WELCOMETO

THIS SESSION

Prepared By:

Syed Mahmudul Haque ID NO- 12132101046

Intake: 30th

BBA Program

Major in Human Resource Management

Bangladesh University of Business & Technology

(BUBT)

Presentation On:

Recruitment & Selection Process of Ha-Meem Group

Supervised By:

Md. Arafater Rahman Bhuiyan Assistant Professor

Department of Management

Faculty of Business Administration

Bangladesh University of Business & Technology

(BUBT)

CHAPTER – ONEINTRODUCTION

Objectives of The StudyThere are two types of objectives of the report. These are given below:

Broad Objective Specific Objectives

Broad Objective:

The broad objective of the report is to analyze the Recruitment & Selection process of Ha-Meem Group.

Specific Objectives:

■ To explore the various sources of recruitment followed by Ha-Meem Group.

■ To understand the recruitment & selection procedure followed by Ha-Meem Group.

■ To know the opinion of respondents about recruitment & selection process of Ha-Meem Group.

■ To suggest some possible recommendations to overcome the problems.

Methodology of The Report

1. Research Design: This research is a descriptive type of research. The report has been developed basically both on primary and secondary data. In this report, I have described the recruitment & selection process of Ha-Meem Group.

2. Types of Data: In this report, I have used both primary and secondary data. Primary data is the data which is observed or collected directly from first-hand experience. Secondary data is the data which have already been collected and analyzed by someone else and the results are undertaken for the next process.

3. Sources of Data:The relevant information is collected from the primary sources and also used the secondary sources of data. These are given below:

Primary Data Source:The data I have collected from the primary sources is as follows:

Through Questionnaire

Secondary Data Source:The data I have collected from the secondary source is as follows:

Website (http://www.hameemgroup.net)

 

4. Data Analysis and Reporting:After collection of entire data, different approaches are widely used to analyze and organize the data. In this process, technological assistance was more significant and indispensable. Results have been presented in the form of tables and graphs. I have used several tools for processing analyzing and preparing the information. After collection of raw data various types of computer software such as MS Word and MS Excel have been used for editing and processing the data. The whole chapter of analysis and interpretation is based on the responses of 11 respondents who were administered with a questionnaire which contain their views about the recruitment and selection process of Ha-Meem Group.

5. Sampling Plan:■ Population: A group of individuals or items that share one or more characteristics

from which data can be gathered and analyzed is called population.

■Sample Unit: The sample unit of the survey was DGM, Manager, Senior Officer, Officer, Junior Officer and MTO.

■Sampling Frame: The term ‘Sample Frame’ is defined as the list or from which individuals or households are selected. It includes accurate information that can be used to contact selected individuals. No well-structured sample frame was found.

■Sampling Procedure: The non-probability convenient sampling procedure has been used in the survey.

■Sample Size: The sample size was 11 employees of Ha-Meem Group.

Figure: Sample Size

 

Designation

 

No. of employeesDGM 1

Manager 1

Assistant Manager 2

Senior officer 3

Officer 3

MTO 1

Total 11

Limitations of the study

o There is some information which are confidential for collecting the data. So, some

data could not have been collected for confidentiality or secrecy of management.

o Because of a small period of time only small sample had to be considered which

doesn’t actually reflect & accurate picture.

o In many cases, up to date information is not published.

CHAPTER - TWOCOMPANY OVERVIEW

Company at a Glance

Company Name: Ha-Meem GroupCompany Address 407, Phoenix Tower (4th Floor), Tejgaon

Industrial Area, Dhaka-1208, BangladeshBusiness Type Apparel Exporter & Manufacturer

Legal Status Private Limited Company

Nature of Production Woven, Denim, Washing Plant

Export Percentage 100%

Land Area 200000 Sft.

Total Covered Area 180000 Sft.

Year of Establishment 1991

Year of Commercial Production

1992

No of Production Line Knit 28, Woven 26

Minimum Age of Worker

18 Years (Certified by a Medical Officer)

Minimum Wages BDT 5600

Working Hour 8 Hours a Day

Memberships BGMEA, BKMEA

Trad Banks Shahjalal Islami Bank Ltd.

