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Recruitment and

Selection Process of

prime bank


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1. Introduction:

The recruitment and selection processes of an organization are two of its most important HR

planning activities. The basic purpose of recruiting is to ensure a sufficient pool of applicants from

which the most qualified individuals may be selected. Effective recruiting is important because

sufficient number of qualified applicants is needed to ensure that selection can be successfully

accomplished.

1.1 Origin of the Report:

This report is a requirement of the internship program which is an important part of the MB

degree requirement. s the supervisor has advised me to develop a thorough understanding of

the recruitment and selection processes of !rime Ban" #imited $!B#%& this report will be prepared

on those aspects of the HR practices of !B#.

1.2 Objectives of the Study:

The ob'ectives of this study will be( To evaluate the current recruitment and selection policy and process of !rime Ban" #imited.

To find out the wea"nesses of the current policy.

To suggest improvements to the policy.

1.3 Methodology:

)n the preparation of this report& data has been collected from both primary and secondary

sources. )n*depth interviews of some of the employees of the HR +ivision of !rime Ban" #imited

have been conducted to gather necessary information. lso& the Recruitment and ,election

!olicy of !B# has been consulted in preparing this report. Moreover& te-t boo"s& the internet& the

annual report of !rime Ban" #imited etc. have been used to collect information.

1.4 Scope:

The scope of this study is only the recruitment and selection policy and processes of !rime Ban"

#imited.

1.5 Limitation:

The ma'or limitation of this report is that some confidential information was not available for the

purposes of this report.

2. Prime Bank Limited at a Glance:


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!rime Ban" was established in pril //0 by a group of visionary entrepreneurs. 1nown for its

superior service quality& brand image& strong corporate governance and a corporate culture

committed to e-cellence& !rime Ban" is a top*tier ban" in Bangladesh.

2.1 Organizational Profile:

)n the bac"drop of economic liberalization and financial sector reforms& a group of highly

successful local entrepreneurs conceived an idea of starting a commercial ban" with a different

outloo". 2or them& it was competence& e-cellence and consistent delivery of reliable service with

superior value products. ccordingly& !rime Ban" #td. was created and commencement of

business started on 3thpril //0. The sponsors are reputed personalities in the field of trade

and commerce and their sta"e ranges from shipping to te-tile and finance to energy etc.

The !rime Ban" #imited& being a ban"ing company& has been registered under the 4ompanies

ct //5. The Ban" operates as a scheduled ban" under a ban"ing license issued by

Bangladesh Ban"& the 4entral Ban" of the country.

s a fully licensed commercial ban"& !rime Ban" #td. is being managed by a highly professional

and dedicated team with long e-perience in ban"ing. They constantly focus on understanding

and anticipating customer needs. s the ban"ing scenario undergoes changes& so does the ban"

and it repositions itself in the changed mar"et condition.

!rime Ban" #td. has already made significant progress within a very short period of its e-istence.

The ban" has been graded as a top class ban" in the country through internationally accepted

4ME#, rating. The ban" has already occupied an enviable position among its competitors after

achieving success in all areas of business operation.!rime Ban" #td.& since its beginning has attached more importance in technology integration. )n

order to retain competitive edge& investment in technology is always a top agenda and under

constant focus. 1eeping the networ" within a reasonable limit& their strategy is to serve the

customers through capacity building across multi*delivery channels. Their past performance gives

an indication of their strength. They are better placed and poised to ta"e their customers through

fast changing times and enable them to compete more effectively in the mar"et they operate in.

2.2 Core Business:

!rime Ban" #td. offers all "inds of 4ommercial& 4orporate and !ersonal Ban"ing servicescovering all segments of society within the framewor" of Ban"ing 4ompany ct and rules and

regulations laid down by our central ban" $Bangladesh Ban"%. The !rime Ban" 6roup focuses on

a wide range of ban"ing and financial services which include commercial ban"ing& retail and ,ME

asset management& )slamic ban"ing& investment ban"ing& merchant ban"ing and card business.


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!rime Ban" is a mar"et leader in corporate to consumer ban"ing and retail lending to ,ME in

Bangladesh

2.3 Corporate Banking:

!rime Ban" ran"ed 0thin Bangladesh by mar"et capitalization& which stood at T". 0&75/ million

as at the end of 89. )t has been ran"ed as the 5thcompany as per performance by +,E*89

)nde-. The !rime Ban" 6roup is the second largest ban"ing group in Bangladesh by asset size&

with total assets of T". 7:&;:/ million. The Ban"


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rate of 9 percent. 4ost income ration increased to 77.58 percent from 78.73 percent of previous

year.

The strong performance was contributed from its continuous growth in loans and deposits and

good performance by the Merchant Ban"ing and )nvestment +ivision $MB)+%. +eposits of the

ban" rose by T". 3.0 billion during 899/ indicating a growth rate of 85.;7 percent. #oans and

advances& which are well diversified& have grown by 79.8/ percent during last year $899%.

Table 8( 2inancial Highlights of !B# A 899

2%1% 2%1%

6ross Revenue $Ta"a in million%8&/95 :&:88

>perating )ncome $Ta"a in million%0&33; ;&/:

!rofit after Ta- $Ta"a in million%&878 8&3;5

Total 4apital $Ta"a in million%3&;0/ 8&:;

Total +eposits $Ta"a in million%;;&98 9:&/0:

Total dvances $Ta"a in million%30&0: ;/&808

Total ssets $Ta"a in million%9&573 85&;9:

@o. of deposits accounts59/&:;5 0;&;3;

@o. of advances accounts:9&9:8 ;:&9;3

Return on ssets*after ta- $=%.79 8.73

Return on Equity $=%89.0; 79./

#iquidity Ratio $=%;.;9 83.:9

4apital dequacy Ratio $=%9.;; 5.

