

Top Level Management Level

Experience Reception of Application

Screening
Interview

Application Blank
Employment
Employment Test

Interview

Reference
Low Level

Employment
Employment Test

Screening

Medical Examination

Employment
1. TOP LEVEL:

a. Experience:

In top level selection the organization give importance to candidate’s experience.

It is 12 / 13 years for the requirement of high position, such as G.M, A.G.M, and

Senior Manager Etc.

b. Interview:

The organization takes viba test of the candidate of higher position. Mainly it is

the process in which to judge an applicants qualifications and characteristics.

They tests applicants’ knowledge, attitude etc. The system of interview is

deferent according to level. The company calls applicants for interview at a fixed

date.

c. Employment:

It is the last process of selection that will be fulfilled by candidates. In this step

the higher authority of the organization chooses the candidate who is accepted for

the job. They give appointment to the selected person with a detail of job

description. Job description means is the record that gives all the relevant

information about a job. The contents of job description are job duties,

responsibilities and job tasks. So the selected person has known about his/her

responsibilities and in a certain position, what kinds of tasks are done by his/her.

And a certain day he/she can join his/her new job.

1. MANAGEMENT LEVEL:

a. Application for employment:

Dhaka Bank starts their selection process throw the candidates visit to the

personnel office or with a written request or C.V. for an application. On the basis

of how this initial reception is handled, the applicants begin to form opinion of the

employer. The organization select employees and the applicants select employers.

b. Screening or testing :

The step may involve two activities, screening applications is the verification of

applications against the predetermined requirements of job giving in job

description and job specification. Based on such comparison, many applicants can

be screened out for their inability to meet the criteria specified in job

specification. Screening interviews is conducted in which the candidate is asked

to present himself for clarifying certain points, which are not explicit from his

application.

c. Personnel data:

The company verifies candidate’s personal information which should be required

for this job. It’s includes:

Candidates name ,address, phone number, date of birth, sex, religion, national

origin, health, weight, height, education qualifications, past experience,

expectation of salary, reference.

d. Employment Tests:

In this step the members of selection body identify the probable match between

applicants and job requirements. These tests are conducted in order to improve the

selection decisions. Tests are a screening device. Some are paper and pencil tests

other are exercises that stimulate work conditions.

e. Interview:

Mainly it is the process in which to judge an applicants qualifications and

characteristics. They tests applicants’ knowledge, attitude etc. The system of

interview is deferent according to level. The company calls applicants for

interview at a fixed date.

f. References:

If the experience of an applicant is needed to the job requirements, the member of

selection body wants to confirm about candidates behavior, characteristics etc.

They collect information such as reasons for leaving previous job, date of

employment, salary, job title etc through the references person of the applicants.

g. Employment:

It is the last process of selection that will be fulfilled by candidates. In this step

the higher authority of the organization chooses the candidate who is accepted for

the job. They give appointment to the selected person with a detail of job
 description. Job description means is the record that gives all the relevant

information about a job. The contents of job description are job duties,

responsibilities and job tasks. So the selected person has known about his/her

responsibilities and in a certain position, what kinds of tasks are done by his/her.

And a certain day he/she can join his/her new job.

2. LOW LEVEL:

a. Employment Test:

In this step the members of selection body identify the probable match between

applicants and job requirements. These tests are conducted in order to improve the

selection decisions. Tests are a screening device. Some are paper and pencil tests

other are exercises that stimulate work conditions.

b. Screening or testing :

The step may involve two activities, screening applications is the verification of

applications against the predetermined requirements of job giving in job

description and job specification. Based on such comparison, many applicants can

be screened out for their inability to meet the criteria specified in job

specification. Screening interviews is conducted in which the candidate is asked

to present himself for clarifying certain points, which are not explicit from his

application.
c. Medical examination :

The selection process may include a medical evaluation of the applicant before

the hiring decision is made. It is needed for the candidates to face the medical

examination for the job in this company.

d. Employment:

It is the last process of selection that will be fulfilled by candidates. In this step

the higher authority of the organization chooses the candidate who is accepted for

the job. They give appointment to the selected person with a detail of job

description. Job description means is the record that gives all the relevant

information about a job. The contents of job description are job duties,

responsibilities and job tasks. So the selected person has known about his/her

responsibilities and in a certain position, what kinds of tasks are done by his/her.

And a certain day he/she can join his/her new job.