Annual Turnover US$ 400 Million BDT 32 Billion

Mission of Ha-Meem Group

o To Provide Quality Products

o Delivery the products on time.

o Remove unemployment.

o Remove poverty.

o Industrialization.

Vision of Ha-Meem Group

Attain market leadership with top notch and unique product quality through honest, efficient & empowerment employees.

Units of HA-MEEM GROUP ■ Woven:

26 woven factories are equipped with 250 production lines in six different locations.

Approximately 30,000 strong work forces are putting their combined effort in

achieving their goal. All the lines are balanced with auto trimmers and sophisticated

machine to switch production between complicated tops and bottoms like trouser,

jeans, cargoes, skirts, shirts, jackets, ladies’ dresses etc. Auto cutting capability

brings great efficiency in cutting. Ha‐Meem produces 70% bottoms and 30% tops

across 60% denim and 40% non‐denim fabric. All the lines are maintaining 2.5 AQL

at factory level.

■Denim Mills:

Denim mills, a dream project of Ha‐Meem group located in a serene surrounding of

100 acres of greenery is just one and half an hour drive from the city. It is equipped

with all state‐of‐art machinery like Sucker Muller slasher dye from Germany, Picanol

Omni plus loom from Belgium and finishing line from Morison U.S.A. It produces

all type of premier Denim including stretch like Ring slub, Cross hatch, Dark denim,

Sulphur dye, coated fabric, colored Denim etc. Presently Ha-Meem is using their

own denim fabric for GAP, JCPenney, KOHL’S, PVH, NEXT in their different

product.

■Washing Plant:

Ha-Meem has 6 big washing plants and can wash 1, 50,000 pcs of garments per

day. All the washing plants have dry process capability with required equipment

and can perform all kinds of fashion wash like Hand brushing, Sand blasting,

Whisker including 3 dimensional and Laser whisker, PP Spray, Tearing, Grinding,

Oven curing, over dying, Tinting etc. The entire washing unit has ETP plant to

purify chemically polluted water for taking care of environment.

Major ProductsThere are some Major Products of Ha-Meem Group. They are given below:

o All Types of Bottom and Topso Critical Cargoso Hi-Fashion Denim Jeanso Basic and Hi-fashion Washeso Wrinkle Freeo Laser Finish / 3d Whiskero Men’s Shirtso Dress Pantso Outwear / Jackets Facility

BuyersHa-Meem group deals with some world class buyer of USA and Europe. Those are:

o American Eagleo Gap / Old Navyo Levi’so JC Pennyo PVH o KOHL’So H&M etc.

Activities of HR Department of Ha-Meem Group

HR Department:

In Ha-Meem Group HR practice is increasing day by day. Now they are 12 members in their HR team. And they want to increase this number. All recruitment & selection are organized by HR. And also, they do work in Payroll, Termination, Promotion & HRIS.

Organogram of Ha-Meem Group

Organogram of Ha-Meem Group

Specialty There are some reasons which make this organization different from others.

They are:

o They always deliver their product on time. o They maintain their product quality so tight. o They have modern machineries to fulfill their contract.o They have well trained workers. o The working environment of Ha-Meem Group is good. o Safety system in here is good enough. o They always trained up their employees & workers so that they can easily adapt

new technology and can give their maximum output.

CHAPTER - THREETHEORETICAL

ASPECTS

Definition of Recruitment

Recruitment:

Recruitment is the process of finding and attracting capable applicant for employment. The process begins when new recruits are sort & ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

Purposes & Importance of Recruitment

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specially, the purposes are to:

o Determine the present & future requirements of the organization in conjunction with personnel planning & job analysis activities.

o Increase the pool of job candidates at minimum cost. o Help for increasing the success rate of the selection process by reducing the number

of visibly, under qualified or overqualified job applicants. o Help for reducing the probability that job applicants, once recruited and selected, will

leave the organization only after a short period of time. o Meet the organizations legal and social obligations regarding the composition of its

work-force. o Evaluate the effectiveness of various recruiting

Factors Influencing RecruitmentThere are some factors that influencing recruitment. They are given below: ■ External Factors■ Internal Factors

External Factors

Supply & Demand:The availability of manpower both within & outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training & development programs.