@o. of employees00 &;55

@o. of branches39 ;5

&o o! #M' Center(* 0

Credit ating* *

#ong*termC C

,hort*term,T*8 ,T*


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2.) Branch %et&ork

The !rime Ban" 6roup has a large and well distributed branch networ" of 39 full fledged

branches and 7 off*shore ban"ing unit& 0 ,ME centers and booths in Bangladesh with a strong

tradition of service e-cellence. mong the e-isting branches of !rime Ban" #imited& there are 53

branches in +ha"a division& 8 branches in 4hittagong division& ; branches in Ra'shahi division&

8 branches in 1hulna division& branches in ,ylhet division and branch in Barisal division. The

ban" has also made its presence in ,ingapore through its fully owned subsidiary !rime

E-change 4o. !te. #td. for facilitating inward foreign remittance to Bangladesh. Eleven new

branches have been proposed and are supposed to open by the end of 899. )t has presence in

4apital mar"et through merchant ban"ing and investment ban"ing.

2.* 'fficient Capital and Strong (sset )uality

The !rime Ban" 6roup has a strong capital base with a ris"*weighted capital adequacy ratio of

9.;; = and a Tier* of ;.:3 = at the end of 899. The group has one of the most efficient

capital structures in Bangladesh. The ban" also has good asset quality in the ban"ing industry

and very strong financial ratings.

2.+ (&ards and (ccolades:

!rime Ban" continues to earn recognition and trust for its strong and sustained financial

performance and product management. )n 899;& !rime Ban" was honored of stprize under

)4B @ational ward 899/ for its published account for the year 899; in ban"ing sub* sector

under financial sector. !B# become the stBangladesh )nstitution to Receive stposition by ,2

in 899/ for its published report of 899;. !B# also received stposition in )4MB best 4orporate6overnance ward in 899/.

2., PBL-( i(ion:

To be the best !rivate 4ommercial Ban" in Bangladesh in terms of efficiency& capital adequacy&

asset quality& sound management and profitability having strong liquidity.C

)t has almost all the characteristics of the effectively worded vision statement& li"e it is graphic&

directional& focused& feasible and desirable.

2*+ PB,-s .ission:

To build !rime Ban" #imited into an efficient& mar"et driven& customer focused institution withgood corporate governance structure. 4ontinuous improvement in our business policies&

procedure and efficiency through integration of technology at all levels.C

2** Corporate Philosophy:

/or the Cu(tomer(:

* To provide the most courteous and efficient service in every aspect of its business.


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* To be innovative in the development of new ban"ing products and services.

/or the 'm0loyee(:

* By promoting the well*being through attractive remuneration and fringe benefits.

* By promoting good staff morale through proper staff training and development& and

provision of opportunities for career development.

/or the #hareholder(:

* By forging ahead and consolidating its position as a stable and progressive financial

institution.

* By generating profits and fair return on their investments.

/or the Community:

* By assuming our role as socially responsible corporate citizen in a tangible manner.

* By adhering closely to national policies and ob'ectives thereby contributing towards the

progress of the nation.

* By upholding ethical values and best practices.

2*2 Objectives of the Bank:

The ob'ective of !rime Ban" #imited $!B#% is specific and targeted to its vision and to position

itself in the mindset of the people as Da ban" with difference


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The principal activities of the ban" are ban"ing and related businesses. The ban"ing businesses

include ta"ing deposits& e-tending credit to corporate organizations& retail and small medium

enterprises& trade financing& pro'ect financing& international credit card etc. !rime Ban" #imited

provides a full range of products and services to its customers& some of which are mentioned

below with a brief overview of the ma'or business activities

2.15. Cor0orate Banking:

4orporate lending is still the core business of the ban". )ndustrial loans given to corporate clients

increased by 78.8/ percent& which shows that their activities are aligned with the monetary policy

of the government. !rime Ban"


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e-panding its target mar"ets to the semi*urban and rural areas. The ,ME outstanding stood at

T". 8.8 billion achieving a growth rate or .33 percent.

2.1+ etail Banking:

The growth rate of their consumer financing were :5.8/ percent during the year 899/. The loan

schemes offered by the ban" includes Home #oan& #oan against ,alary& Marriage #oan& 4ar

#oan& Hospitalization #oan& Education #oan& +octor


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The deposits balance of !rime Ban" reached the level of T". ;;.9 billion during 899; from T".

39.0 billion of previous year. The growth rate is 85.;7 percent. This was possible due to superior

customer service delivery at the branch level& e-pansion of branch networ" to rural areas where

foreign remittance flow is significant. E-pansion of our branches at rural areas has provided the

lower income groups with an access to modern ban"ing system and receipt of remittances at

reasonable swiftness. 2i-ed deposits& scheme deposits& savings deposits& short term deposits

from customers remained the core deposits of the ban". ,ome of the deposits also offer

insurance coverage. The ban" also has many ,hariah based )slamic products which are provided

to the customers through )slamic ban"ing branches of the ban". The ban" always tries to give the

highest return on the deposits of the customers.

