welcome to my presentation(sazzad)

8/12/2019 Welcome to My Presentation(Sazzad)

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Submitted By:

Md. Sazzad Hossin

ID. No: 08093101167

Intake: 19th

Program: BBAMajor in Human Resource Management (HRM)

Bangladesh University of Business & Technology

(BUBT)



Recruitment & Selection Process of

Spencer Designs Limited



The objectives of the study are given below:

1. To know the sources of recruitment followed by

SDL.

2. To identify the recruitment and selection process ofSDL.

3. To find out the problems regarding recruitment and

selection practices of SDL.

4. To recommend some possible measures to overcome

problems.



Types of Research:

This research is a descriptive type of research

Sample unit:

The sample unit of the survey was AccountsManager, Marketing& Merchandiser Manager, HR

Manager, S.Merchandiser, S.Co-ordinator, Co-ordinator, Trainee, and Trainee Assistant OfficerCash.



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 beencollected and analyzed by some else and results are

undertaken for the next process.



Primary data sources:

Through questionnaire

Face to face conversation

Secondary data source: The data I have collected from the secondary sources

are follows:

Annual reports of SDL (year 2011,2012)

Official records of SDL

Website of SDL (www.spencerdesings.com)



Designation Number of respondent

Merchandiser Manager 1

Accounts Manager 1

HR Manager 1

Commercial Manager 1

Merchandiser 3

Commercial officer 2

S. Coordinator 1

Co-ordinator 1

Trainee Assistant cash 1Trainee 1

Total 13



Sampling method: The non- probability sampling method to collect data.

Sample size :

The sample size was 13 respondents



As an intern it was difficult for me to collect informationabout the company’s internal policies.

It was very difficult to collect information from various

personal for their jobs constraint.

Since the HR manager had to respond to myquestionnaire while they were busy they were busy with

their daily work.

Some of the officers were less interested to respond tomy questionnaire.



Lack of availability of information and data, as in

many cases updated data were not available.

To maintain company secrecy some information arenot mentioned in this report.

At present all employees of Spencer Designs

Limited .are very busy and it is hard to get

appointment with them.



Spencer is a group of company, which is a leading

garments manufacturer and exporter and has its

exposure in this trade since 2001

Is a highly promising 100% export orientedcompliance and ISO certified manufacturing factory.

It has three factories situated in Ashulia.

Company Type :(100% Export Oriented Industry)

Product :100% top bottom Total Employees:1000



Provide quality garments to ensure total satisfaction

of customers, in terms of workmanship, delivery,

price and services.



Set up the best & the most efficient garments

manufacturing facilities in the country to satisfy the

needs & expectations of the customers.



Human Resource Management is the set of

organizational activities directed at attracting,

developing, maintaining an effective work force.



Definition of Recruitment:

Simple term recruitment is process of seeking and

attracting a pool of candidates from which qualifiedcandidates for job vacancies can be chosen.



Determine the present and future requirement of theorganization in conjunction with personnel-planningand job-analysis activities

Increase the pool of hob candidates at minimum cost. Help for increasing the success rate of the selection process by reducing the number of visibly, underqualified or overqualified job applicants.

Help for reducing the probability that job applicants,once recruited and selected, will leave theorganization only after a short period of time.



Meet the organization legal and social obligationregarding the composition of its work-force.

Begin identifying and preparing potential jobapplicants who will be appropriate candidates. Increase organizational and individual effectiveness

in the short long team. Evaluate the effectiveness of various recruiting

techniques and sources for all types of job applicants.



Definition of Selection:

Selection is a screening process. It is the process of

picking individuals who have the relevantqualifications to fill jobs in an organization.



Recruit policy of Spencer Designs Ltd. 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 anyother factor

Company’s policy is always loyal to the Local law.



No 1 who is below 18 years of age can be hired as an

employee for Spencer Designs Ltd on regular,contract or temporary status.

The person who is serving in any other companies

whether temporary or permanent under anycircumstances in any capacity is never recruited.

That function heads determines suitable qualificationfor any post.

Absolution confidentiality in HR Recruitment policymust maintain.



Internal sources:

1. Promotion

2. Up Gradation

3. Transfer4. Temporary Assignment

5. Addition Assignment



External sources:

1. Advertisement in the daily Newspaper-(thenewspaper that are widely circulated)

2. Employee agencies (public agencies ,privet

employment agencies )

3. Professional organization (account associations,

labor union, Management association)

4. Employee Referrals / Recommendation:

5. Recommendation from the current employees aboutany person.



1. Assessment of the job:

The following things are the assessed for a job:

Whether the work is difficult or not.

Whether experience is required or not What are the qualities needed for the work to be

done?

When the work will be started?



Requisition of Recruitment: The concerned Department Head raise the requisition

of recruitment through the prescribed RecruitmentRequisition From with required information and after

that forward it to the Human Resource Department.The Human Resource Department than complete itsformality and return it to the concern department.Last of all the concern department submit theRecruitment Requisition From to the Managing

Director for approval. The new appoints must beaccording to the approved HR budget and must beapproved by the Managing Director.



Attracting application: Spencer Designs Limited always circulates the job

vacancies by publishing advertisement in nationalnewspaper. The newspapers that are widely circulatedget preference for accomplishing this task .forcirculating the publishing widely and effectivelySpencer Designs Limited chooses both Bangla andEnglish dailies. The advertisement includes name ofthe position, nature of work, age limits, educational

qualification, qualities and experience required forthe job, job responsibilities and duties, expectedsalary, place of the job etc.



