an evaluation of recruitment and selection procedure of export import bank of bangladesh limited

EXECUTIVE SUMMARY

This research report is a partial requirement of the internship phase BBA program, Ahsanullah University of Science & Technology, Bangladesh. The topic of this report “An Evaluation of Recruitment and Selection Procedures of Export Import bank of Bangladesh Limited” assigned my academic intern supervisor Mr. SM Shafiul Alam. Thus the paper is divided in to two major parts, the organization and the project. Export Import bank of Bangladesh Limited regarded as the pioneer of the private sector banking of Bangladesh. It is an economic institution whose main aim is to earn profit through exchange of money and credit instrument by providing satisfactory services to the customer. In one word it is a service oriented, as well as profit oriented organization.

At first I have highlighted the general introduction about the Export Import Bank of Bangladesh Limited, discussion about the banking sector the profit and secondly I have discussed the Human Resource Division, recruitment procedures, selection and some analysis with the findings.

I have completed my internship at EXIM Banks’s head office at Gulshan 1, during my internship period I found here a good working environment and got lot of cooperation from every department and every person of EXIM family. It is a great task to prepare a report with a huge department, but I am feeling happy by doing this great task. I found that EXIM Bank gained their success very early because; they have a very strong backup to provide financial as well as administrative support

In this aspect my report covers the HR policy in EXIM bank. I have showed the current process and performance management and all issue of HR practice of the company. I have tried my level best to describe the entire HR system elaborately from my practical experience in this organization. Through proper

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An Evaluation of Recruitment and Selection Process of Export Import Bank of Bangladesh

analysis, I have tried to find out the actual situation and problems. And I have given some recommendation from my knowledge.

Chapter One:

Orientation to the Study

1.1 Introduction

1.2 Origin of the Report

1.3 Objective of the Report

1.4 Purpose of the Report

1.5 Scope of the Report

1.6 Methodology

1.7 Sources of Information

1.8 Limitations

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1.1 Introduction

Among all the factors that combine to contribute toward the success of an organization, human resources matters the most. But designing and managing a successful staffing process are major challenges for any organization. The process requires multiple tools, techniques, activities and participants. Careful evaluation, past experience and instinct must be carefully blended together to create a process that maximizes the likelihood of effective staffing levels and successful person/job matches, both of those are important drivers of organizational effectiveness.

1.2 Origin of the Report

This report "An Evaluation of Recruitment and Selection Procedure of Export Import Bank of Bangladesh Limited" is a requirement of BBA Internship Program and includes experiences during 3(three) months internship in the respective organization. The report has been supervised by Mr. SM Shafiul Alam, Assistant Professor, School of Business, Ahsanullah University of Science & Technology. The report contains intern's experience with the host organization and also has given the intern an opportunity to know the host organization and its business.

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1.3 Objective of the Report

In case of this report, the objectives are:

To understand the function and activities of the human resource division of EXIM Bank.

To evaluate and analyze the entry level recruitment and selection process of EXIM Bank.

To identify scope(s) of improvement of total Human Resource division regarding recruitment and selection process.

1.4 Purpose of the Report

The purpose of this report is to use the theoretical concepts, gained in the classroom situations, in analyzing real life scenarios. This is also a partial requirement of the BBA program. The purpose is basically met by remaining attached with an organization for a considerable length of period of 3 months and by working in the host organization, so that it adds value to the knowledge base of the BBA degree.

1.5 Scope of the Report

The scope of this report is to cover how the HR Division of EXIM Bank carries about the functions of Human Resource Planning, Recruitment, Performance Appraisal, compensation and Benefits and Services and all other functions that fall under Human Resources Management. However, the issues relating to recruitment and selection process of the entry level positions as well as the evaluation of the process are the key focus area.

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1.6 Methodology of the Study

Methodology & techniques help to guide the researchers thought the process of personal observation and to identify and classify accurately the bewildering variety of events and actions. It helps solving every single problem concerning a research work. The Present study would primarily be conducted on the basis of both qualitative and quantitative research methods e.g.-

Informal Observation structured interview Content Analysis

1.7 Sources of Information

Primary data

Primary data were collected by interviewing employees and manager of EXIM bank, HRD. A questionnaire survey was done to evaluate the process of recruitment & selection. Primary Data were mostly derived from the discussion with the employees & through surveys on some of the newly recruits as well as the experienced employees & employers. Primary information will be under consideration in the following manner;

Face to face conversation with the employees

Appointment with the top officials of the Bank &

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By surveying employees & employers through the questionnaire

Secondary data

Secondary sources that will be used in the study will include:

Internal Sources

Bank's Annual Report

Group Business Principal manual

Prior research report

Any information regarding the Banking sector

External Sources

Different books and periodicals related to the banking sector Bangladesh Bank Report Newspapers

1.8 Limitations

While preparing this report, the researcher has faced a number of limitations. The major limitations of this report are as follows:

While evaluating the effectiveness of recruitment and selection process, the main problem was regarding setting parameters based on which recruitment and selection processes effectiveness will be judged. Moreover, most of these parameters are not universal and most of them are qualitative type.

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It was difficult to collect information regarding some aspects of recruitment and selection process, as the authority regarded this information highly confidential.Legal issues can be a parameter of evaluation of the success of the recruitment and selection process. However, it was not considered as a parameter in this report due to lack of comprehensive knowledge in legal issues.

The real situation is different from the bookish concept. Some concepts varied from industry to industry, company to company. Some academic concepts and real company applying concepts are different in some cases too. But I have tried to incorporate with a proper solution and to some extent I am successful.There was time limitation because the employees of the firm are busy persons. So, they tried to give me as much time as possible but they are undone. If I get more time then this report would be more presentable and informative.

Chapter Two

Company ProfilePage | 8


2.1 Background

2.2 Vision, Mission & Corporate Culture

2.3 Awards & Achievements

2.4 Corporate Social Responsibilities

2.5 Board of Directors

2.6 Management of the Bank

2.7 Financial Overview of the Bank

2.8 Financial Features of the Bank

2.9 Shariah Compliance of the Bank

2.10 Prime Operational Area

2.11 Organ gram of the Bank

2.12 Functional Organization Chart of EXIM Bank (Head Office)

2.13 Asset and Liability Management

2.14 EXIM Bank Foundation and Social Contribution

2.15 Credit Rating

2.1 Background

Export Import Bank of Bangladesh Limited was established in the year 1999 under the leadership of Late Mr. Shahjahan Kabir, Founder Chairman who had a long dream of floating a commercial bank which would contribute to the socio-economic development of our country. He had a long experience as a good banker. A group of highly qualified and successful entrepreneurs joined

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their hands with the founder chairman to materialize his dream. Indeed, all of them proved themselves in their respective business as most successful star with their endeavor, intelligence, hard working and talent entrepreneurship. Among them, Mr. Nazrul Islam Mazumder who is an illuminated business tycoon in the Garments business in Bangladesh became the Honorable Chairman after the demise of the honorable founder chairman. He is also the chairman of Bangladesh Association of Banks (BAB). Under his leadership, BAB has emerged as an effective forum for exchanging views on problems being faced by the banking sector of Bangladesh and for formulating common policy guidelines in addressing such problems.