2.22 !!(hore Banking nit(

The impressive growth of the economy during the last couple of years and the facilities provided

to the foreign investors through opening of special e-port zones have attracted a lot of foreign

investments in the country. !B# opened its >ffshore Ban"ing nit at ,aver& +ha"a E-port

!rocessing Jone and 4hittagong E-port !rocessing Jone as part of their e-pansion of branch

operation. >pening of the offshore ban"ing unit allowed the ban" to serve the wage earners and

the foreign investors better than before. The offshore ban"ing unit at +ha"a E!J already started

generating operating profit. This indicates that !B# has now acquired strength and e-pertise to

support the ban"ing needs of the foreign investors. !B# also obtained a license for opening an

offshore branch at newly declared e-port processing zone at ,teel Mill 4omple-& 4hittagong.

2.23 6a(anah:

899/ was also a commendable year for the development of )slamic Ban"ing Business for the

ban". !B# used the generic name of Hasanah A the brand name for )slamic products and

services of the ban"& which has been used in the Kuran and the Hadith several times to denote

good deed& welfare& virtue& beauty spot& that e-presses !B#


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8993 : 599

899; 39 00

899/ ;9 :7/

899 ;5 ;55

89 ;: /3;

898 $up to the end of May% /9 80;

2rom these data& manpower may be estimated through regression analysis $such an analysis is

provided in ppendi- B%.

The recruitment goals of !rime Ban" #imited $!B#% are to attract and retain highly qualified

human resources who will perform best in their respective areas. The ban" not only tries to attract

well*qualified candidates but also tries to identify and recruit people who are really interested to

wor" in the ban" for an acceptable period of time.

3.1. $he recruitment 0hilo(o0hy o! PBL i( a( !ollo8(:

!B# usually promotes from within the organizations& but when the need arises& the ban" also

hires from outside for vacancies at all levels.

!B# always emphasizes on hiring for a long period of time. The ban" tries to attract and select

those candidates who will move through the organizational hierarchy to the senior level positions in

the future.

!B# has developed a corporate culture where employees are not treated as mere employees.

They are treated as associates of the ban". Together& they form a family and all associates are themembers of the family.

/2 0ypes of Recruit$ent

!B# practices two types of recruitment Learly recruitment( this is done each year& according to the HR plan

@eed*based recruitments( this is done when there is a sudden vacancy

// ecruitment #ource( and Method(:

!B# usually promotes from within the organization. But it also recruits from e-ternal sources. The

e-ternal sources are(

+ifferent universities 4ompetitors and other organizations

nsolicited applicants

4ampus recruiting will be handled by the HR +ivision and the overall planning for this will be

done based on the nnual Manpower !lan. However& the respective business

departmentIfunction requiring the profiles should have the responsibility and mandate to short*list


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the campus*based candidates. The s"ill base generally recruited through this route will be entry

level positions. Therefore& the plan for campus recruitment will have to tie up with the placement

season of various universities that are targeted for recruitment. The HR +ivision needs to identify

a set of campuses based on the courses conducted there& any past e-perience of candidates

from these campuses and the emerging requirements of the ban".

The HR +ivision will need to ta"e a decision regarding the source of e-ternal recruiting

considering variables li"e A vailable spread of candidates

4ost impact

Time needed

nd the e-ternal recruitment methods include( dvertising in newspapers& company website etc.

Employee referrals

)nternships3.4. #election Proce((:

The different steps if the selection process is described below in detail(

3.4.1. ecei0t o! 900lication(

This is the first selection hurdle to 'oin !B#. 4andidates either send their 4Gs in application for a

specific vacancy& or they send unsolicited 4Gs for any suitable position. The HR division collects

'ob applications against each 'ob vacancy. )n case of newspaper advertisements& the applicants

are given at least 7 wee"s to apply. fter a specific period& each and every 'ob is closed for

applying.3.4.2 #orting out o! 900lication(:

The ne-t step is the short listing of 4Gs. sually the HR division is engaged in the short listing.

But the HR division may delegate this step to the respective divisions $for which the selection is

being carried out% to save time. To recruit e-perienced ban"ers& 4Gs may be sorted out from the

collection of unsolicited 4Gs received. >r& another possibility is to find out e-perienced and

competent ban"ers in other ban"s. >nce potential candidates are thus found out& they are

contacted and called for an interview.

3.4.3 In!orming Candidate(fter the applications are sorted out and a preliminary list is prepared& the candidates are

informed and are called for a written e-am $for entry level positions% or an interview $for

e-perienced ban"er for mid level or senior level positions%. 2or written tests& the ban" issues

admit cards through courier services seven to ten days prior to the e-am.

3.4.4 ritten $e(t(:


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The employment test is generally an aptitude test which measures the candidates< verbal ability&

numerical ability& reasoning ability etc. The HR division contacts )BIB)BM to design and conduct

the recruitment tests on behalf of the ban". The HR division provides them with the desired

academic qualification and the name of the vacant posts to construct the question paper for the

test

3.4.5. Inter;ie8:

The interviews that are conducted are panel interviews and not structured. The interview board

consists of the M+& +M+ and the Head of HR. Even in the selection of fresh graduates for T or

MT positions& those top level and e-ecutive level managers are present. sually only one

interview is conducted for selecting a candidate for a position. But in case of recruiting

e-perienced ban"ers& sometimes more than one interview is conducted.