Unemployment Rate:

One of the factors that influence the availability of applicants is the growth of the Economy. When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

Labor Market:Employment conditions in the community where the organization is located will influence the recruitment efforts of the organization. If there is surplus of manpower at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc.

Political-Social-Legal Environment:

Various govt. regulations prohibiting discrimination in hiring & employment have direct impact on recruitment practices.

Competitors:

The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many times the organization have to change their recruitment policies according to the policies being followed by the competitors.

Internal Factors

Recruitment Policy:The recruitment policy of an organization specifies the objectives of recruitment & provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

Human Resource Planning:Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited & what qualification they must possess.

Size of Firm:The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations & expand its business, it will think of hiring more personnel, which will handle its operations.

Cost:Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

Components of the Recruitment Policyo The general recruitment policies and terms of the organizationo Recruitment services of consultants o Recruitment of temporary employees o Unique recruitment situations o The selection process

A recruitment policy of an organization should be such that: o It should focus on recruiting the best potential people.o To ensure that every applicant & employee is treated equally with dignity &

respect. o Unbiased policy.

o To aid and encourage employees in realizing their full potential. o Weight age during selection given to factors that suit organization needs. o Optimization of manpower at the time of selection process. o Defining the competent authority to approve each selection.

Factors Affecting Recruitment Policy

o Organizational objectives. o Personnel policies of the organization & its competitors. o Preferred sources of recruitment.o Need of the organization. o Recruitment costs & financial implications.

Objectives of Recruitment Policy

Objectives are targets & goals. According to Yoder, following are the main objects of recruitment policy:

o To find & employ the best qualified person for each job.o To retain the best & most promising ones.o To offer promising careers & securities. o To provide facilities for growth & development. o To minimize the cost of recruitment. o To reduce the scope of favoritism & malpractices.

Recruitment Process

Stage: 1 Finding Out Vacancy:At first organization need to find out the vacant position. Without this organization don’t circulate their advertisement. This is the first step of recruitment process.

Stage: 2 Employee Requisition:After finding the vacant position of the company they requisition for the employee. This requisition can be given from any department. HR department analyses this requisition and completing this stage.

Stage: 3 Publishing Advertisement in Newspaper & Website:After analyzing the shortage of the employee HR department publishing an advertisement. This might be on Newspaper, TV or Different websites like (BD Jobs, Chakri.com) etc.

Stage: 4 Short listing:After publishing an advertisement interested applicant drop their CV to this organization. After that HR Department will shortlist this CV and call an interview. That’s how they collected their potential employee & follow those steps to fulfill the recruitment process.

Sources of RecruitmentWhen a person is needed to fill a vacant organizational position, the individual may come from inside or outside the organization. Some organizations prefer to recruit from within, since this helps in enhancing employee morale, loyalty & motivation. Other organizations prefer to recruit externally to prevent in-breeding and to encourage new ways of thinking. There are mainly two sources of recruitment. These are:

■ Internal sources of recruitment ■ External sources of recruitment

1) Internal Sources of Recruitment: Internal sources include the current work force that is those who are already on the pay-roll of the organization. When any vacancy occurs somebody from within the organization is promoted or demoted to fill the vacant post.

■ Promotions & Transfer: Promotions & transfer from among the present employees can be a good source of recruitment which facilitate the organization in different was as building morale, encouraging competent individuals who are ambitious, carrying comparatively lower cost & top level management.

■ Employee Referrals:This can be a good source of internal recruitment. Employees can develop good prospects for their families & friends by acquainting them with the advantages of a job with the company, furnishing cards of introduction and even encouraging them to apply.

■ Former Employees:Some retired employees may be willing to come back to work on a part-time basis work for the employee.

■ Previous Application:Although not truly an internal source, those who have previously applied for jobs contacted by mail, a quick & inexpensive way to fill an unexpected opening.

2) External Sources of Recruitment: Organizations usually go to external sources for lower entity level jobs; for positions whose specifications can’t be met by present personnel; for diversifying into new avenues and for merging with another organization. Among the external sources, following are included:

■ Advertising:Today all forms of media advertising are used in recruiting employees. Most typical are news, trade and professional journals, radio & TV. This can have the advantage of reaching very large number of potential candidates as well as more specialized number of candidates; costs of screening may be heavy. ■ Public Employment Agencies:

The main function of these agencies is closely tied unemployment benefits. The benefits in some states are given only to individuals who are registered with their state employment agency.

