ihrm recruitment and selection

7/23/2019 IHRM Recruitment and Selection

http://slidepdf.com/reader/full/ihrm-recruitment-and-selection 1/31

University of Dhaka

Department of International Business

Course Code: EIB-515

Course Title: International Human esour!es "ana#ement

Term paper

$ne!ruitment and %ele!tion &ro!ess of Unilever Ban#ladesh

'imited

%upervisor

&rofessor Dr( )hondoker Ba*lul Ho+ueDepartment of International Business

University of Dhaka

&repared By

"d( Ishfa+ ,amanID No. 801414065,

Department of International BusinessUniversity of Dhaka

Date of %umission: De!emer 1./ 015

Page | 1



'etter of Transmittal

Deem!er 14, "015

#rofessor Dr. $hon%oker Ba&lul 'o(ue


)aulty of Business *tu%ies

University of Dhaka

%u2e!t: %umission of assi#nment on 3e!ruitment and %ele!tion &ro!ess of Unilever

Ban#ladesh 'imited(

Dear *ir+

It is an immense pleasure for me to su!mit you the assinment title% 3-eruitment an% *eletion

#roess of Unilever Banla%esh imite% as a /ultinational rani&ation4 as part o f our ourse

re(uirement. his report helpe% me to kno2 the valua!le kno2le%e a!out proess of

reruitment seletion that follo2 in a multinational ompany

I am thankful to all those persons 2ho provi%e% me important information an% ave me valua!le

a%vies. I 2oul% !e happy if you rea% the report arefully.

Page | 2



I have trie% my la!el !est to omplete this assinment meaninfully an% orretly, as muh as

possi!le. I hope the report 2ill ive a fair i%ea on the onerne% issue. I 2ish that you 2oul% !e

very please% to aept my report an% o!lie there!y.

3ours o!e%iently,

"d( Ishfa+ ,aman

ID No. 801414065,


University of Dhaka

Tale of Contents

#ae No

Ee!utive %ummary 05

Chapter -1: Introdu!tion 06

1.1. Bakroun% of the *tu%y 06

1.". -ational of the stu%y 06

1.. !etive of the *tu%y 0

1.4. *ope of the *tu%y 08

1.5. imitations of the *tu%y 08

Chapter -0: $r#ani*ation &art

2.1 Unilever Bangladesh Limited at a Glance

11

Chapter-6: 'iterature evie7 1

.1 Definition of reruitment 1

." )ators Influenin -eruitin 7ffort 1

. #ossi!le onstraints on -eruitin #roess 1

Page | 3



. -eruitin *oures 14

..1 Internal soures 15

.." 79ternal soures 15

.4 *eletion 16

.5 estin ui%eline 16

.6 Definition of intervie2 1

.8 ypes of Intervie2 1

Chapter-.: 8n $vervie7 of e!ruitment

-eruitment in Unilever Banla%esh imite% 15

4.1+ -eruiters (ualifiation 1:

4.1.1 #ersonnel plannin an% vaany announement "0

4.1." -eruiters; (ualifiation "0

#ae No

4."+ /etho%s of reruitment "0

4.".1 -eruitment hannel "0

4. Internal reruitment hannel "1

4.4 -eruitment onstraints an% hallenes ""

Chapter 5: %ele!tion &ro!ess in Unilever Ban#ladesh 'imited

5.1+ -eeption of appliation "4

5.+ 7mployment test "4

5.4+ <ssessin an%i%ate throuh intervie2 "5

5.5+ #hysial a!ility test "5

5.6+ =ork samples "5

5.+ 'irin %eision "5

Chapter-9 indin# and 8nalysis

6.1+ he types of reruitment in Unilever Banla%esh imite% "

6."+ he types of seletion in Unilever Banla%esh imite% "

Page | 4

http://www.assignmentpoint.com/business/human-resource-management/lecture-on-foundations-of-selection.html




6.+ he fre(ueny of reruitment !y Unilever Banla%esh imite% "

Chapter -;: e!ommendation and Con!lusion

.1 -eommen%ation "8

." onlusion "8

Ee!utive %ummary

his report provi%es an analysis an% evaluation of the urrent an% prospetive reruitment an%

*eletion of 'uman -esoures of Unilever Banla%esh imite%

#rovi%e employment to over 10,000 people %iretly an% throuh its %e%iate% suppliers,

