An Action Research on Recruitment and Selection Process of Rahimafrooz Bangladesh Limited
As a part of academic requirement and completion of BBA program, I have been assigned to complete internship report on “Recruitment and Selection process of Rahimafrooz Bangladesh Ltd.” under the guidance of Mr Monzoor Morshed.“Recruitment and Selection process” is a segment of human resource process; As such I have selected this topic to make it clear. I have divided this report in some sub segments. As a young intern in a reputed company like “Rahimafrooz Bangladesh Ltd,” I have tried my best to go through their Recruitment and Selection process within little tenure of 03 months. The report starts with a general introduction “Rahimafrooz Bangladesh Ltd.”” As well as its purpose, scope and limitation. Then this report proceeds onto the preliminary talk about “Rahimafrooz Bangladesh Ltd.” one of the largest and most well respected private companies in Bangladesh. Rahimafrooz was founded as a trading company in 1950 by Late Mr. A C Abdur Rahim.In 1954, the company was incorporated as a limited company called Rahimafrooz (Pak) limited. In 1959, it entered into joint venture with Lucas, U.K. to set up a modern automotive battery factory. I have shown the vision, strategic goal and principles of it. Afterward here discuss about Raimafrooz Bangladesh Ltd‟s different Division, Department and their various business domains. Then it carries on with Rahimafrooz‟s Long Term Vision and Achievement. Then the report proceeds with the job part, where the jobs which are done by me are discussed. After that I continue on to the main focus of the report-“Rahimafrooz‟s Recruitment and Selection process” describing the different steps of it. The steps are arranging written exam, taking one or more interviews, and finally the medical checkup. A detail elaboration of selection of best candidate has been added in the project part and the contribution of HR department for selecting the most eligible employees for Rahimafrooz has been highlighted. In this report, some other important topics of their HR division are also discussed like HR hierarchy, the environment within the organization and accommodation of a pull of candidates. After completion of this report it can easily say that efficient, competent and active part in Recruitment and Selection process take a company to the peak of the success. To prepare this report, I used both secondary and primary data. For primary data, I took interview of the employees and made a questionaaire of 11 questions. I have elaborated different types of secondary data in my research. For secondary data, I have used both internal and external sources. I have done a survey with 100 employees of Rahimafrooz to find out how effective their recruitment and selection policy, which includes references, shifting through SBUs and gender discrimination. In my questionnaire, I have included 11 questions to find out the recruitment and selection policy at Rahimafrooz. After surveying, I have found that 48 percent of employees agree that all business units at Rahimafrooz use the same recruitment and selection policy, 26 percent strongly agree, 15 percent neutral, 8 percent disagree and 3 percent strongly disagree. 41 percent of employees are agreed with there is no discrimination between male and female during recruiting, 33 percent strongly agree, 14 percent neutral 9 percent disagree and 3 percent strongly disagree. Majority employees agree that Rahimafrooz deliveries a diverse range of quality job candidates. 54 percent employees agree that both male and female are being appointed in different departments in Rahimafrooz, 32 percent strongly agree, 10 percent neutral, 3 percent disagree and 1 percent strongly disagree. 42 percent and 36 percent employees agree and strongly disagree that male and female employees are assessed on the same competencies. 48 percent employees agree that Rahimafrooz uses both internal and external reference equally during recruitment. 19 percent strongly agree, 29 percent neutral, 2 percent disagree and 2 percent of employees strongly disagree. 54 percent employees agree that selection criterion in Rahimafrooz is necessary, non-discriminatory and relevant to the job, 25 percent agree, 19 percent neutral and one percent of employees disagree and strongly disagree. 51 percent of employees agree that they are promoted based on performance evaluation. 17 percent strongly agree, 25 percent employees neither agree nor disagree, 3 percent disagree and 4 percent of employees strongly disagree. Transfer from one SBU to another SBU is very much possible in Rahimafrooz. 44 percent of employees are agreed with term, 40 percent strongly agree, 12 percent neutral, 1 percent disagree and 3 percent of employees strongly disagree. Transfer of employees from one SBU to another does not create problem. 34 percent of employees are disagreed with the term. 25 percent of employees strongly disagree, 30 percent employees are neutral, 10 percent employees agree and 1 percent employee strongly agrees. The regression analysis shows that all independent variables (gender discrimination, shifting through SBU and reference) are individually significant on the basis of the one tail test. And the model fits to the data very well since R2 is very high even thought the impact of all independent variables are not same. Human resource development and management has been proved as one of the most critical aspects of attaining organizational effectiveness. Human Resource Management (HRM) is concerned with the „people dimension in management‟. Rahimafrooz since its inception has placed equal emphasis on all the four key functions of the process of HRM-acquisition, development, motivation and retention. The various programs undertaken by the Rahimafrooz to enrich the quality of human resource are mainly aimed at increasing professional knowledge and skill levels of employees through training and development, in order to form a well-equipped work force for providing excellent services to the customers. For improving the performance and remove the problem of Rahimafrooz Bangladesh Limited (RABL), some necessary steps are recommended bellow on the basis of collected data, observation, expert staff‟s opinion and my knowledge and judgment. Should increase the number of computers as well as printers with proper UPS facility. Rahimafrooz must expand marketing campaign by giving more advertisement, sponsorship etc. To perform the activities more quickly and efficiently, RABL should hire more efficient employees in their different departments. The software and network system of HR department should be updated properly. Rahimafrooz should evaluate the previous performance and the after training performance to identify the improvements. Rahimafrooz management must change the system of appointing people by giving their reference They should take HR forecasting more seriously as it is the most important part of HR planning. To keep fair and effective recruit policy they should introduce online examination. Organization should hire more human resource in HRD department because there is insufficient manpower. Rahimafrooz needs to be more focused on CSR activities and employee retention & welfare programs.
- Internship Reports