■Private Employment Agencies:In the technical & professional areas private agencies are providing great services. They maintain files of both individuals interested in employment and organizations seeking new personnel. They provide a variety of vocational interest & aptitude testing in order to better understand the candidate’s ability to perform in a particular line of employment.

■Walk-in, Write-in & Talk-ins:Walk-in are job seekers who arrive at the HR department in search of a job. Write-in are those who send a written inquiry. Both groups normally are asked to complete an application blank to determine their interests and abilities. Useable applications are kept in an active tile until a suitable opening occurs or until an application is too old to be considered valid, usually six months. Talk-ins is becoming popular now a day, job aspirants are required to meet the recruiter for detailed talks. No application is required to be submitted to the recruiter.

■Open House:A relatively unusual technique of recruiting involves holding an open house people in the company facilities, has refreshments, and may be view a film about the company.

 ■Recruiting via the Internet:

Now a day most employers are conducting employment interviews on-line. One survey found that on a typical day more than 4 million people turn to die web looking jobs. Employers are therefore making it easy to use their web-sites to hunt for jobs.

Definition of Selection

Selection:

Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of selection is Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job.

Selection Process

External Environment

Internal Environment

Reception of Applicants

Preliminary Interview

Employment Tests

Reference & Background Analysis

Selection Decision

Medical / Physical Examination

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Job Offer

Employment Contract

Reception of Applicants:The receptionist in the personnel department is prepared to provide information about the company and current job openings and to assist with completion of application forms.

Preliminary Interview:The preliminary interview is such an interview that is generally planned by large organization for short listing the potential candidates in order to cut the cost of selection by organization for short listing the potential candidates in order to cut the selection. It may be written or oral or both. A competent executive from the HR department may elicit responses from applicants on important items determining the suitability of an applicant for a job such as appearance, age, education, training, experience, pay expectations, aptitude, interests, choice etc. this “courtesy interview” as it is often called helps the department screen out obvious misfits. If the department finds the candidate suitable, a prescribed application from is given to him / her to fill and submit.

Employment Test:Organization selects employees to get certain works done by them. So, it is necessary to test whether particular candidates hate the capabilities to perform companies use employment test in order to be sure that these tests are reliable & valid. These tests are given below:

Aptitude Test:Aptitude test measures a person’s capacity or potential ability to learn and perform a job. Some of the more frequently used test measure verbal ability, numerical ability, perceptual speed, spatial ability and reasoning ability.

Psychological Test:It attempts to measure personality characteristics. Personality tests are designed to measure such personality characteristics as emotional stability, tolerance, capacity to get along, habits, hobbies, maturity and psychoneurotic and psychotic tendencies.

Psychomotor Test:Psychomotor tests are used to measure a person’s strength, dexterity and coordination. Finger dexterity, manual dexterity, wrist-finger speed and speed of arm movement are some of the psychomotor abilities that can be tested. Abilities such as these might be tested for hiring people to fill assemble time jobs.

Whether the applicant’s physical measurements are in accordance with job requirements or not.

Whether the applicant is medically fit for the specific job or not. Whether the applicant has any psychological problem likely to interfere with work

efficiency or future attendance. Whether the applicant suffers from any physical disability which should be corrected

before he can work satisfactorily. All candidates having been provisionally selected are subject to physical/ medical

Examination by qualified medical examiner. The criteria for medical examination vary with the nature and type of the job. As for example, high standard of health is specified are fixed.

Job Knowledge:Job knowledge test are used to measure the job-related knowledge possessed by a job applicant. These tests can be either written or oral. Interest Tests:

Interest tests are designed to determine how a person’s interests compare with the interests compare with the interests of successful people in a specific job. Polygraph Tests:

The polygraph popularity known as the lie detector is a device that records physical changes in the body as the test subject answers a series of questions.

Reference & Background Analysis:In this stage reference & background has been analyzed. After analyzing this organization can choose his potential employees.