%istri!utors an% servie provi%ers. ::.5> of UB employees are loals an% they have e(ual

num!er of Banla%eshis 2orkin a!roa% in other Unilever ompanies as e9patriates. Unilever

2ants to attrat the !est ra%uates to oin in their lea%ership ations. his report enlihtens 2hat

type of reruitment opportunities offere% !y Unilever Banla%esh imite% for university stu%ents

an% ho2 the stu%ents an aess that opportunity. Unilever look for passionate people 2ho 2ant

to %o real !usiness an% have the potential to !e hihly motivate% !y !ran%s, an% are enthusiasti,

reative an% riorous. hey 2ant people 2ho are hunry for suess an% an 2ork onfi%ently in

teams.

Unilever reate an environment 2here people 2ith enery, reativity an% ommitment 2ork

toether to fulfill am!itious oals. In a%%ition, they all 2ork to the hihest stan%ar%s of

Page | 5

http://www.assignmentpoint.com/business/management/lecture-on-the-environment-and-culture-of-organizations.html

http://www.assignmentpoint.com/business/management/lecture-on-the-environment-and-culture-of-organizations.html



professional e9ellene an% interity. Unilever aomplish their reruitment an% seletion

proess !asially into three riteria. ne is ommitte% in %istri!ution %epartment 2here employs

is selete% on their physial skille% an% reruitment an% seletion proess is ommitte% !y

ompeteny !ase% intervie2, ase stu%y intervie2, !ase% on ase stu%y materials, roup

%isussion, aain !ase% on ase stu%y materials. It is arrane% for entry?level appliants. <n% in

hiher level o! performer is hire% in @speial peopleA o! reruitment proess. *peial people

2ho are alrea%y perform 2ithin the orani&ation or other relative orani&ation an% promote% as a

ompany;s ore %eision maker.

Unilever !elieve in all these insihts as 2ell. hey !elieve the people 2ho 2ork 2ith us are

onfi%ent of their apa!ilities, !elieve in nothin less than star performanes an% of ourse are

not afrai% to 2ork har% at ahievin oals.

he report has attempte% to point out reruitment an% seletion proess in Unilever Banla%esh.

Page | 6



Chapter 1

Introdu!tion

Page | 7



1(1: Ba!k#round of the %tudy

<s a part of /B< proram, our International 'uman -esoure /anaement ourse teaher

#rofessor Dr. $hon%oker Ba&lul 'o(ue assine% us to prepare a report on I'-/ proess an%

praties of any multinational orani&ation, topi overe% on International 'uman -esoure/anaement ourse. =e have selete% our report topi as @-eruitment an% *eletion proess in

Unilever Banla%esh imite% as a /ultinational rani&ationA. =e have ma%e a survey for

re(uire% information in Unilever Banla%esh imite%;s offiial site in net an% an% intervie2 2ith

an offiial of 'uman -esoures Department.

1(0 ational of the study

=e are the stu%ent of /B< 7veninC #roram. <fter suessful ompletion of the proram, 2e

2ill !e oin to o! market an% ompetin 2ith other universities; ra%uates for ettin a

suita!le o!. )or ettin an e9pete% o!, 2e nee% to onern a!out o! market on%ition from

to%ay. oin to prepare reruitment an% seletion proess in Unilever Banla%esh imite% as a

International 'uman -esoure /anaement ourse, 2e a(uire re(uire% kno2le%e a!out

Unilever Banla%esh imite%;s reruitin an% seletion proess that help us to pereive a

ommon piture a!out reruitin an% seletion proess in all multination ompany in

Banla%esh. =e an i%entify our laksE prepare ourselves for future o! market. *o, 2e have the

same opinion that this fruitful report not only assure reasona!le ra%e mark in our urriulum

result !ut also assure 2ell?%one fee%!ak for near future o! market.

1(6: $2e!tive of the %tudy

=e have prepare% this report !ase% on t2o purposes. hose are as follo2s+

1(6(1 &rimary $2e!tive:

he report aims to provi%e information on the proe%ures of -eruitment an% seletiontehni(ues follo2e% !y the UB throuh '- %epartment.

1(6(0 %e!ondary $2e!tive:

aC Unilever is one of the 2orl% reatest onsumer oo%s pro%uer ompaniees.

Page | 8



he report is stronly informe% 2ith ho2 this multi?loal multi?national ompany on%uts the

aptitu%e an% psyhometri for a an%i%ate an% ho2 it helps them to et o!etive, relia!le an%

relevant information on an%i%ates.