3.4.). /inal 900ro;al "y Com0etent 9uthority:

fter the interview is conducted and the interviewees are evaluated& the management committee

decides who is to be selected and who is to be re'ected. fter this final decision& an D>ffer #etternce the candidates accept this offer& they are given the

Dppointment #etter


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3.5. 900ointment:

3.5.1 Cla((i!ication o! the 0o(t:

The employees of the ban" shall be classified designation as shown in the above illustration. ny

change& addition& in the classification and designation shall required prior approval of the board.

n employee of the ban"& other then an officer appointed to a particular category of the posit ion

shall continue in the same category. !rovided that if he fulfills such condition as may be down in

this behalf& he may be appointed to another category of posts by the competent authority.

3.5.2 &ationality:

@o position shall be appointed to any post in the service of the ban" unless he is a citizen of

Bangladesh. !rovided that the may in special cases& waive this condition sub'ect to fulfillment of

the to employment of foreign nation in Bangladesh.

3.5.3 9ge :

candidate shall not be less then twenty years more then thirty years of age at the time of

appointment direct recruitment as a probationary >fficer and not less than eighteen years and

more then thirty years of age at the time of appointment by direct recruitment as a probationary

employees other then an officer in the service of the ban". !rovide than the board may in special

cases& rela- the upper age limit for reasons to be record in writing.

3.5.4 Phy(ical /itne((:

@o person shall be appointed in the service of the ban" unless he is declared physically fit by the

medical officer or the ban" or any other Medical authority specified by the ban" in this behalf.

3.). $ermination:

The service of provision or temporary employee shall be liable to termination by the competent

authority without assigning any reason after giving him one months notice in writing or on

payment of on more substantive pay in lieu of such notice and the probationary or the employees

shall not be entitled to any form of composition for termination of services.

4. $he ecruitment and #election Policy o! PBL

!ersonnel Management is by far the most important element of an organization. This is

particularly true for a service organization li"e a commercial ban". !rogressive companies pay

special attention to recruitment& selection& training& orientation& evaluation& promotion andcompensation of E-ecutives& >fficers.

!* Recruit$ent Procedure:

The success of a commercial Ban" depends largely on the quality of services rendered to the

clients. Kuality depends on the competence and the quality of the >fficers and E-ecutives. !rime

Ban" #imited believes in paying competitive salary and emoluments to its employees and to get


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ma-imum services out of them. Therefore& the authority of the Ban" has to be careful in recruiting

the right person for the right 'ob.

)t should be the duty of the Managing +irector along with the top Management to analyze the

manpower requirement of the organization every year and fi- up the number of >fficers&

E-ecutives and other employees of each category required for effective operations of the Ban".

The Board of +irectors on the recommendation of the Management will be the supreme authority

to sanction or to create additional post. 4reation of a post implies commitment of fund for about

thirty years.

Therefore& it is the responsibility of the management to e-amine the wor" load and do the 'ob

analysis wor" and to loo" into the real requirement of employees under various categories and to

see whether an additional hand is really necessary.

!rime Ban" must recognize the importance of manpower estimation and accordingly an

organogram should be prepared for Head >ffice and for each +ivision Branch. The

organogram shall however& not be rigid& the Board may review and revise the organogram as

may be considered necessary from time to time. Recruitment will be made to fill up the vacant

posts as and when required by the competent authority as per power delegated by the Board.

!2 Recruit$ent Category:

Recruitment to be made for the required post& which has to be determined approved by the

Board at the beginning of each year& either through inviting application from prospective

candidates or through talent hunting.

Recruitment category will originate from the DBan"ing 4adre ,ervices Model< which has been

incorporated in our policy as placed below(

6iven the Ban"ing 4adre ,ervices Model& the normal source of recruitment of !B# is as follows(

4.3. Core Banking Cadre #er;ice >CBC#?:


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4B4, will start with the recruitment of potential Management $rainee( >M$(?fresh from the

recognized !rime Ban" listed niversities.

Fith MT concept in place& normally& there will be no recruitment at the MidI,enior level

management position e-cept in special circumstances to meet dire needs.

MT are the high potential fresh graduatesIpost graduates to be recruited in the ban"

management cadre service within policy MT are the future leaders to move up to different leadership positions with gaining of

e-perience competence

MT are usually the 2,T TR41ER A planned development& nursing and counseling for career

growth are to be critically administered

t certain a stage& there will be natural turnover of MT and some will leave if bloc"ed in the

structure& then& ban" will plan replacement with new MT

MT! leadership positions in ban"ing.

MT recruited in core ban"ing cadre& at times will be considered for other support service

functions as required EmployeesIE-ecutives in Dcore ban"ing cadre< with professional competence bac"ground

may move to the Dban"ing support services cadre< in the event appropriate positions in the 'ob

grade ladder are available to meet business needs.

)nter A ban" transfer and between Head office ban"s both in core ban"ing 'obs and ban"ing

operation services 'obs would be the common phenomenon.

!! Banking Operation Cadre Services 1BOCS:

,ince Dban"ing operation 'obs< are of routine& repetitive and clerical in nature& in this segment&

our recruitment sourcing will start with Trainee ssistant $T% concept fresh from niversities.

>peration 'obs are normally confined between T and ,> 'ob grade in the operation cadre

service. Employees with mediocre potential are the target group for recruitment. >nly employees with e-traordinary achievements in 'ob grade ,>& may be considered up to

!>IE> 'ob grade through interview process. n employee in ,> 'ob grade& if found DGery good in the pay scale

@o bond in service

4.5.2. Management $rainee ecruitment:

Management Trainee shall be recruited either through(

a% !ress advertisement in at least 8 $two% national dailies.