Selection Decision:When a candidate has successfully completed his various steps including reference, he has been considered as having been provisionally selected for the post for which the selection process has been initiated.

Medical / Physical Examination:After passing all steps candidate should have pass the medical test. If he passes, then he / she may be selected for the position.

Job Offer:Job offer is made through a letter of appointment. Such a letter generally contains a data by which the appointee must report on duty. The appointee must be given reasonable time for reporting. This is particularly necessary when he or she is already in employment, in which case the appointee is required to obtain relieving certificate from the previous employer. Again, a new job may require movement to another city which means considerable preparation and movement of property.

Contracts of Employment:Contents of Employment contracts are given below:

Job title

Duties, including a phrase

Date when continuous employment starts and the basic for calculating service

Rate of pay, allowances, overtime and shift rates, method of payments

Hours of work including lunch break and overtime and shift arrangements

Holiday arrangements

Sickness

Length of notice due to and from employee

Grievance procedure

Disciplinary procedure

Work rules

Arrangements for terminating employment

Arrangements for union membership

Special terms relating to rights to parents and designs

Conclusion of Selection Process:Contrary to popular perception, the selection process will not end with executing the employee contract. There is another step a more sensitive one-reassuring those candidates who have not been selected. Such candidates must be told that they were not selected, not because of any serious deficiencies in their organization. They must be told that those who were selected were done purely on relative merit.

Evaluation of Selection Program:The broad test of effectiveness of the selection process is the quality of the personnel hired. An organization must have competent and committed personnel. The selection Process, if properly done, will ensure availability of audit is the answer. Audit must be conducted by people who work independent of the HR department.

CHAPTER - FOURANALYSIS & FINDINGS

Recruitment Process of Ha-Meem Group

Recruitment is the process of finding and attraction capable applicants for employment. Ha-Meem Group always wants to recruit the right people with combination of skills and resources of skills and resources in the right place. Because Ha-Meem Group believes that in order to achieve the organizational goal effectively there must be a need of skilled human resources. Ha-Meem Group always believes in equal employment color, region, race, age, national, origin or any other factor. The company always wants to recruit the best and suitable human resources in the vacant position. The person who can face global challenges and always concentrate to achieve the company’s vision, mission and goals always gets preference.

Recruitment Policy of Ha-Meem Group:

To achieve the organizational goal effectively Ha-Meem Group top management has developed a “Recruitment Policy”. In accordance with recruitment policy there have some guidelines. The guidelines of policy are as follows:

Ensure the right people in the right place. Combination of skills and resources is a must. No discrimination against the applicant on the basis of sex, color, region, race,

age, national origin or any other factor. Company’s policy is always loyal to the local law. Function a head determines suitable qualification for any post. Absolution confidentiality of HR recruitment policy must maintain.

Recruitment Sources of Ha-Meem Group:

Ha-Meem Group usually two types of recruitment sources. There are:   Internal Sources

External Sources

Internal Sources of Ha-Meem Group:

Firstly, employees can be recruited from the internal sources. Management is usually preferred to recruit through the following ways:

■ The Internal Sources of Recruitment mean hiring people from within the organization. In other words, seeking applicants for the job positions from those who are currently employed within the firm. This can be happened by following ways-  

Promotion

Transfer

External Sources of Ha-Meem Group:

There are also some external sources of HR recruitment uses by Ha-Meem Group. These are as follows:

Advertisement in the daily Newspaper like (The Daily Prothom Alo, The Daily Star, The New Age etc.)

Advertisement in website (www.hameemgroup.com)

Employee Referrals / Recommendation: Recommendation from the current employees about any person.

Steps in Recruitment at Ha-Meem Group

Finding out the vacancy Requisition of manpower

Advertisement in Newspaper & Websites

Receiving Applications & Short Listing

Finding out the vacancy:Before recruitment organization need to find out it’s vacant position. Ha-Meem Group has different department. If any department want to recruit in their department, at first they find out the vacant position. If there have vacant position, then they go to the next steps. This is the first step of recruitment process.

Requisition of Manpower:The concerned Department Head raise the requisition of manpower through the prescribed manpower requisition from with required information and after that forward it to the Human Resources Department. The Human Resources Department that complete its formality and return it to the concern department last of all the concern department submit the manpower requisition to the Managing Director for approval. The new appoints must be according to the approved HR budget and must be approved by DGM.