!C Unilever al2ays tries to a%% variety in life. <t Unilever they have reate% an environment

2here people 2ith enery, reativity an% ommitment 2ork toether to fulfill am!itious oals.

his report helps us to kno2 ho2 the seletion proess of a an%i%ate lea%s him to !eome

lea%er.

1(.: %!ope of the %tudy

here is a ertain !oun%ary to over this report. ur partiular report only overs reruitment an%

seletion proess in Unilever Banla%esh t%. =e mainly fous on entry level reruitment an%seletion proess in Unilever Banla%esh. <n% 2e also over e9eutive an% hiher?level

employs; reruitment an% seletion proess. =e have ollete% %ata an% some valua!le

information !y internet from Unilever Banla%esh t%. ffiial 2e!?site an% an ffiial of

'uman -esoure Department of Unlive% Banla%esh t%.

1(5: 'imitations of the %tudy

=e are luky enouh to et a hane to prepare a report on @-eruitment an% *eletion proess

in Unilever Banla%esh t%.A =e trie% heart F soul to prepare a 2ell?informe% report. But

unfortunately 2e fae% some %iffiulties 2hen preparin this report. =e trie% to overome the

%iffiulties. In spite of tryin our level !est, some %iffiulties that hamper our she%ule report

2ork+

1(5(1 %horta#e of time:

=ithin a short time, 2e nee% to prepare some other ourses; reports for in this session.

)or this reason, 2e oul% not et a fluent time she%ule for the report.

1(5(0 'imitation of related 7ith the or#ani*ation:

he employees of Unilever Banla%esh imite% 2ere too !usy of their 2ork. )or this, they %i%

not suffiient time to fulfill our (ueries an% some of them nelete% us to support.

Page | 9

http://www.assignmentpoint.com/business/human-resource-management/recruitment-and-selection.html

http://www.assignmentpoint.com/business/human-resource-management/recruitment-and-selection.html



1(5(6 Diffi!ulty in !olle!tin# data:

/any employers of the orani&ation 2ere not 2ell kno2n a!out all information that 2e aske%

them. /any of them also hesitate% to ans2er the (uestions. hese thins hampere% the

information olletion.

Page | 1



Chapter -0

$r#ani*ation &art

Page | 11



0(1 Unilever Ban#ladesh 'imited at a #lan!e

ver the last four %ea%es, Unilever Banla%esh has !een onstantly !rinin ne2 an% 2orl%?

lass pro%uts for the Banla%eshi people to remove the %aily %ru%ery of life. ver :0> of the

ountry;s househol%s use one or more of its pro%uts.

0(0 $perations

'ome an% #ersonal are, )oo%s

0(6 Constitution:

"arket %hare of Unilever < Ban#ladesh =overnment:

:> market share of Unilever 61> market share of Banla%esh overnment.

0(. &rodu!t !ate#ories

• 'ousehol% are

• )a!ri leanin

• *kin leansin

• *kin are

• ral are

• 'air are

• #ersonal roomin

• ea !ase% Beveraes

0(5 Unilever rands

• =heel

• u9

• ife!uoy

• )air F ovely

Page | 12

http://www.assignmentpoint.com/business/marketing-business/brands-brand-management.html

http://www.assignmentpoint.com/business/marketing-business/brands-brand-management.html



• #on%;s

• lose Up

• *unsilk

• ipton aa&a

• #epso%ent

• lear

• Gim

• *urf 79el

• -e9ona

Page | 13



Chapter 6'iterature evie7

Page | 14



6(1 Definition of re!ruitment

-eruitin is the proess of fin%in F attratin apa!le appliants for employment. he proess

!eins 2hen ne2 reruits are souht F en%s 2hen their appliations are su!mitte%. he result is

a pool of appliants from 2hih ne2 employees are selete%.

<or%in to -o!ins, @he i%eal reruitment effort 2ill attrat a lare no of (ualifie% appliants

2ho 2ill take the o! if it is offere%. < oo% reruitin proram shoul% attrat the (ualifie% F not

attrat the un(ualifie%. his %ual o!etive 2ill minimi&e the ost of proessin un(ualifie%

an%i%atesA.

*o reruitin is a proess of %isoverin potential an%i%ates for the atual or antiipate%

orani&ational vaanies. r from another perspetive, it is a linkin ativity?!rinin toether those 2ith o!s to fill an% those seekin o!s.