This Bank starts functioning from 3rd August, 1999 with its name as Bengal Export Import Bank Limited. On 16th November 1999, it was renamed as Export Import Bank of Bangladesh Limited with Mr. Alamgir Kabir as the Founder Advisor and Mr. Mohammad Lakiotullah as the Founder Managing Director respectively. Both of them have long experience in the financial sector of our country. By their pragmatic decision and management directives in the operational activities, this bank has earned a secured and distinctive position in the banking industry in terms of performance, growth, and excellent management. Under the leadership of Mr. Lakiotullah, the Bank has migrated all of its conventional banking operation into Shariah Based Islami Banking in theyearJuly 2004.

Mr. Mohammed Lokiotullah left the Bank on 3rd June, 2007, there after Mr. Kazi Masihur Rahman became Managing Director on 4th June, 2007. Mr. Rahman served in the bank for next five years. Under his leadership, the bank has been placed on a state of the art centralized IT platform with two modern data centers where world renowned core banking software TEMENOS T24 is running along with some alternate delivery channels like ATMs and SMS banking.

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On 25th August, 2011, Mr. Md. Fariduddin Ahmed has joined in the bank as Managing Director. With his long experience in the Shariah Based Islami banking in Bangladesh, EXIM Bank is going to take a new shape where IT-enable banking service will spread in the market.

Corporate Information at a glance:

(Information as per last published annual report 2011)

Legal Status Public Limited Company

Incorporated 1999

Year of IPO 2004

Year of Denomination of Shares 2010

Activity Starts 3rd August,1999

Islamic Banking 1st July,2004

Listing with Dhaka Stock Exchange

September 26, 2004

Listing with Chittagong Stock Exchange

September 04, 2004

Inauguration of First Branch 3rd August, 1999.

Authorized Capital Tk. 20,000.00 Million

Paid up Capital Tk. 9,223.56 Million

Face Value Tk.10.00 per share

Market Lot 100 Shares

Date of 1st trading October 16, 2004

Opening price on 1st Trading Date 517.00

Highest price -2011 Tk.70.00 (DSE);

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Tk.66.00 (CSE).

Lowest Price -2011Tk.24.30 (DSE);

Tk.25.90 (CSE).

Number of Employees 11845 Persons

No. of Branches 62

Registered Office

“SYMPHONY”

Plot No: SE (F): 9, Road No. 142

Gulshan Avenue, Dhaka 1212, Bangladesh

Website: www.eximbankbd.com

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http://www.eximbankbd.com/

2.2 Mission, Vision & Corporate Culture of EXIM Bank

The vision and mission of EXIM Bank are stated in the following:

Vision Statement

The gist of their vision is ‘Together Towards Tomorrow’. Export Import Bank of Bangladesh Limited believes in togetherness with its customers, in its march on the road to growth and progress with service. To achieve the desired goal, there will be pursuit of excellence at all stages with climate of continuous improvement, because, in EXIM Bank, they believe, the line of excellence is never ending. Bank’s strategic plans and networking will strengthen is competitive edge over others in rapidly changing competitive environment. Its personalized quality services to the customers with trend of constant improvement will be the cornerstone to achieve their operational success.

Mission Statement

The Bank’s mission gives emphasis to:

Provide quality financial services especially in Foreign Trade; Continue a contemporary technology based professional banking

environment; Maintain corporate & business ethics and transparency at all levels; Sound Capital Base; Ensure sustainable growth and establish full value to the honorable

stakeholders; Fulfill its social commitments and; Above all, to add positive contribution to the national economy;

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Corporate Culture

During the last two decades Corporate Culture has become an important theme in business as an intangible concept which clearly plays a meaningful role in corporations, affecting employees and organizational operations. It is not the only determinant of business success or failure, a positive culture can be a significant competitive advantage over organizations with which a firm competes. They, as an amenable bank, believe if the employees identify with the culture, the work environment tends to be more enjoyable, which boosts morale and leads to increased levels of teamwork, sharing of information, and openness to new ideas.

2.3 Awards & Achievements

First private sector bank to open exchange house in UK

In order to ensure delivery of smooth and most reliable remittance services to NRBs living and working in UK, Export Import Bank of Bangladesh Limited (EXIM Bank) has started operation of its wholly owned subsidiary “EXIM Exchange Company (UK) Ltd”. On 30th June 2009 in London, United Kingdom, one of the oldest destinations for the expatriate Bangladeshis. It is the first exchange house owned by a Bangladeshi private bank.

Implementation of the world renowned Core Banking Software(TEMENOS T24)

In order to provide IT enabled products and services to their valued customers, bank has implemented a world renowned shariah based centralized core banking software named TEMENOS T24. This software is capable enough to provide all sorts of electronic banking services to the valued customers through various electronic delivery channels.

Conversion from Conventional Banking to Shariah Based Islami Banking

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They have migrated at a time all the branches from its conventional banking operation into Shariah based Islami banking operation without any trouble. Their IT division has done the excellent job of converting and fitting the conventional business processes into the processes based on Shariah.

2.4 Corporate Social Responsibilities

At least 2% of their annual profit of every year is put aside for the foundation to conduct Corporate Social Responsibilities (CSR) activities. The mainstream CSR activities that are carried out through this foundation are:

Healthcare service:

A 5 storied building having 10,000sft floor space at 840 Kazi Para, Rokeya Sarani, Mirpur, Dhaka-1216 has been hired to set up EXIM Bank Hospital. The decoration of this hospital is going on in full swing. A doctor has been recruited who is working as a resident director of the hospital. Other doctors and hospital staffs have been in the process of selection through recruitment notice already published in the national dailies. They will be appointed as soon as the decoration of the hospital is complete.

Scholarship program for brilliant poor student

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This is a stipend package for poor and meritorious students that take care of the beneficiaries throughout their student life. EXIM Bank Scholarship Program, launched in 2006 with 61 poor and meritorious students selected from different reputed educational institutions of Dhaka City including Govt. Laboratory High School, Viqarunnissa Noon School and College, Dhaka University, BUET, Dhaka Medical College, etc. enrolled as many as 1000 students from around 150 reputed educational institutions across the country by 31 December 2008. They are enrolled in the this program to be taken care of for their whole educational life subject to their fulfillment of the eligibility criteria that include satisfactory academic results, non-involvement in student politics, financial insolvency etc. So far Tk. 19.3 million has been disbursed as scholarship under this program.