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b% irectly !rom among(t the intern($business graduatesIpost graduates% at !rime Ban"

studying in our listed niversities. The revised list of our enrolled niversities showing 46!&

internship allowance etc. are as follows(4urrent #istedniversities 46! llowance

$)nternship%

Revised #isted niversities46! llowa

$)nterns

)B7 709

)B7 709

@,& )B& EF&BR4& )B B)BM 7 799

@,& )B& EF& BR4& )B B)BM 7 799

+& ?7.80 809

+& ?& 4& )4& ,T4(4T6& ,,T( ,ylhet1(1hulna& R( Ra'shahi

7.80 809

,pecial Requestpproved by M+ 7 899

,pecial Request pproved byM+ 7 899

@B( Fith inclusion of niversities at 4hittagong& 1hulna and Ra'shahi& the ban" will be able to

e-tend responsible services with the interns in these cities toward education as well as meeting

ban"


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>"? Po(t Graduate(:

Kualification 46! #isted Garsities !lacement after 8 years probation

MB& MBM& E4>@>M)4,& M,TER,)@ 2)@@4E 44>@T)@6

7.99)B !rincipal >fficer

7.80

>ther listed4.5.2.2. Period o! Pro"ation:

MT will pass through a period of probation for 8 years and on successful completion of

probationary period will be confirmed in service according to category as shown above.

4.5.2.3. M$ '0o(ure on the


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They will be recruited based on performance in interview with the ,election 4ommittee.

"? ecruitment !rom the Intern(:They will be recruited based on their performance during

internship period& evaluation report of their supervising officials and performance in the interview

with the ,election 4ommittee.

However in no case more than !i!ty 0ercent of the interns will be eligible for appointment. )nterns

selected under this criterion should 'oin within one month of completion of his course.

n internee who has completed his internee more than si- months ago will not be eligible under

this criterion.

The appointment will be made according to requirement on the basis of a panel to be prepared in

order of merit by the )nterview 4ommittee and after approval of the competent authority.

Fhile interviewing the candidates for final selection& due weight should be given on the

educational bac" ground& professional e-cellence and technical s"ill in the appropriate field.

4.5.2.). GradingAMarking !or Management $rainee(:

The ,election 4ommittee will follow a grading system as follows(

$a% Education ( : Mar"s

$b% )nterview !erformance ( 85 Mar"s

$c% Fritten Test ( :9 Mar"s

Total 99 Mar"s

The Human Resources +ivision will handle all matters relating to recruitment and selection as

staff function. The following steps may be followed for systematizing the selection procedure in

case of selection through press advertisement.4.5.2.* 2emuneration Package !or M$(:

Table 0( Remuneration !ac"age for MT

Category Package 7ear Ba(ic

MT 4ategory A ) T1 ;&999 I* stLear 8&:99 I*

T1 88&999 I* 8ndLear 0&599 I*

MT 4ategory A )) T1 89&999 I* stLear 5&999 I*

T1 80&999 I* 8ndLear 3&099 I*

llow #eave 2air ssistance $#2% from 8ndyear

!rovident 2und $!2% after confirmation of 8 years

Bonus will be allowed on basic pay

4.5.2.+ /lo8chart o! M$ #election Procedure( 9gain(t Pre(( 9d;erti(ement:


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The Human Resources +ivision will handle all matters relating to recruitment and selection as

staff function. The following steps maybe followed for systematizing the selection procedure in

case of selection through press advertisement(

The same process will be followed in case of other recruitments beside MT. However& when in

urgent need& the ban" may recruit employees without the process of press advertisements.

4.5.2.,. Inter;ie8 Committee ';aluation and /inal #election o! M$:

n interview committee consisting of the M+& all +M+s and Head of HR +ivision will conduct the

face to face interviewIviva for final selection of MT.

)nterview evaluation sheet in respect of each candidate will be in place considering all relevantfactors and record will be maintained for reference.

4.5.3. ecruitment o! Pro"ationary !!icer(:

The following are the salient features in the recruitment process for !robationary >fficers(

$a% +irect entrants in the >fficerC ?ob 6rade are termed as the !robationary >fficersC&

specially meant for the Ban"ing ,upport ,ervices 4adreC $B,,4%.

$b% !robationary >fficers are the people of strong potential with their post graduation in

various disciplines who will be recruited from the ban"


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. 4ontact listed universities and collect 4Gs of the potential post graduates as per 'ob profile

$education and other competence% and prepare the short list

8. Fritten Test A :9 mar"s( Eligible short listed candidates will appear for a written test. The

sub'ect matter of the test should be general "nowledge& arithmetic& English& economicsIban"ing& as

maybe decided by the management from time to time. 2or this purpose& !rime Ban" #imited will

organize written tests with its own resources or may ta"e the help pf outside e-perts& e.g.& )B&B)BM or any other suitable agency for setting the questions& supervising the e-amination wor" and

scoring the scripts. candidate must secure minimum 7: out of :9 $:9=% in the written test to be

eligible for vivaIinterview for the post of !robationary >fficer within policy.

7. GivaIinterview A 59 mar"s( candidate must secure minimum 85 our of 59 $:9=% in

the vivaIinterview to qualify for the final selection as !robationary >fficer within policy.

5. four*member interview committee consisting of the concerned functional heads& +M+ and

Head of HR +ivision will conduct the face to face interviewIviva for final selection of !robationary

>fficers. The M+ will finally e-amine the recommendationsN if he wishes& he may personally meet

the candidates and accordingly may approve of disapprove recommendations for appointment.