Advertisement in Newspaper & Websites:Ha-Meem Group always circulates the job vacancies by publishing advertisement in national newspaper. The Newspaper that widely circulated get preference for accomplishing this task for circulating the publishing widely and effectively Ha-Meem Group chooses both Bangla & English dailies. The advertisement includes name of the position, nature of work, age limits, educational qualification, qualities and experience required for the job, job responsibilities and duties, expected salary, place of the job etc. Receiving Applications & Short listing:In the advertisement, potential and confident applicants are asked to submit their applications along with their resume, certificates and other necessary documents within a period of time. Then the HR department receives all the resumes submit by the applicant.

Selection Process of Ha-Meem Group

Written Test

Board Interview (Oral Interview)

Background Investigation

Permanent Job Offer

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Written Test:After CV screening Ha-Meem Group arranges written test for the candidates who apply for the post. The question pattern is two types one is for executive employees and other is for operative employees. Executive employees written test is conducted on some mathematical equation or education related (Major subject related) question, and operative employees faces the general knowledge and basic education related topics.

Board Interview:When a candidate passes the written test the selection board arranges a board interview. In a board interview the respective department head, of HR & senior employees are presents and they ask the applicants some basic question (Major subject related) and about the job for which they apply. Board interview is generally arranged for executive employees and for operative employee’s senior officer of the department takes interview.

Background Investigation:After the board interview the HR department checks the background like experience, training, skills, past job history etc. of selected employees. HR department also check the education background and other required information (Like past job history, skills, experience, training) of the employees.

Permanent Job Offer:When all the selection process is done through some selective criteria and if the candidate passes the board interview and background investigation he/she will be offered to join.

“DATA ANALYSIS”

1) What type of sources are used for recruitment in the organization?

Internal35%

External25%

Both 40%

Interpretation: The above figure shows that 35% respondent said internal sources, 25% respondent said

external sources and 40% respondents agree that both sources are used for

recruitment in Ha-Meem Group.

Comment: Ha-Meem Group uses both internal and external sources to recruit employees.

2) Which internal sources are used in the organization?

Promo-tion50%

De-mo-tion14%

Transfer36%

Interpretation: The above figure shows that 50% said promotion, 14% said demotion and 36% transfers are used for internal recruitment in Ha-Meem Group.

 Comments: Ha-Meem Group use promotion, demotion & transfer sources for internal recruitment.

3) Do you think is there any interfere in internal recruitment?

Interpretation: The above figure shows that 25% respondents are strongly agree, 37% are agree,13% respondents are neutral and 25% respondents are disagreed about the interference in case

of internal recruitment in Ha-Meem Group.  Comment: As 62% respondents had positive view about interfere for internal recruitment we can say

that there have interfere for internal recruitment.

Strongly Agree25%

Agree37%

Neutral 13%

Disagree25%

4) Who interfere for internal recruitment?

Board of Directors

71%

HRD29%

Interpretation: The above figure shows that 71% respondents answered that the board of director in Ha-Meem Group are interfering for internal recruitment and 29% respondents said HR division interfere for internal recruitment.

 Comment: Board of directors and Human Resources Division of Ha-Meem Group interfere for

internal recruitment.

5) Which external sources are used in the organization for recruitment?

Adver-tisement

22%

Em-ployee Rec-om-

menda-tion14%

Via In-ternet 64%

Interpretation: The above figure shows that Ha-Meem Group use external sources like advertisement said by 22%, employee recommendation 14%, and via internet 64% for recruitment.

 Comment: Ha-Meem Group use advertisement, employee recommendation and recruitment via

internet for recruiting regular and executive staff.

6) What types of test are used for selection an employee in Ha-Meem Group?

Written Test50%

Viva Test50%

Interpretation: Here 50% respondents said that Ha-Meem Group take written test & 50% respondent said they take viva for selecting any employee.

Comment: Ha-Meem Group uses both Written & Viva test of selection an employee.

7) Do your organization have any “Talent-Hunting” program?