Education Promotion Scheme (Interest free loan)

Under Education Promotion Scheme, quard or interest-free loan is provided for poor and meritorious students to help them bear monthly educational expenditure including academic expenses, food, accommodation, etc. The quard is disbursed to the selected students in monthly installments till their accomplishing the master degree. Under this program the students are required to repay the amount (only the principal amount) in long-term monthly installments after they have joined a confirmed job accomplishing their education properly. By 31 December 2008, Tk. 19.7 million was sanctioned to take care of around 138 poor and meritorious students from a number of reputed educational institutions like Dhaka University, Chittagong University, Dhaka Medical College, BUET, Bangladesh Agricultural University, Shahjalal University of Science and Technology etc.

Helping people affected by natural calamities

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Another vital area they are dealing with as part of their CSR activities is helping people survive natural calamities. Under this welfare program, EXIM Bank provides relief in cash and kind for flood, fire or cyclone victims and cold-stricken people. The aim of these CSR activities is to help the target group overcome their provisional handicap and contribute to the socio-economic growth as soon as possible.

Helping people in slum areas

Besides natural calamities, fire breaks out sometimes in slum areas that guts the shanties and renders the affected people totally helpless. In that situation, they help the victims fight against the hard days and return to normal life.

Donation to educational institutions to setup computer lab

They have donated to Dhaka University and Chittagong University to set up two computer labs that help the students of those universities acquire ICT knowledge. This will certainly help the students to be ready to take the challenges of this information society.

Beautification of Dhaka City

In response to the call of the Dhaka City Corporation, EXIM Bank has been sharing a good portion of the mammoth task of beautifying the capital since 2005. To make the capital a modern city enriched with adequate urban amenities, EXIM Bank always joins hands with the government.

2.5 Board of Directors

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Export Import Bank of Bangladesh Limited is directed by a dynamic group of Board of Directors who are also renowned businessman of the country. They are very respectable personalities of the society and came from different business sector representing successful individual business group.

Chairman

Mr. Md. Nazrul lslam Mazumder

Vice Chairman

Mr. Md. Abdul Mannan

Directors

Mr. Md. Nazrul lslam Swapan

Mr. Mohammad Abdullah

Mr. Md. Altaf Hossain

Mrs. Nasreen lslam

Mr. Mohammed Shahidullah

Mr. A.K.M. Nurul Fazal Bulbul

Al-Haj Md. Nurul Amin

Mr. Mohammad Omar Farooque Bhuiyan

Mr. Abdullah Al-Zahir (Shapan)

Mr. Md. Fahim Zaman Pathan

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Mrs. Nasima Akhter

Mr. Zubayer Kabir

Mr. Md. Habib Ullah Dawn

Mr. Anjan Kumar Saha

Mrs. Rizwana K. Riza

Major Khandaker Nurul Afser (Retd)

Lt. Col.(Retd) Serajul lslam, BP (BAR)

Mr. Ranjan Chowdhury

Mr. Md. Fakhrul lslam Mazumder

Mr. Khandakar Mohammed Saiful Alam

Mr. Muhammad Sekandar Khan

Managing Director

Mr. Md. Fariduddin Ahmed

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2.6 Management of the Bank

The strength of the bank depends on the strength of its management team. EXIM bank is proud to have team of highly qualified, motivated, well-educated and experienced, who has been contributing substantially to the continued progress of the Bank. The Management is ably supported by and assisted by well-motivated and experienced officer to run the day to day affair to run the business smoothly.

Designation No. Of Position

Managing Director 01Deputy Managing Director 03

Senior Executive Vice President 03Executive Vice President 13

Senior Vice President 08Vice President 09

Senior Assistant Vice President 22Assistant Vice President 95

Total 154

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2.7 Financial Overview of the Bank (2011 & 2010)

The performance of the bank was very significant both in terms of development and achievement in the year of 2011. As at 31 December 2010, total asset and liability of the bank were Tk. 129,709,816,841 and Tk. 115,240,334,074 respectively as against Tk. 113,047,466,849 and Tk. 100,600,737,861 respectively as on 31 December 2010. In 2011, the bank successfully mobilized TK. 107,881,205,901 of deposits through its 62 branches and disbursed Investment of Tk. 99,699,627,656 as against deposit of Tk. 94,949,400,069 and investment of Tk. 93,296,648,855 respectively in 2010. In 2011, the ROI & ROA was 1.50% & 1.65% against ROI 35.01% and ROA 3.54% respectively in 2010. In the year 2011, the Net Asset Value was Tk. 14,484,224,847, which was Tk. 12,474,852,004 in 2010. In 2011 & 2010 net asset value per share was Tk. 15.70 and Tk. 18.26 respectively.

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2.8 Product & Service Offerings

The business policy of EXIM Bank is to reach the goal through a win-win situation with the client. EXIM bank believes in promoting the business through personalized services and perpetual relationship. It has strong commitment to stay competitive and serve the clients of different strata in the society as well as to accelerate the pace of economic operation. With the above in view, EXIM bank has been operating with following popular and innovative products and services:

1. Retail Banking

a. Deposit products b. Investment Products c. Plastic card Productsd. Internet Bankinge. SMS bankingf. Locker Service

2. Corporate Banking

a. Investmentb. Foreign Exchange and Trade Finance

i. Correspondent Bankingii. Import Finance

iii. Export Finance

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http://www.eximbankbd.com/index.php/corporate/Correspondent_Banking

3. SME Bankinga. EXIM Uddyogb. EXIM Abalamban

4. Agri Banking (EXIM Kishan)5. Remittance Service

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2.9 Shariah Compliance of the bank

To guide, monitor and supervise the banking activities complying shariah principal, a learned shariah council is working in this bank since inception of Islami banking branches, which has become more effective after transformation of the operation from traditional to fully Shariah Islami banking system. The council consists of 11 members who are prominent ulema, reputed Bankers and eminent economists of the country. Professor Maulana Mohammad Salah Uddin (Khatib, Baitul Mukarram National Mosque) is the Chairman of the council. The meeting of Shariah Supervision committee held on certain interval of time.

2.10 Prime Operation Area

As a full-fledged Islamic bank in Bangladesh, EXIM Bank extended all Islamic banking services including wide range of saving and investment products, foreign exchange and ancillary services with the support of sophisticated IT and professional management. The investment portfolio of the bank comprises of diversified areas of business and industry sectors. The sectors include textiles, edible oil, ready-made garments, chemicals, cement, telecom, steel, real-state and other service industry including general trade finance. The bank has given utmost importance to acquire quality assets and is committed to retain good customers through customer relationship management and financial counseling. At the same time efforts have been made to explore/induct new clients having good potentiality to diversify and create a well established structured investment portfolio and to minimize overall portfolio risk.