6(0 a!tors Influen!in# e!ruitin# Effort

<lthouh every orani&ation enaes in reruitin ativity some %o so to a muh larer e9tent

than others.

a( %i*e:

are orani&ation 2ith hue manpo2er 2ill reruit muh more than smaller

( Employment !ondition+

In the ommunity 2here the orani&ation is loate% 2ill influene ho2 muh reruitin takes plae.

!( >orkin# !ondition/ salary < enefit pa!ka#e:

hese influene nee% for turnover, therefore the future reruitin of the orani&ations.

6(6 &ossile Constraints on e!ruitin# &ro!ess

he pool of (ualifie% appliants may not have inlu%e% the H!est; an%i%ate or the H!est;

an%i%ate may not 2ant to !e employe% !y the orani&ation. here are five possi!le onstraints

2hih limit the manaer;s free%om to reruit.

Page | 15



a( The ima#e of the or#ani*ation:

If the imae pereive% to !e lo2, then the likelihoo% of attratin a lare num!er of appliants is

re%ue%. hen the imae of the orani&ation, there for, shoul% !e onsi%ere% a potential

onstraint.

( 8ttra!tiveness of 2o:

If the o! is unattrative, reruitin a lare F (ualifie% pool of appliants 2ill !e %iffiult for e..

position for p.s. sine these o!s tra%itionally appeale% to females F 2oman have a 2i%er

seletion of o! opportunities. It has resulte% in a severe shortae of seretarial o!s.

!( Internal or#ani*ational poli!ies:

Internal orani&ational poliies suh as @#romote from 2ithin 2herever possi!leA 2ill ive

priority to in%ivi%uals insi%e the orani&ation. *uh a poliy 2ill ensure that all positions e9ept

entry level positions 2ill !e fille% from 2ithin the ranks. <lthouh this is promisin one one is

hire%, it may re%ue the num!er of appliants.

d( Union re+uirements:

Union re(uirements also restrit reruitin soures. Union %etermines 2ho an apply F

=ho has the priority in seletion. It restrits manaement;s free%om to selet the !est employees.

e( =overnment?s Influen!e:

he overnments influene in the reruitin proess shoul% not !e overlooke%. <n employer an

no loner seek out preferre% in%ivi%uals !ase% on non?o!?relate% fators suh as physial

appearane, se9 or reliion !akroun%. overnment may impose restritions on these matters.

6(6 e!ruitin# %our!es

-eruitin is more likely to ahieve its o!etives if reruitin soures reflet the type of the

position to !e fille%. ertain reruitin soures are more effetive than others for fillin ertain

types of o!s. /ainly the soures an !e %ivi%e% into t2o 2ays. hey are %isusse% !elo2+

Page | 16



6(6(1 Internal sour!es

/any lare orani&ations 2ill attempt to %evelop their o2n employees for positions !eyon% the

lo2est level. No2 some internal soures are %isusse% !elo2+

a( @o postin#:

#ostin notie of o! openins on ompany !ulletins !oar%s is an effetive internal reruitin

metho%. It informs employees a!out openins F re(uire% (ualifiations F invites (ualifie%

employees to apply.

( Departin# employees+

Departin employees are those 2ho leave the orani&ation !eause they an no loner 2ork the

tra%itional forty?hour 2ork2eek, hil% are nee%s, e%uation or others are the ommon reasons.

6(6(0 Eternal sour!es

In a%%ition to lookin internally for an%i%ates, it is ustomary for orani&ations to open up

reruitin efforts to the e9ternal ommunity. hese efforts are %isusse% !elo2+

a( 8dvertisement+

=hen an orani&ation has a vaany, it 2ishes to ommuniate to the pu!li, an% a%vertise this

in one of the popular metho% use%. =ant a% %esri!es the o!, the !enefits an% tells those 2ho are

intereste% ho2 to apply.

( Employee referralsAre!ommendations:

-eommen%ation from a urrent employee. <n employee 2ill reommen%e% if he !elieve the

in%ivi%ual an perform a%e(uately. 7mployee referrals also may have a(uire% more aurate

information a!out their potential o!s.

d( Temporary helps %ervi!e:

hese types of %ifferent orani&ation an !e a soure of employees 2hen in%ivi%uals arenee%e%

on a temporary !asis. emporary employees are partiularly valua!le in meetin short?term

flutuations in '-/ nee%s.