Receiving applications:

In the advertisement, potential and confident

applicants are asked to submit their applications

along with their resume, certificates and othernecessary documents within a period of time. Then

the HR department receives all the resumes submit by

the applicants.



Employee tests:

Employment tests are varies from job to job. Such as-

for marketing executing recruitment the physicalappearance or smartness get preference where for HR

executive recruitment managing power gets priority.



Verification of reference and educationalbackground:

All sorts of certificates are to be checked by the HR

service manager in this stage. At least two references

are needed in order to verity applicants. After

verification the reference and certificates the next is

begin.



Medical check up:

The section process also includes a medical

evaluation of the applicant before the hiring decision

is made. Normally, the evaluation consists of a healthchecklist that asks the applicant to indicate health

checklist that asks the applicant to indicate health and

accident information. All sorts of expenses in this

regard are borne by Spencer Designs Limited.



Supervisory interview:

The ultimate responsibility for a newly hired

worker’s success falls to the workers immediatesupervisor. The supervisor is often able to evaluate

the applicant’s technical abilities. When super visor

make the final decision, the employment function

provides a supervisor with the best prescreenedapplicants available



Interpretation: The above figure shows that 35 %

respondents’ internal sources, 25% respondents’

external sources and 40% respondents agree that both

sources are used for recruitment in SDL.

Comments: SDL use both internal and external

sources to recruit employees

1.What types of sources are used for recruitment in

the organization?

35%40%

0%

Internal

External

Both

Other



Interpretation: The above figure shows that 50% promotion14% demotion, 36% transfer and 0 %, transfer are used for

internal recruitment in SDL.

Comments: SDL use promotion, demotion, transfer sources in

the internal recruitment.



Interpretation: The above figure shows that 25% respondents

strongly agree and 37% respondents agree,13% respondentsneither nor disagree and 25% respondents disagree that there

occurs interfere for internal recruitment in SDL.

Comment: as 62% respondents had negative view aboutinterfere for internal recruitment we can say that there have

interfere for internal recruitment.



Interpretation: The above figure shows that all respondentsanswered that the board of directors in SDL are interfering for

internal recruitment 71%, Human resource division 29%.

Comments: board of directors and Human Resource divisionof SDL interfere for internal recruitment.



5.Which external sources are used in the organization

for recruitment?

22%

0%

14%

64%

Advertisement

Wail-ins,Write-ins,talk-

isHead-hunting

Interpretation: The above figure shows that SDL uses

external sources-advertisement 22%, head-hunting 14%, and

via internet 64%for recruitment.

Comments: SDL uses advertisement, head-hunting and

recruitment via internet for regular and executive staff.



Interpretation: The above figure shows that all respondentsanswered, SDL uses both test of selecting an employee. SDL

uses these tests to select.

Comments: SDL uses both test of selecting an employee.



Interpretation: The above figure shows that all respondentsanswered, 60% respondents strongly agree and 40%

respondents agree SDL have talent-hunting program.

Comments: SDL organize this program for getting talent & potential employees from other organization.



Interpretation : The above figure shows that 40% of

respondents strongly agreed and 60% respondents agreed withthe statement that recruitment and selection procedure of SDL

is systematic.

Comments: So it means that SDL maintain its proceduresystematically.



Interpretation : The above figure shows that 20% respondents

strongly agreed, 35% respondents agreed, 15% respondents wereneutral and 30% respondents disagreed with the statement that

recruitment and selection procedure is fare.

Comments: As 55% respondents had positive view about

recruitment and selection procedure is fare so we can say thatrecruitment and selection procedure of SDL is fair. The respondents

who were disagree with the statement; they think that top level

management interferes in recruitment & selection procedure.




strongly agreed, 40% respondents agreed with the statement and

35% respondents were neutral about the statement.

Comments: 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 and job specification.




strongly agree, 35% respondents agreed and 25% respondents

were neutral about the statement.

Comments: As 75% respondents were neutral about the

statement, it means recruitment and selection process of SDL

is satisfactory.



The recruitment process of Spencer designs limited is mostly

fair and transparent. Spencer Designs Limited uses both internal and external

recruitment channels.

No discrimination against the applicant on the basis of sex,

color, region, race, age, national origin or any other factor. The company always tries to find out the best people for

recruiting.

Spencer Designs Limited management always prefers the

people who have already completed the Bachelor or Mastersin any recognized public or private universities.



Spencer Designs Limited recruitment circulation givesthrough of newspaper and website.

Spencer Designs Ltd management follows a standard

procedure in the selection process.

The management always tries to the best suitable person foremployment.



From the above discussed HR policies and their recommendedchanges, Spencer designs limited can achieve the dream they

had been hoping for. Recruitment policies in Spencer designs

limited are tangled and create unnecessary delay in the

progress. This requires a sharp business focus from HR professionals and the delivery of high quality HR systems that

are integrated into the organization strategy and operations’.

The study “Recruitment and Selection procedure of Spencer

designs limited” under HR revealed that employees are the

most valuable resources for the progress of the organization.



SDL should arrange behavior tests, achievement tests, aptitudetest etc.

Spencer Designs Limited should arrange orientation program

for all new employees. As a result new employees happen to

know the organizational cultural, values, mission, vision etc. Though Spencer Designs Limited provides inducting training

before placing in job but I think they should provide some

more training related with job.



Some time it seems nepotism but they should avoid it for100% fair and transparent recruitment.

SDL should sponsor more programs in the magazine and

corporate fairs.

SDL should increase other facilities for job satisfaction.

welcome to my presentation(sazzad)

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