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2.11 Organ-gram of the Bank

Figure 1: Hierarchy of Corporate Management

2.12 Functional Organization Chart of EXIM Bank (Head Office)

Figure 3: Functional Organization Chart of EXIM Bank (Head Office)

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2.13 Asset and Liability Management

The Asset Liability Committee (ALCO) supports and advises the bank's management to manage assets and liabilities properly under risk framework. The Committee calls for at least one meeting a month and monitors risk caused by changes in the profit rates, exchange rates and the liquidity position of the bank through various key indicators like Investment Deposit trend, Deposit mix, Investment mix, Cost of fund, yield on Investment, Maximum Cumulative Outflow (MCO), Medium Term Funding Ratio (MTF), Un drawn commitment, Sensitivity analysis, Liquidity management process and Maturity gap etc. ALM Desk assists ALCO by performing analyses of various internal & external issues and by providing necessary information through ALCO Papers in ALCO meetings.

2.14 EXIM Bank Foundation and Social Contribution

The Bank has established a foundation named, EXlM Bank Foundation", which is a charitable organization, solely dedicated to the welfare of the helpless and downtrodden people of the society. Since its inception, the bank has extended its helping hands towards social responsibilities to meet the demand of the society so far from time to time. The bank has actively participated in social, humanitarian activities for well-being of distressed people at home and abroad through this foundation.

2.15 Credit Rating

Credit Ratings Information and Services Limited (CRISL), a leading rating agency of the country, rated EXIM Bank as 'AA-' (High Safety) for Long Term

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and 'ST-2' (High Grade) for Short Term based on good financial and operational efficiency for the year under review again.

Chapter Three:

Understanding the HRM, HR Planning &

Forecasting

3.1 General Concept of HRM

3.2 Objective or HRM

3.3 Basic Principles of HRM

3.4 Approach of HRM

3.5 Philosophy of HRM

3.6 Standard Organ gram of HR in a Company

3.7 Responsibilities of HR Department Employees

3.8 Concept of HR Planning & Forecasting

3.9 Steps of HR Planning


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3.11 Forecasting HR Needs

3.12 Forecasting the Internal HR Supply

3.13 Forecasting the External HR Supply

3.14 Practice of HR Planning in Bank

3.1 General Concept of HRM:

HRM deals with the design of formal system in an organization to ensure the effectively and efficiently use of human talents to accomplish organizational goal. Human resource management (HRM) refers to the philosophy, policies, procedures related to the management of people within organization.

One of the main objectives of HR is to recruiting, selecting, training and developing organizations employees or members.

Human Resource Management (HRM) is the systematic planning, development and control of network of interrelated processes affection and involving all members of an organization. This process includes:

Human Resource Planning & Forecasting Job and Work Design Staffing/ Recruitment and Selection Training and Development Performance Appraisal & Review Compensation & Reward Employee protection and representation Organization Environment Improvement

3.2 Objective or HRM

The objective of HRM can be described as follows-

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Hiring right person for the job Reduce Employee Turnover Train the man power Motivate people to perform efficiently Maintaining a high moral and better human relations inside the

organizational peace Maintaining organizational peace Attracting competent people and retain them in organization Recognizing and satisfying individual needs

3.3 Basic Principles of HRM

Treat people with respect and dignity Treat people as adult Deal people as complete individuals Equal justice for all Providing opportunities for growth and development Thinking employees are most valuable asset for the organization Reward should be earned, not given Not underestimate the people Proving/disclosing all required information to the employees

3.4 Approach of HRM

Strategic Approach

People are the strategic asset of an organization. People have core competencies, and they are the basis of competitive advantage

Human Resource Approach

People are human being with a lot of potential and intellectual abilities.

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Commodity Approach:

People are commodity. They are viewed as a cog of a machine.

Competitive Approach

Anticipate challenge of problem before they arise. Prevention is better than cure.

3.5 Philosophy of HRM

1. Labor is viewed as a technical factor of production. They are treated as a commodity and they can be bought and sold. They are hired and fired at all. It is a consistent with theory X.

2. Labor is viewed as human factor with a lot positive potentials. So, they must be treated with respect and dignity. This is consistent with theory Y of McGeorge.

3.6 Standard Organ gram of HR in a Company

In a big organization, there is a HR or personnel department. The personnel department along with its staffs plays a vital role in designing and monitoring human resource system. A full time specialist tends to emerge when organization have above one hundred employees. A standard organ gram of a HR is given below.

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Position Responsibilities

Chief HR Executive Committee, Organization

Planning, HR Planning, HR Policy, Organization Development.

Director Recruitment & Employment

Recruiting, Interviewing, Testing, Placement and Terminating.

Director Compensation & Benefit

Job analysis and evaluation, surveys, performance appraisal, Compensation administration, Bonus, Profit Sharing Plans & Development.

Director Training & Development Orientation, Training, Management Development, Career Planning,

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Chief of HR

Director Recruitment

& Employment

Director Compensation & Benefit

Director Training &

Development

Director Employee

Relationship

Development.

Director Employee Relationship EEO Relations, Contract

Compliance, Staff Assistance Program, Employee Counseling.

3.8 Concept of HR Planning & Forecasting

HR Planning is the forecast step in the recruiting and selection process. Human Resource Planning is the process of assessing the organization’s human resource need according to the organizational goals and making plans to ensure a competent and stable workforce is employed. --- Wendell French.

A personnel planning is the process of deciding what position the firm have to fill, and how to fill them. --- Gary Dessler.

As per Coleman Bruce (1997) “HRM is the process of determining manpower requirement and the means of meeting those requirement in order to carry out the integrated plan of the organization”.

According to the above definitions, HRP consists of the following elements:

Establishing and reorganizing the future job requirement Identifying deficiencies in terms of quantities Identifying the sources of right type of people Developing the available manpower and Ensuring the effective utilization of workforce.

3.9 Steps of HR Planning

1. Integration

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Integrate HR planning with corporate planning the first stage of HR Planning. All the manpower stems from business plans in relation to a corporate strategy.

2. Forecasting Internal & External Environment

The second stage in HR planning is to forecast the internal and external environment factors that affect demand and supply of labor. Environment factors include government influence, economy, geographical and competitive condition.

3. Assessment of Internal HR Capabilities

The next stage is the analysis of internal inventory of HR capabilities. Assessment of internal strengths and weakness as a part of HR planning requires current job and employees capabilities are audited and organizational capabilities are inventoried.

4. Predicting & Forecasting HR Demand and Supply

The information gathered from external environmental Scanning and assessment of internal strengths and weakness is used to predict the forecast HR supply and demand in light of organizational objectives and strategies.

5. Locate Required HR

Once the demand for HR has been forecasted, then their availability must be identified. The fourth stage of HR planning is to locate the sources from where personnel required will be available. The source may be internal or external.

6. Allocation of HR

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The final stage of HRP is concerned with allocation of human resources within an organization over time.