Page | 17

http://www.assignmentpoint.com/business/human-resource-management/presentation-on-training-development-of-employees-in-banglalink.html

http://www.assignmentpoint.com/business/human-resource-management/presentation-on-training-development-of-employees-in-banglalink.html



e( %!hools !olle#es < universities:

=hatever the e%uational level re(uire% for the o! involves a hih?shool %iploma, speifi

voational trainin, or a ollae !akroun% 2ith a !ahelor;s, master;s, or %otoral %eree,

e%uational institutions are an e9ellent soure of potential employees.

f( &rofessional or#ani*ations:

It inlu%es la!or unionsE operate plaement servies for the !enefit of their mem!ers. he

#rofessional orani&ations inlu%e suh varie% oupations as in%ustrial enineerin, psyholoy,

aountin, leal, F aa%emis.

6(. %ele!tion

*eletion is the proess of selet the !est an%i%ates for the o! !y usin various tools an%

tehni(ues.

<or%in to -./. 'o%etts, @*eletion is the proess in 2hih an enterprise hooses the

appliants 2ho !est meet the riteria for the availa!le position.A

*o 2e an onlu%e that, it is the proess in 2hih an%i%ates for employment are %ivi%e% into

t2o lassesE those 2ho are to !e offere% employment an% those 2ho are not.

6(5 Testin# #uideline

*ome !asi testin ui%elines are follo2e% in seletion proess 2hih are+

aC Use tests as supplements

!C Gali%ate the tests for appropriate o!s

C <naly&e all urrent hirin an% promotion stan%ar%s

%C Be2are of ertain tests

eC Use a ertifie% psyholoist

fC /aintain oo% test on%itions

Page | 18






6(9 Definition of intervie7

Intervie2in an%i%ate is a potential sreenin tool that ives an opportunity to make u%ment

on the an%i%ates; enthusiasm F intelliene F to aess su!etive aspets of the an%i%ates;

faial e9pression, appearane, nervousness F so forth F to pre%it future o! performane onthe !asis of the o!taine% information. Intervie2 ives you a hane to si&e up the an%i%ate

personally an% to pursue (uestionin in a 2ay that test annot.

6( Types of Intervie7

Intervie2s an !e lassifie% aor%in to struture% intervie2 an% unstruture% intervie2.

a %tru!tured intervie7:

It is kno2n as %iretive intervie2. It is an intervie2 follo2in a set of (uestion F response are

speifie% in a%vane.

!C Unstru!tured intervie7:

It is kno2n as non?%iretive intervie2. It is an unstruture% onversational? style intervie2.

uestion is aske% as they ome to min%. It allo2s the intervie2er to ask follo2?up (uestions,

!ase% on the an%i%ate;s last statement.

Page | 19



Chapter .

e!ruitment pro!ess of Unilev

Ban#ladesh

Page | 2



.(1: e!ruiters +ualifi!ation

-eruitin is the proess of fin%in F attratin apa!le appliants for employment. he proess

!eins 2hen ne2 reruits are re(uire% F en%s 2hen their appliations are su!mitte%. he result

is a pool of appliants from 2hih ne2 employees are selete%.

/anaer !eomes involves in this proess. 'o2ever in lare orani&ation, like the Unilever

Banla%esh speialists are often use% to fin% F attrat apa!le analyst they are alle% reruiters.

)irst, Unilever is suh a !i orani&ation that re(uires hue man po2er every year for its al2ays

!oostin operations in various level an% arena. 'o2ever for ommon !usiness operations they

nee%

Three type of manpo7er

1. )resh ra%uates as kno2le%e 2orker,

". *peialist e9periene% people for speial purpose

. #eople for *kille% an% la!or !ase% events

*o in our %isussion 2e 2ill fous on all the three types.

resh #raduates as kno7led#e 7orker

ommonly 2e %isuss an% learn maor a!out this level reruitment an% seletion. he fresh

ra%uates; reruitment is in fat the main an% maor reruitment event for Unilever.