)nterview evaluation sheet in respect of each candidate will be in place considering all relevantfactors and record will be maintained for reference.

$b% B listed universities and profile of candidates for probationary officer(

Table :( #isted universities and profile of candidates for probationary officer

uali!ication( CGP9 >minimum? ni;er(itie(AIn(titution

MB $Mar"eting& 2inance& HR& Ban"ing%&)nternational Relations& !ublic dministration&English& Economics& M.4om. in Management&2inance& ccountingIother business studies&Masters in 4omputer ,cience& 4omputerEngineering etc.

7.99Ban"


27/39

policy framewor". ,ubsequent career progression depends on performance& potential merit of

the individual candidates.

4.5.4. ecruitment o! '0erienced 'ecuti;e(A!!icial(:

!rime Ban" will pay focused attention to develop its own manpower through training process. )t

must& however& need quality human resources to run its operations and e-pansion program

through continuous training and development strategy. Recruitment of e-perienced Ban"ers from

other Ban"s will however& continue till such time MT process is geared up in core ban"ing

leadership positions.

ccordingly& as per requirement of the ban" e-perienced E-ecutivesI >fficers may be appointed

from time to time strictly in accordance with the 'ob profile of the positions. fter proper

scrutinizing of the application received from the eligible candidates& they will be interviewed by

the Management 4ommittee. The Management 4ommittee should ensure that the minimum

qualifications& e-perience and competence required for a given 'ob is rightly matched.

E-ceptions may& however& be made in case of e-tra ordinarily capable candidates. This means

that for such cases educational qualification may be rela-ed and similarly length of e-periences

may also be reduced considering candidates< special training and e-periences in particular field

of ban"ing business.

The cases of selected candidates will be placed before the competent authority for approval.

There will be no probation period for e-perienced >fficersIE-ecutives who 'oin from other Ban"s&

if their services were confirmed by their earlier employers.

4.5.4.1. ecruitment Criteria !or '0erienced 'ecuti;e(A!!icial(:

The ban" will prepare ?ob !rofileC against each 'ob available in the 'ob grade ladder covering

three service cadres in functional areas and all recruitments will be made according to the

respective 'ob profile.

There will be a separate ?ob !rofile ManualC for the ban" to be maintained and followed for

recruitments.

E-perienced >fficials from the mar"et meeting the ban"


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,,4 7 8

H,4 7 8

Hones. 7 8

Masters 7 8

MBIHigher

!rofessional +egree

5 7

4.5.4.2. Criteria to "e !ollo8ed !or 'ecuti;eA!!icial(:

#l.

D

&ame

o!

$he

Po(t(

e=uirementACriteria

ith minimum =uali!ication(

B.9. A B.Com. A B.#c.

ith higher =uali!ication(

+M+0 years as 6M or equivalent position in anyscheduled Ban" minimum length of service 8;years

5 years as 6M or equivalent position in anyscheduled Ban" minimum length of servicyears

,EG!5 Lears as 6M or equivalent position in anyscheduled Ban" minimum length of service 80years


EG!3 Lears as +6MI7 years as 6M or equivalentposition in any scheduled Ban" minimumlength of service 88 years

0 years as +6MI8 years as 6M or equivalenposition in any scheduled Ban" minimum lof service 89 years

,G!0 Lears as +6MI year as 6M or equivalentposition in any scheduled Ban" minimumlength of service 89 years

7 years as +6MIyear as 6M or equivalentposition in any scheduled Ban" minimum lof service ; years

G!8 years as +6MI0 years as 6M or equivalentposition in any scheduled Ban" and minimumlength of service ; years

year as +6MI7 years as 6M or equivaleposition in any scheduled Ban" minimum lof service : years

,G!7 years as 6M or equivalent position in anyscheduled Ban" minimum length of service :years


G!8 years as 6MI5 years as ,!> or equivalentposition in any scheduled Ban" minimumlength of service 5 years

year as 6MI7 years as ,!> or equivalenposition in any scheduled Ban" minimum lof service 8 years

2G!7 years as ,!> or equivalent position in anyscheduled Ban" minimum length of service 8

years

8 years as ,!> or equivalent position in anyscheduled Ban" minimum length of servic

years

,E>7 years as !> or equivalent position in anyscheduled Ban" minimum length of service 9years

8 years as !> or equivalent position in anyscheduled Ban" minimum length of servicyears

E>7 years as ,> or equivalent position in anyscheduled Ban" minimum length of service ;years

8 years as ,> or equivalent position in anyscheduled Ban" minimum length of servicyears


29/39

#l.

D

&ame

o!

e=uirementACriteria

ith minimum =uali!ication(

B.9. A B.Com. A B.#c.

ith higher =uali!ication(

!>

5 years as >fficer in any scheduled Ban"

minimum length of service : years

7 years as >fficer in any scheduled Ban"

minimum length of service 0 years

,>7 years as >fficer in any scheduled Ban" minimum length of service 5 years

8 years as >fficer in any scheduled Ban" minimum length of service 7 years

>fficer8 years as ?unior >fficer in any ,cheduledBan" minimum length of service 7 years.

8 years as ?unior >fficer in any ,cheduled Bminimum length of service 7 years.

?>Minimum 8 years as ssistant >fficer in any,cheduled Ban".

Minimum 8 years as ssistant officer in any,cheduled Ban".