HR Planning should be an integral part of a firm’s strategic and HR Planning Process. The effective HR planning and strategic process is shown below

3.11 Forecasting HR Needs

When a firm makes plan for employment, firm needs to forecast about the demand and supply inside and outside of the organization. Different techniques

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Define Organization Mission

Establish

Corporate Goal

& HRM Job

Analysis

Assess Current

HR Recruitm

ent

Demand

Demand for Labor

Compare Demand & Supply or

Supply for Labor

Supply

like trend analysis, ratio analysis, and scatter plot can be used to estimate staffing needs.

Trend Analysis

Trend analysis means studying variation in the firm’s employment levels over last five years.

Scatter Plot

A Scatter Plot shows geographically how to variables; business activity and firms staffing level is related.

Ratio Analysis

A forecasting technique for determining future staff needs by using ratio between two variables. Like customers and employees.

3.12 Forecasting the Internal HR Supply

Once the demand is predicted, it is necessary to forecast the supply of labor that is available to meet demand. The internal supply of labor is constantly changing as new people enter and others resign, retire or discharged. To predict the future supply, organization needs to maintain Human Resource Information System (HRIS).

3.13 Forecasting the External HR Supply

The firm always can’t get all the employees they need from their current staff and some time they just don’t want to. So, forecasting the availability of manpower is very important. For continuous recruitment process every enterprise directly or indirectly depended on external sources.

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3.14 Practice of HR Planning in Bank

The bank follows most steps of HR planning. I.e. integrated HR planning with corporate planning, assessment of internal HR capabilities and so on. Although they do not follow scatter plot and trend analysis, but they follow ratio analysis for forecasting future need.

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Chapter Four:

Human Resource Division in

EXIM Bank

4.1 Objectives Of Human Resource Management of EXIM Bank

4.2 Human Resource Department in EXIM Bank

4.3 Duties of HRD employees of EXIM Bank

4.4 The Organ gram of Human Resource Division

4.5 Activities of Human Resource Division

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4.1 Objectives Of Human Resource Management of EXIM Bank

The objectives of Human Resource management of EXIM Bank are as follows:

Conducting job analysisP lanning employee needs and recruiting job candidatesSe lec t ing of candidatesOrienting and training new employeesManaging wages and salaries (Compensating Employees) and benefitsAppraising performanceCommunicating (interview, counseling, disciplining)Training and developing managersBuilding employee commitment

4.2 Human Resource Department of EXIM Bank

The human resources division of EXIM Bank consists of 6 full time employees. The head of human resources Division is Senior Vice President Mr. Md. Mosharraf Hossain Mazumder, who is also a member of Executive Committee of EXIM Bank. The head of the Division reports directly to the Managing

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Director. The second man in HRD is Senior Principal Officer Mr. Gazi Mahbubul Huqe. Another Senior Principal Officer Mr. Md. Kamruzzaman. The others in the division are two Principal Officers Mr. Nurul Alam & Mr. Md. Shahajalal Mazumder, and one Executive Officer Mr. Md. Shihab Ehsan. There are two office assistant, who is as casual. However being such a small team in many cases they cannot accommodate doing value additive jobs, rather they have to work hard just to make sure the day to day works.

The HRD is responsible for all HR activities like human resource planning, forecasting, recruitment, appraisals, job market study, maintaining proper work environment etc. In EXIM Bank, the HRD is partially responsible for the payroll, where as in many organizations the payroll is managed by the HR team.

4.3 Duties of HRD employees of EXIM Bank

Though the employees of HRD EXIM banks are generalist and work to implement the management level decision & the Head of HRD’s decision, but they have some daily routine duties. Those are:

Sl. No Designation Key Responsibility

01 Senior Vice President

(Head)

Supervision, management level decision making

02 Senior Principal Officer(1)

Performance appraisal, Training, supervision,

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Manpower planning

03 Senior Principal Officer

(2)Communication

04 Principal Officer (1) Communication &

software development

05 Principal Officer (2) Software maintenance

06 Executive OfficerRecruitment, exit/entry

formalities, process re-engineering

07 Office Assistant(2) Support

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4.4 The Organ gram of Human Resource Division

The organ gram or organization chart is a graphic illustration of how the roles or positions of an organization is structured and arranged. It shows the span of management, the line of authority and the designation of the positions. The span of Management is the number of persons a manager can supervise effectively, although this limit varies depending on situations. Line Authority is that relationship in which superior exercises direct supervision over a subordinate-an authority relationship in direct line or steps.

The organ gram shown in the next page refers to the Human Resource Division of the EXIM Bank. A point to mention here is that as the head of human resources directly report to the managing director, from which, we can estimate the significance of the Human Resource Division.

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SVP

(Head of

Executive

Principal

Senior

Principa

Principal

Officer

Senior

Exhibit 4.3: The Organ gram of EXIM Bank HRD

From above organ gram, we see that in Human Resource Division of EXIM Bank is a small tag team. Even though there are defined roles and responsibilities assigned to the HR personnel, in times of need they work as a team to support each other’s work. Therefore, the HR functions of EXIM Bank are overlapping.

4.5 Activities of Human Resource Division

The HRD of EXIM Bank usually undertakes the following 6(six) activities;

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HRD

Human Resource Planning (HRP)

Maintenance of Human Resource Information System (HRIS)

Recruitment & Selection

Employee Training and Development

Annual Confidential Report

Compensation and Benefits

Exhibit 4.4: The Activities of EXIM HRD

Human Resource Planning (HRP)

The HRP in this bank is done to check the standing of the current human resource. This Manpower planning is done to see whether the organization has the right kind of people in the right number. Usually, this is required especially when the bank undertakes a new project or the business volume dealt with increases, and then the bank checks its human resources. It first formulates a plan, prepares a budget to accommodate the change in human resource composition and hires accordingly.

Maintenance of Human Resource Information System (HRIS)

To keep up with the human resource planning requirements, EXIM Bank maintains a HRIS (Human Resource Information system), which is maintained in-house. The HRIS keeps all the information about all the employees currently working and also who have previously worked in this bank, It stores basic information about all of its employees. The information include each employee's recruitment date, personal information, academic and employment record, training undertaken, performance appraisal, career track record etc.


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The need for recruitment is felt especially whenever a new post is created due to expansion of the bank. Succession planning also calls for recruitment sometimes if the vacant post cannot be filled from within. There is quite a number of recruiting sources used by this bank. EXIM Bank advertises in the newspaper to generate applications for different entry level post. The selection process in EXIM Bank is no different from what is practiced in most organizations. The process starts with initial screening and a person is finally selected through a final interview. The current selection and recruitment process, its short comings are elaborated in the next chapter as this is the key area of the report.