)rom aross the ountry they et people for their reruitment. he universities in the ountry

provi%e the people to !e kno2le%e 2orker in !i orani&ations like Unilever an% suh. )or this

they hihly suit the !usiness ra%uates #asse% from repute% !usiness shool or institutes !oth

from ountry an% from a!roa%.

he %isussion is no2 %esine% as to the follo2in four terms+

1. #ersonnel plannin an% vaany announement

". Nature of <ppliation form

Page | 21



. -eruiters (ualifiation

4. hannels of reruitment

5. -eruitment? onstraints an% hallenes

.(1(1 &ersonnel plannin# and va!an!y announ!ement

'uman -esoure %epartment hea%e% !y he '-/, reeives %ata a!out nee% of personnel, the

vaany information is then analy&e% !y '-/ in olla!oration 2ith the finane %epartment 2ith

finanial feasi!ility of the reruitment. <fter u%in the feasi!ility the approve% num!er of

vaanies is informe% to the o! market throuh stron mass me%ia. <s means of me%ia they use

J he internet,

J nline !ase% o! portals

J 7nlish an% !anla ne2s paper

J n ampus reruitment

J )rom Intern inventory.

.(1(0 e!ruiters? +ualifi!ation

-eruitment (ualifiation for entry?level employees+

J 3ou must !e ra%uate% 2ithin less than three years, or 2ill ra%uate 2ithin the ne9t 1" months

form a reputa!le university.

J 3ou must !e 2ithin "8 years of ae.

-eruitment (ualifiation for la!or !ase% task+

J 3ou must physially fit an% skille% in the partiular task.

.(0: "ethods of re!ruitment

.(0(1 e!ruitment !hannel

Normally 2e kno2 a!out t2o types of reruitment hannel those are

Page | 22



1. 79ternal reruitment hannel

". Internal reruitment hannel

1. Eternal re!ruitment !hannel

=hen o! openins annot !e fille% internally, the '- %epartment must look outsi%e the

orani&ation an% !asially for UB, reruitment of fresh ra%uates is %one throuh this means.

here are 8 2ays for e9ternal reruitment in the UB, 2hih ours in %iret or in%iretly for

various level of reruitment. hat are?

a. 7mployee referrals

!. <%vertisin

. 7%uational institutions F #rofessional assoiates

%. International reruitment

a( Employee referrals

)or lo2er level 2orkers, Unilever follo2 the employee referrals proe%ures. his is the

proe%ures 2hen e9istin employees refer one ne2 an% the ne2 is onsi%ere% to !e further

u%ment.

( 8dvertisin#

UB ne9t to employee referrals in fat for fresh ra%uates maorly follo2 the a%vertisement

proe%ure for reruitin purposes. hey a%vertise in the repute% 7nlish an% Benali National

papers. hey also use the internet for online appliation.

!( Edu!ational institutions < &rofessional asso!iates

/ore over the orani&ation takes its manpo2er from the universities an% e%uational institutions

aross the ountry. he nation2i%e universities an% its important institutes provi%e the potential

ra%uates as the employee of the orani&ation.

Page | 23



)rom %isussion 2ith '-/ it 2as kno2n that their preferre% institutions rane from IB<,

BU7, DU, $U, Bra U, N*U, <IUB, KU, to hittaon University an% suh.

d( International re!ruitment

*ometimes, espeially in importane of ases international reruitment ours in UB.

'o2ever suh rare events happen if the an%i%ate stays in a!roa% or are 2orkin in

International ompany on forein lan%.

0( Internal re!ruitment !hannel

urrent employees are a maor soure of reruits for all !ut entry? level positions of Unilever

Banla%esh lt%.. =hether for promotions or for lateral o! transfers, internal an%i%ates alrea%y L

kno2 the alrea%y informal orani&ation an% have %etail information a!out its formal poliies. In

fat for Unilever this short of reruitment is ourre% only 2ith espeial purpose e9periene%

employee reruitment.

.(6 e!ruitment: !onstraints and !hallen#es

e!ruiters fa!e su!h !ommon !onstraints 7hi!h are:

a( Biasness:

/ost of the time, the orani&ation;s employers try to appointment their relatives, familiar person.

( Competition of talent

here is a lak of vast talent people in Banla%esh for the speial task. he potential o!

appliants most of the time an;t meet up Unilever re(uirement. )e2 talent uys 2ho has alrea%y

appointe% 2ith other multinational ompany

!( @o re+uirement

#eople 2ith reater e9periene usually re(uire a hiher level of o!. In our ountry, there are

vast population !ut they are not so skille% in 2orkin 2ith har% la!or. hey feel omfort fle9i!le

o! like overnment o!. *o Unilever Banla%esh an;t fulfill their re(uirement in all time.