>+irect recruit +irect recruit

!3 Re4uire$ent for all '$ployees:

$i% HeI,he must be a citizen of Bangladesh

$ii% Third divisionIclass in hisIher academic attainment shall not be considered for employment in

the Ban".C

$iii% HeI,he must be physically fit. ll persons to be appointed by the Ban" will have to undergo a

medical test by the Ban"fficer so as to ascertain that they are

physically and mentally sound health. @o person shall be appointed in the service of the Ban"

unless heI she is declared physically and mentally fit by a medical officer of the Ban" or by any

other Medical authority specified by the Ban" in this behalf.

!5 Restriction on (ppoint$ent:

The following categories of employees from other Ban"I>rganization shall not be employed(

Employees against who there are pending charges or who are dismissed& discharged& terminated

and forced retired.

Employees who do not submit formal release order from the immediate past employer

However& an honorably retired person may be engaged for a particular assignment on a

contractual basis.

!6 Policy Changes:

The Management reserves the right to change or modify or withdraw any of the clauses of the

policy at any point of time with the approval of the Board of +irectors.

The effectiveness of the policy will be reviewed from time to time to accommodate changes in the

interest of the business.

5. 9naly(i( o! the ecruitment and #election Proce(( o! PBL


30/39

Human Resources planning are the first stage of an effective recruitment and selection process.

)t is not only a matter of satisfying the present HR needs of an organization& but also an activity

that influences the shape of the organization


31/39

MBM 0

Masters form any sub'ect 0 80

>thers 9 9

2 Candidates fro$ &hich 8niversity9

nswer Response !ercentage $=%

niversity of +ha"a : 79

niversity of 4hittagong 8 9

?ahangirnagarniversity 5 89

niversity of Ra'shahi 8 9

Reputed !rivateniversity 5 89

>thers 8 9

/ ($ong various aspects of the bank &hich of the follo&ing aspects did you consider

$ost9


#ocation of Ban" 0

)slimi Ban" 8 9

,ize of Ban" 8 9

Reputation of Ban" 8 :9

>nline Ban"ing 8 9

!ersonal Relationship 0

! (re you happy for the recruit$ent process of the Pri$e Bank9


Les 5 39

@o : 79

" ;oes the Pri$e Bank follo& recruit$ent process9

nswer


32/39

Les ; /9

@o 8 9

3 7hat is your opinion about the recruit$ent process of the Bank9


E-cellent 8 9

Gery 6ood 5 89

6ood 5 89

,atisfactory ; 59

+issatisfactory 8 9

5 7hat is your opinion about the for$alities that the bank provides for recruit$ent9


E-cellent 8 9

Gery 6ood 5 89

6ood 5 89

,atisfactory ; 59

+issatisfactory 8 9

6


33/39

6ood 9 09

,atisfactory 8 9

+issatisfactory 8 9

*+ 7hat your vie& about the behavior of the e$ployee &hen you are entry level officer9


Gery 2riendly 8 9

2riendly 5 89

,atisfactory ; 59

@o comment : 79

** ;o you think that any li$itation of Pri$e Bank for getting job9

nswer Response !ercentage $=

Les 5 89

@o : ;9

)n this report& ) have collected the data from various employees. They have told about their

opinion and actual situation of the !rime Ban" ltd. t the present time most of the candidates are

MB& few are MBM and others. MBM degree holder gets chance direct. They have no e-am to

be entry level officer. !rime ban" also consider the university or institution. )B gets e-tra priority

than +ha"a niversity $+%& ?ahangirnagar niversity $?%& Ra'shahi niversity $R%& Reputed

private niversity. Most of the candidates are happy but few are unhappy regarding the

recruitment process of prime ban" limited. There are some suggestion of the candidates is

following( To give chance for the meritorious student by reducing personal selection.

Time should be reduced for the candidates after submission the application.

To reduce terms and condition for entry level officer.

To reduce the limitation.

To ensure validity of the 'ob.32 Identi!ication o! main 0ro"lem( and !inding(: The main vision of prime ban" has been

successfully by increasing its revenues& deposit and branch in Bangladesh. lthough there are

no ma'or problems at prime ban"& some of the problems observe as flow(

0echnological advance$ents:!rime ban" has equipped its branches will all ma'or )T tools

in the industry li"e TMs& fa- machine& photocopies& printers& latest computers and good


34/39

connective architecture. Hoe ever it has been observed that when its time to wor"& there are

many facilities seen in the different devices used by prime ban". Especially its connectivity

architecture and remains office with the main server& that creates problems to the customers.

=ob (dvance$ent: There is no advancement procedures for lower staff members or 'unior

e-ecutives that have 'oin recently at prime ban". The main problem was observed that the

lower staff should be trained about the operations of the ban" and also the 'unior should be

given promotions by defining the criteriancentive Sche$es: There is no scheme for employees for prime ban". #i"e scholarship

schemes for employees want to push higher education. !rime ban" although give a number if

incentives that want to push higher education. !rime ban" although give a number ifincentives to an employees& li"e personal loans at normal mar"up but they are only provide to

employees that are in higher ran"s. Education fees are also returned by prime ban" to its

employees after having finished their studies.

*. ecommendation(

,everal recommendations for the e-isting recruitment and selection policy and procedure are

described here.

5* Stop (ccepting


35/39

The ban" should maintain a database of 4Gs of all applicants& which would be easier if

applying online is encouraged. !B# may also maintain a separate database of candidates

who have been selected. 2rom this database it will be evident after a while& which university

graduates are more suitable for the 'obs in !B#. Because& it can clearly be seen which

graduates are doing better during the recruitment and selection process of the ban". 2rom

then on& !B# can target and advertise only in those universities and institutions for

candidates.