Employee Training and Development

As a brief review of terms, training involves an expert works with learners to transfer them certain areas of knowledge or skills to improve in their current jobs. This term is often interpreted as the activity when an expert and learner work together to effectivelytransfer information from the expert to the learner (to enhance learner's knowledge, attitudes or skills) so the learner can better perform a current task or job. Development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. This development often includes a wide variety of methods, e.g. orienting about a role, training in a wide variety of areas, ongoing training on the job, coaching, mentoring and forms of self-development. Some helps for reaching the life’s goal and works as an experience.

There are no fixed frequencies of training program on EXIM bank. On-the-job training is continuously practiced. For employees in lower level, on-the-job

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training is most effective. And if off-the-job training required, EXIM Bank organizes class room lectures and conference and job rotation system applied to make the employee familiar with the new work.

EXIM Bank also arranges standard academic training program for the managers from different grades. For this reason it established its own training center named EXIM Bank Training Institute in Dhaka on 1st November 2004. By December 31, 2007, the institute rendered useful training to 1398personnel indifferent training programs and workshops w here eminent bankers, economist, academician, researchers and other resource persons were invited to deliver lectures. Besides, personnel are sent to Bangladesh Bank Training Academy, Bangladesh Institute of Bank Management, Bangladesh Foreign Exchange Dealers Association, the Central Shariah Board for Islamic Banks of Bangladesh and many other reputed institutions of the country for training on regular basis. In2007 a total number of 808 personnel were trained in different institutes at home whereas 33personnel were sent abroad to attend overseas training programs on a wide array of subjects.

The training programs are designed for the development of general management capabilities. Some of the typical topics of employee training are communication, computer skills, customer services, diversity, ethics, human relations, safety, operation and reputation risk, quality assurance etc.

These training programs are chosen as such to incur minimum cost. There is also a time

constraint. Every personnel from different bank is very much tied up with his own work

and more than a week training program requires another person to fill the trainees

position temporarily.

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Annual Confidential Report

The rater in the ACR is the branch manager or the divisional in charge. The rating method is to use to judge the performance of the employees in different scale. With this rating the Human Resource Division makes a detail exploratory report to analysis and according the result HRD provides performance appraisal.

The manager/divisional in charge rate employees on under given criteria:

Sense of responsibility and commitment to the bankKnowledge of banking & awareness to rules & policies & implementationCompetence, ability to do & get things doneInitiative, EnthusiasmQuality and Quantity of workMarketing & Selling capabilityLearning ability & analytical thinkingPresentation and other personalityPower of decision making intelligence and mental alertnessInterpersonal behavior, team spirit. Co-operation, flexibilityHonesty and integrity, Financial disciplineAttendance, Time consciousness, punctualityCapability and leadership to guide, supervise and utilize manpowerCreativity and innovative ideas &

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Communication Skill

The authority rated them in 4 degrees of scale. Those are, 1. Outstanding, 2. Excellent, 3. Good & 4. Average.

Compensation and Benefits

The compensation of EXIM Bank is just like any other organizations, the basic salarygiven. The salary of employees varies with the seniority; his position in the hierarchy ofthe organization. Other facilities are included like accommodation, transportation, loanat lower rate of interest etc. But all this varies with the level of management the person is in. Some other benefits are given by this bank includes sick leave, earned leave, pension scheme, ESSS fund etc. Sick leave allows the employees to take leave when they are sick for the required period. Yearly 14 days of sick leave is credited to an employee's account; however, the employee has to submit necessary documents proving his illness. All the full time employees of EXIM Bank are entitled 30 days earned leave. Pension scheme includes provident fund and gratuity (a compensation given for every completed year).The staffs are also entitles to loans at lower rate. After confirmation of service an employee can avail car loan payable in six years, persona loan payable in two years and festival loan payable in six months. The bank also arranges picnics and staff nights to treat its employees and motivate them.

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Chapter Five:

Overview of the Relative Concepts

5.1 Recruitment & Selection

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5.2 Recruitment Process of EXIM Bank

5.3 Selection Process of EXIM Bank

5.1 Recruitment & Selection

Human Resource Management (HRM/ HR) is the management of an organization's employees. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Effective human resource

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management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance.

Applicant recruitment and employee selection form a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short- to medium-term. Recruitment activities need to be responsive to the increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective, these initiatives need to include how and when to source the best recruits, internally or externally. Common to the success of either are: well- defined organizational structures with sound job design, robust task and person specification and versatile selection processes, reward, employment relations and human resource policies, underpinned by a commitment for strong employer branding and employee engagement and on boarding strategies.

Internal recruitment can provide the most cost-effective source for recruits if the potential of the existing pool of employees has been enhanced through training, development and other performance-enhancing activities such as performance appraisal, succession planning and development centers to review performance and assess employee development needs and promotional potential.

Increasingly, securing the best quality candidates for almost all organizations relies, at least occasionally if not substantially, on external recruitment methods. Rapidly changing business models demand skill and experience that cannot be sourced or rapidly enough developed from the existing employee base. It would be unusual for an organization to undertake all aspects of the recruitment process without support from third-party dedicated recruitment firms. This may involve a range of support services, such as: provision of CVs or resumes, identifying recruitment media, advertisement design and media

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placement for job vacancies, candidate response handling, short listing, conducting aptitude testing, preliminary interviews or reference and qualification verification. Typically, small organizations may not have in-house resources or, in common with larger organizations, may not possess the particular skill-set required to undertake a specific recruitment assignment. Where requirements arise, these are referred on an ad hoc basis to government job centers or commercially-run employment agencies.

Except in sectors where high-volume recruitment is the norm, an organization faced with sudden, unexpected requirements for an unusually large number of new recruits often delegate the task to a specialist external recruiter. Sourcing executive-level and senior management as well as the acquisition of scarce or ‘high-potential’ recruits has been a long-established market serviced by a wide range of ‘search and selection’ or ‘headhunting’ consultancies, which typically form long-standing relationships with their client organizations. Finally, certain organizations with sophisticated HR practices have identified a strategic advantage in outsourcing complete responsibility for all workforce procurement to one or more third-party recruitment agencies or consultancies. In the most sophisticated of these arrangements the external recruitment services provider may not only physically locate, or ‘embed’, their resourcing team(s) in the client organization's offices, but work in tandem with the senior human resource management team in developing longer-term HR resourcing strategy and plan.

Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. The recruitment process has basic types:

1. Employment of Agencies to deal with wide range of hiring of employees from clerks to chief executive office to avoid hassles as well as to make best use of the saved time for doing important jobs of the industry.

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2. Utilization of recruitment Websites and Job Search Engines to gather as many candidates as possible by advertising a position over a wide area. This is considered as cost effective also.