Strongly Agree60%

Agree40%

Interpretation: The above figure shows that 60% respondents were strongly agree & 40% respondent were agree.

 Comment: Ha-Meem Group organize this program for getting talent & potential employees from

other organization.

8) Do your organization’s recruitment & selection program is systematic?

Agree50%

Neutral 10%

Disagree30%

Strongly Disagree10%

Interpretation: The above figure shows that 50% respondents are agree, 10% respondent are neutral, 30% are disagree & 10% are strongly disagree.

 Comment: So it means that Ha-Meem Group maintain its recruitment & selection procedure

systematically and sometimes unsystematically.

9) Is Recruitment & Selection Process fair in Ha-Meem Group?Strongly Agree20%

Agree35%

Neutral 15%

Disagree30%

Interpretation: The above figure shows that 20% of respondents strongly agree, 35% agree, 15% are neutral and 30% respondents are disagreed with the statement that recruitment and selection procedure is fair in Ha-Meem Group.

Comment: As 55% respondents viewed about recruitment and selection procedure is fair so we can say that recruitment & selection procedure in Ha-Meem Group is fair. The respondents who were disagree, they think that top management interferers in recruitment & selection process.

10) Do you think Employees are selected according to the job description and job specification?

Strongly Agree25%

Agree40%

Neutral 35%

Interpretation: The above figure shows that 25% of respondents strongly agree, 40% agree, 15% are neutral and 35% respondents were neutral about the question.

Comment: As 65% respondents had positive view and 35% respondents were neutral about the statement so it means employees are selected according to the job description & job specification.

11) Does Recruitment & Selection procedure is satisfactory?

Strongly Agree40%

Agree35%

Neutral 25%

Interpretation: The above figure shows that 40% of respondents strongly agree, 35% agree, 25% were neutral about the statement.

Comment: As 75% respondents were agreed about the study, it means recruitment and selection process of Ha-Meem Group is satisfactory.

FindingsThe major findings in regarding recruitment and selection process of Ha-Meem Group are given below:

o The recruitment process of Ha-Meem Group is mostly fair and transparent.o Ha-Meem Group uses both internal & external recruitment channels. o Ha-Meem Group recruitment circular gives through newspaper and website. o Ha-Meem Group management follows a standard procedure in the selection

process. o The management always tries to recruit the best suitable person for employment. o No discrimination is found against the applicant on the basis of sex, color, region,

race, age, national origin or any other factor. o In Ha-Meem Group the top level management interferes in recruitment &

selection process.

CHAPTER - FIVECONCLUSION & RECOMMENDATION

Conclusion

From the above discussed HR policies and their recommended changes, Ha-Meem Group achieves the dream they had been hoping for. A recruitment policy in Ha-Meem Group creates unnecessary delay in the progress. This requires a sharp business focus from HRM and the delivery of quality HR systems that are integrated into the organization strategy and operations. The study Recruitment and Selection procedure of Ha-Meem Group under HR revealed that employees are the most valuable resources for the progress of the organization. For the development of these valuable resources there are many factors involved. In this regard “Recruitment and Selection procedure” play the most important role. To increase the productivity of an organization effective & dynamic recruitment and selection procedure is essential. Ha-Meem Group practices a progressive recruitment and selection procedures HR officers of Ha-Meem Group are expected to work beyond the boundaries of contracts and policies to contribute directly to the operation and success of the business.

Recommendations During my internship program in HR department at Ha-Meem Group, I found some deficiency as mentioned in findings in the present recruitment and selection procedures. For better recruitment and selection, I do humbly recommend the following points:  o Ha-Meem Group should arrange behavior tests, achievement test etc. o Ha-Meem Group should arrange orientation program for all new employees. As a result,

new employees may be able to know the organizational cultural, values, mission, vision etc.

o Some time it seems nepotism but they should follow 100% fair and transparent recruitment. o In the Ha-Meem Group job applicant’s age is limited from 25 years to 32 years who have

the tendency to change their job frequently. Ha-Meem Group should select senior employees.

o The interferences from top level management should be reduced while recruiting in Ha-Meem Group.

o Ha-Meem Group should attend in different career fair.

Any Question?

THANK YOU FOR

YOUR PATIENCE ….