Page | 24



Chapter 5

%ele!tion pro!ess of Unilever

Ban#ladesh

Page | 25



%ele!tion is the proess of selet the !est an%i%ates for the o! !y usin various tools an%

tehni(ues. In our ountry, reruitment an% seletion proess 2ork simultaneously. hose are

oine% term as employment funtion of the orani&ation an% this employment funtion is state%

here for Unilever;s praties.

5(1: e!eption of appli!ation

<fter aomplishin the reruitment proess, Unilever o to the seletion proess 2here they

start the proess 2ith the reeption of appliation form fille% up throuh internet online form.

<fter srutini&in the %ata, they selet appliations for 2ritten test.

5(0: Employment test

his 2ritten test measures the an%i%ates

1. <nalytial a!ility

". omputation a!ility

. Ger!al skill

4. =ritten skill

5. eneral kno2le%e

/ore a!ove 65> marks ensures appliants pass.

5(6: 8ssessin# !andidate throu#h intervie7

/ainly three steps are follo2e% in the seletion proe%ure. In the first stae the an%i%ates are

invite% for a viva 2ith sales an% trainin manaer, Dhaka in his ulshan offie. < human

resoure manaer also represent there. In this viva the an%i%ate;s situation han%le a!ility is

measure%.

*eon% phase+

It is the viva 2ith the eneral sales an% operation manaer */C, an% tra%e marketin

manaer .in this stae in%ivi%ual skill is measure%. he (uestion tries to measure out the fitness

of the an%i%ate for the post.

Page | 26



hir% phase+

In this stae the appliant fae the '-D ustomer %evelopment team DC this phase measure

the applia!ility of the appliants; potential for the o!s. In these stae 2hy the appliant prefers

the Unilever an% 2hy it 2oul% like to oin the e9pete% team.

5(.: &hysi!al aility test

he physial test is a%ministere% !y <pollo 'ospital Dhaka to measure the 'IG, 'epatitis B,

or suh many %iseases in its appliant;s health an% fitness for o! effort.

5(5: >ork samples

)or some tehnial o!s Unilever follo2s the 2ork sample test on partiular employee like the

one of )inane an% I.

5(9: Hirin# de!ision

)inally the every step suess ensures an appliant oin in the Unilever family.

Page | 27



Chapter 9

8nalysis and findin#s

Page | 28



9(1: The types of re!ruitment in Unilever Ban#ladesh 'imited

Unilever follo2 three type of reruitment proess, 2hih are+

J )resh ra%uates as kno2le%e 2orker,

J *peialist e9periene% people for speial purpose

J #eople for *kille% an% la!or !ase% events

9(0: The types of sele!tion in Unilever Ban#ladesh 'imited

Unilever follo2 some seletion evaluation test to selet the !est an%i%ate, 2hih are+

J 7mployment test

J <ssessin an%i%ate throuh intervie2

9(6: The fre+uen!y of re!ruitment y Unilever Ban#ladesh 'imited

Unilever Banla%esh imite% aomplish their reruitment proess %epen%s on reate% vaany.

'o2ever, 2e see a ommon phenomenon that Unilever Banla%esh arranes reruitment an%

seletion ativities t2ie a year 2hen stu%ents passes from various institutes !ase% on their

ompletion of 6 moth semesters.

Page | 29



Chapter ;

e!ommendations and

!on!lusion

Page | 3



;(1 e!ommendation

<fter oin throuh the report 2e %ra2 some reommen%ations 2hih are+

1. =e have to suest Unilever Banla%esh to arrane @on ampusA reruitment. In our

survey 2e et a ommon senario that @on ampusA reruitment proess motivates the

stu%ent to enthusiasti, reative an% riorous. *tu%ents try to sho2 e9tra or%inary

performane an% perform their innovative i%eas. hey ome 2ith ne2 i%ea an% 2ork

heart an% soul to aomplish their task.

". Unilever entry?form is so ompliate% an% some information 2hih is aske% for apply is

not availa!le all time. ur reommen%ation to minimi&e the entry?form an% make it easy presentation for all potential appliants.

;(0 Con!lusion

he report has attempte% to point out reruitment an% seletion proess in Unilever Banla%esh.

=e an et little information a!out reruitment an% seletion proess in Unilever Banla%esh.

=e also take support !y some seon%ary reports as 2ell as internet an% Unilever report

pu!liation.

ihrm recruitment and selection

Documents