3. Headhunting for executives and professional positions.

4. Niche agencies as third party recruiter who seeks out candidates often when normal recruitment efforts fail.

5.2 Recruitment Process of EXIM Bank:

EXIM bank is one of the third generation banks in the country and it is rapidly growing. To reach the Bank’s vision it is necessary superior performance in all the departments. Therefore, EXIM bank’s recruitment goal primarily is to attract and recruit highly qualified human resource that will perform best in their respective areas. Here the bank not only tries to attract well qualified candidates, but also identify and recruit persons who are highly interested in working in the company for relatively long time period.

The recruitment process of EXIM banks happens in 8 steps of process. Those steps are:

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Recruitment Form Selection

Recruitment Planning

Strategy Development

Application Searching

Communication Message Selection

Communication Media Selection

Exhibit 5.1: The Recruitment Process of EXIM Bank

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5.2.1 Forms of Recruitment

There are two forms of recruitments, namely- internal recruitment and external recruitment. Internal recruitment is the process of identifying and attracting applicants among individuals already holding job with the organization. On the other hand, external recruitment is the process identifying and attracting job applicants from outside organization.

In EXIM bank, whenever a position is created or become vacant, it first tries to fill up the position internally. If there is no suitable internal candidate, the HRD goes for external recruitment. The external recruitment is conducted for two level of Job. 1. Entry Level and 2. Experienced Bankers.

5.2.2 Recruitment Planning

Prior to identifying and attracting applicants to vacant jobs, EXIM Bank gives attention to organizational and administrative issues that facilitates the effective matching of applicants with vacant jobs.

a. Organizational Issue

During recruitment process EXIM Bank considers the following organizational issues.

o In-house versus External Recruitment Agency

EXIM Bank's recruitment is done in-house. The organization never relies on external recruitment agencies. The in-house recruitment ensures that recruitment costs are minimized, recruitment searches are consistent from opening to opening and the specific

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needs of the organization are met. However, for MTO recruiting process, the written Examinations conducted by IBA or DU.

o Centralized versus Decentralized Recruitment

A centralized recruitment function is one for which recruitment activities are coordinated by HR division in the corporate head office. A decentralized recruitment system is one where individual business units or individual managers coordinate the recruitment activities. Like most large organizations, the recruitment function of EXIM Bank is centralized. Nevertheless, the branch offices do some recruitment of some casual workers (Peon, Go-down Guard, etc.) positions at EXIM Bank. Usually, candidates among local people are selected for these posts. Thus, decentralized system saves time and ensures smooth flow of operations.

b. Administrative Issue

During the recruitment planning the following administrative issues are considered by EXIM Bank:

o Employee Requisition Proposal

An Employee requisition proposal is a formal document that proposes the filling of a job opening indicated by the signature of the Branch Manager or Divisional Head and approved by Head of HRD and Managing Director of EXIM Bank.

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o Number of Contacts

It is very difficult to identify the exact number of contacts needed to fill a particular vacant position. EXIM Bank does not have any particular approach regarding this. For entry level jobs; all the applicants matching the advertised criteria are contacted. For lateral entry the HR division of EXIM Bank talks with the related division head and decides how many applicants will be contacted against that vacant position. EXIM bank HRD now started using online recruitment process, so that they can easily find out the matched candidates through information system and can separate the candidates who are not eligible for the post. Latterly the eligible candidates only are contacted for the written test session.

o Development of Recruitment Guide

A recruitment guide is a formal document that details the process to be followed to attract applicants for a job. It is usually based on the Recruitment and Selection portion of the EXIM Bank's Service Rules.

o Process Follow & Record Keeping

Prior to deciding where and how to look for applicants, EXIM Bank first checks for suitable resumes that were received previously. This resumes results from the use of multiple sources to identify candidates, e.g. advertisements, walk-ins, employee references, internship and online applicants for the suitable posts etc. EXIM Bank stores resumes of applicants manually and online basis, who are selected for second interview/pass written test for last one year. If there is any vacant position in EXIM Bank, they check these resumes in online for suitable candidates and categorize different eligible candidates.

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5.2.3 Strategy Development

Once the recruitment planning phase is completed EXIM Bank goes for development of a strategy. Strategy development process of EXIM Bank includes:

o Open Vs. Targeted Recruitment

Once employee requisition proposal is approved, one of the most difficult aspects of recruitment is to know where to look for applicants. In practice, EXIM Bank goes for targeted recruitment depending on KSAO's (Knowledge, Skill, Abilities and other job related characteristics) required for the job and availability of suitable applicants.

o Recruitment Source

Once it has been specified where and how individuals are likely to be found, there are several sources that are used to look for them. EXIM Bank's main source of recruitment is newspaper advertisement and online job advertisement in different job site and the EXIM Bank’s own job portal system.

o Choice of Source

There is no single best source of recruitment; each source has its strength and weaknesses. The number of jobs to be filled up is an important determinant for choice of source(s). For example, when EXIM Bank wants to recruit large number of Management Trainee Officer (MTO) or Trainee Assistant Officer (Cash)/ (IT) it goes for Newspaper advertisements, online job site advertisement and own job portal on their official website. The number of news papers in which ad should be published also depends on the number of people required. If numbers of vacant job is large, then ad will

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published on two or more Newspapers and it is usually published on Friday for greater coverage. The bank is also considered sources such as university placement offices, online job sites, job fairs etc. The bank needs to use, economical and effective sources of advertisement. Bank accepts to apply through their online system where ever the advertisement published, because online system helps to do the overall process very faster.

5.2.4 Application Searching

Once the recruitment planning and strategy development phases are completed, the HRD starts candidate searching. Searching for candidates first require the development of a message and then they selection of a media to communicate that message.

5.2.5 Communication Message

Information presented by the organization to the job applicant is essential for the decision to apply for a job. Organizations may use any of the four types of communication message:

Traditional Message Realistic Recruitment Message Attractive Message Targeted Message

EXIM Bank generally uses traditional and attractive communication message depending on the situation. EXIM Bank portrays the organization in a manner such that applicants are induced to apply, join and stay with EXIM Bank. The communication message is usually English. The message also helps an organization to create a positive image of Bank to the job seekers.

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5.2.6 Communication Medium

Not only is the message itself an important part of the recruitment process, selection of the medium to communicate the message also a challenge. EXIM Bank uses the following communication medium:

Advertisement Online Ads Organization’s Website.

5.2.7 Advertisement Guideline

Human Resource Division makes a draft for the newspaper advertisement/ Job site advertisement/ career portal advertisement and finalizes the contents in consultation with the concerned Division Head. After finalization, HRD sends the advertisement to the Creative Communication Division for publication. The advertisement is published in such a manner that it ensures the maximum visibility as well as mass coverage. HR considers the conciseness and attractiveness of the advertisement. In case of every vacancy advertisement, a copy of the advertisement is placed on the notice board.