5/ Short@listing of C?s

proper and ob'ective guideline should be set before the initial short listing is done(

i% The 4Gs received through the sourcing process is firstly screened by the HR

+ivision to determine a fit against the 'ob specification. ,creened and short*listed applications

should then be forwarded to functional heads to draw a short list for the recruitment e-am or

interview.

ii% final short list should be drawn up by the functional unitsIdepartments and

forwarded to the HR +ivisionN enclosing short*listed and re'ected 4Gs. Re'ected 4Gs of

possible future interest could be sorted in a database. But this is not done in !B#. >nce a 4G

is re'ected& no record of it is "ept.

iii% Based on the short list received by the HR +ivision& letters to the short*listed

candidates should be issued specifying a date and time for the interviews. )nstead& the

candidates are called on the phone for the interview. lthough this probably saves cost& it has

other disadvantages& e.g.& it is very time consuming. The practice of sending letters to thecandidates should be started.

5! 0esting the ?alidity of the 7ritten 'Aa$s

4urrently& the validity of the written e-ams is not being tested. !B# should find out whether

their written e-ams are valid& that is& whether the tests measures what they claim to measure.

The written e-ams for the entry level positions are usually cognitive aptitude tests which

measure a candidate


36/39

The HR strategy

5" >ntroducing =ob no&ledge 0ests

primary advantage of a 'ob "nowledge test is that it is by definition 'ob*related. test for any

specific organizational 'ob can be designed based on the data gathered from an in*depth 'ob

analysis. These tests may require written responsesN they may also be orally administered

e-ams. These tests should usually consist of a few "ey questions that would distinguish the

qualified from the unqualified.

53 >ntroducing (ssess$ent Centers

n assessment center is a selection technique for identifying management potential. )n

assessment centers& potential candidates are sub'ected to different e-ercises constructed to

simulate the 'ob for which they are applying. 4andidates participate in a series of activities

similar to those they may be e-pected to encounter in the actual 'ob. These activities may

include management games& leaderless discussion groups& moc" interviews and othersimulations. team of assessors observe and evaluate the participants. Both ?ob "nowledge

tests and assessment centers can evaluate how a candidate will perform in the actual 'ob.

!B# should thin" about introducing assessment centers as one of its selection tools.

55 Realistic =ob Previe&

Many candidates have unrealistic e-pectations about a prospective 'ob or employer. These

wrong perceptions can have negative consequences later for an organization if such

candidates are hired& e.g.& 'ob dissatisfaction& absenteeism and turnover. To correct this

situation& !B# should provide a clearly written 'ob description to the candidates as well as arealistic 'ob preview before recruitment so that the candidate can have a clear picture about

the 'ob heIshe is going to ta"e and the organization heIshe is going to wor" for. realistic 'ob

preview should convey both positive and negative aspects of the 'ob and the organization

ob'ectively and in an unbiased manner.

56 Background >nvestigation

Reference chec"s should be done only for candidates who have been approved by the

recruitment panel for the 'ob. Reference chec"s should be carried out for all potential

permanent employees. This is important in order to verify information and ensure that theorganization is aware of any serious problems in the candidateften performed for positions that involve financial responsibilities


37/39

$y0e( Characteri(tic(

8. 4riminal record These are recommended for positions which involve close& unsupervised contact with

public& e.g.& any type of position that is considered to be security sensitiveC.

7. !ast employer$s% This should be done on all new employees. )n order to get the most in*depth and us

information about the candidates& it is necessary to contact the supervisors and the

+ivision of the applicant


38/39

899/ :7/ 3.5/

899 3/7 3.:

89 $p to the end of May%/8 3./5

$hi( i( ho8 the $urno;er i( calculated:

Period 0ening

#tatu(

'ntry 'it 'nding

#tatu(

ate o! $urno;er

?an 9; to +ec

9;

599 8:0 9; 00: 9;O8O99I$599P00:%

Q 3.7=

!B# should strive to reduce this high rate of turnover by recruiting effectively.

5*2 Stop Policy ?iolation

There has been policy violation of the recruitment and selection policy in terms of criteria and

procedure violation. 2or e-ample& it is against the policy to recruit interns from universities that

are not in the list given in the policy. But the graduates of such universities that are not listed

in the policy are being recruited as interns. lso graduates from listed universities but not

having the required 46! are also recruited as interns sometimes. These sorts of policy

violations occur as a result of requests of high officials. n e-ample of procedure violation has

been going on for quite some time. That is there were no written e-ams being held for

recruiting Ts until very recently.

Conclu(ion

The success of a commercial ban" depends largely in the quality of service rendered to the

clients. Kuality of service depends on the competence and the quality of the employees of the

organization. Therefore& the authority of !B# has to be careful in recruiting the right person for

each 'ob. s has been seen& the recruitment and selection process of !B# has rooms for

improvement. The policy and process should be revised. ,o although the process they have

been adopting so far has been somewhat effective& to adapt to the changing times& the

process should be revised and streamlined.

,ome recommendations suggested in the report are summarized here( ,top accepting hard copies of 4Gs

Maintaining a database of 4Gs

Testing the validity of the written e-ams

)ntroducing 'ob "nowledge tests

)ntroducing assessment centers

!roviding the candidates with a Realistic ?ob !review

,tart doing bac"ground investigation


39/39

,tart training the interviewers on interview techniques

Documents

prim bank.docx