An advertisement contains the following items, with the exception of blind ad:

Company Name & Logo Brief about the business/company Title and summary of the job Required qualification of the job Personality attributes Attractive and encouraging words for the candidates Address to apply

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EXIM bank keep the applicants formatted resumes collected by the online system on their web server and latterly download and use those data to analyze for the selection and other processes.

5.2.8 Director Referrals

Along with all the regular procedures, directors of the bank refer candidates for immediate employment. These candidates often lack suitability for the particular job. However, management always decides to offer job to these referral cases. In most of the cases, these applicants join as a Trainee Assistant Officer (Cash/IT) .If any referred candidate applies during an ongoing recruitment, his test results are scrutinized very leniently. It is often seen that to accommodate a referred applicant the management lowers the standard cut-off scores. If no recruitment process is in motion, the candidate attends a separate assessment test. Again the test script is examined leniently and he or she is offered position in the services of the Bank.

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5.3 Selection Process of EXIM Bank:

Successful selection activities entail a lot of careful planning and careful thought. Through this selection process most desirable candidates are found out which involves couple of steps. The steps are:

5.3.1 Initial Screening: The application form is given in the online and completely filled applications are carried forward for the preliminary test (Written employment Test). During this time initial screening is done through where potentially acceptable candidates are reviewed.

5.3.2 Written Employment Test: The human Resource department mails the admit card to the applicants who have completed the online application successfully via post card. The questionnaire of the test is based on mathematics, English and the respective job questions. It is usually held on 100 marks.

5.3.3 Work Sample Test: Work sample test is only done for IT people. Those who are selected after written and interview test; they have to face another exam which is IT related exam. They may have to do some computer related

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sample task to prove their capability of carrying out their duties. This is what is called work sample test.

5.3.4: Interview: The applicants passed in the employment written test are called by the bank. They are given an invitation for the viva-voce for the post.

5.3.5 Salary Negotiation: Candidates discussed this with the viva committee about their expectation and also they are be familiar with the terms and conditions as per company’s policy about salary and their expectations.

5.3.6 Job Offer: Finally they get offer letter for joining the particular job.

5.3.7 Background Investigation: The Human resource department scrutinizes the background of the applicant and tries to find out all ins and outs of the respective applicant. The applicants are kept unknown about the background enquiry source.

5.3.8: Pre Joining Documentation: These are

● Five years bond

● Medical Report

● Certificate Verification

● Fill up Service records & Employee profile

5.3.9 Probation Period: The applicants are appointed as “Appointment as Probationary Officer”. At the joining day the applicants are bound to sign up a

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“Five Years Bond” for a five years continuous service to the bank from the date of confirmation.

Chapter Six:

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Evaluation & Effectiveness of the

Procedure

6.1 Evaluation of the Recruitment Process

6.2 Evaluation of the Selection Process

6.3 Effectiveness of the Recruitment & Selection Procedure

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6.1 Evaluation Of The Recruitment Process:

From the above discussion of the process of recruitment it is clear that it forms a major part of an organization’s overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium term.

Therefore, the process of recruitment that EXIM Bank is following is quite satisfactory and effective. Because this recruitment process used to take one and a half a year's long time couple of years back but now the advancement of technological sector; this system has changed tremendously. Now this process only takes four to five months time period. Nonetheless is has increased the efficiency of the system and added speed.

So, it can be said that the process of recruitment is working more or less properly for the following bank though, obviously there is a future plan to make and modify and more modernize this system as smart, effective and fast.

6.2 Evaluation Of The Selection Process:

Selection is the process in which candidates for employment are divided into two classes, those who are offered employment and those who are not to be. So from this summarization of selection process it is being understood that after selection candidates have to go through several testing or experimenting phases i.e. written test, interview.

Further this selection procedure follows such steps just to find out most desirable candidates for the organization. And EXIM Bank following this system is effective and efficient. Because if there is no system of selection used

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and the organization simply hires people on a random basis, the proportion of successful performers hired may not be the same as unsuccessful performers hired. So there has to be a proper, useful and tactful selection process not only to attract candidates but also for the beneficiary purpose of the organization.

The main motive behind this selection process is to maximize the number of eligible candidates; through their performance company can achieve their goals and candidates, can show their eligibility successfully and also minimize the number of undesirable candidates so there would not be any concern for false negative decisions for the company.

6.3 Effectiveness Of Recruitment And Selection Procedure:

Effective recruitment and selection should not be about the luck of the draw. Systematic planning and preparation will increase the likelihood of taking on the right person. So obviously a company should evaluate its recruitment and selection process along with all its other human resource management activities.

Effectiveness of the recruitment process can be measures by compelling a recruitment efforts, it should evaluate the outcomes and methods used. In this way, the firm can improve the quality, success and sot effectiveness of the future recruiting efforts.

On the other hand, effectiveness of selection process can be measured by the utility of the system. The organization should not wait until after the selection system developed and implemented to judge its likely utility. The company should evaluate selection ratios, previous base tares of success, the cost of tests etc. By analyzing these factors before spending the time, effort and

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money to develop a selective system, HR specialists can more wisely develop and use selection procedures in their organization.

In spite of these the effectiveness of the recruitment and selection process can also be measured by measuring the satisfaction level of the existing employees of the bank. Through that we can find out whether they are satisfied or not with their current job as well as job placement, and a satisfied employee can always give the best output for the company. Through effective recruitment and selection procedure it is possible to place the right person at the right place for the best outcome possible. Because the effectiveness of recruitment and selection process is “ Placing the Right Person in Right Time at right Place”

Chapter Seven:

Methodology o the Research

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7.1 Likert Scale Method

7.2 Scoring and Analysis

7.3 Data from Primary Sources

7.4 Questionnaire Survey

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Methodology refers to more than a simple set of methods; rather it refers to the rationale and the philosophical assumptions that underlie a particular study. For conducting any research, the methodologies of sourcing data is a very important act as it paves the way for the product and fruitfulness of the study.

My research is on An Evaluation of Recruitment & Selection process of EXIM bank through measuring employee Satisfaction is conducted primarily based on data collected from Primary sources.

As per suggestion of my honorable course supervisor I have employed the Likert Scale Method in order to collect and analyze the data.

7.1 Likert Scale Method

A Likert scale or more accurately a Likert-type scale, is a psychometric scale commonly used in questionnaires, and is the most widely used scale in survey research, such that the term is often used interchangeably with rating scale even though the two are not synonymous. When responding to a Likert questionnaire item, respondents specify their level of agreement or disagreement on a symmetric agree-disagree scale for a series of statements. Thus the scale captures the intensity of their feelings. The scale is named after its inventor, psychologist Rensis Likert.

Sample question presented using a five-point Likert item

An important distinction must be made between a Likert scale and a Likert item. The Likert scale is the sum of responses on several Likert items. Because Likert items are often accompanied by a visual analog scale (e.g., a horizontal

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line, on which a subject indicates his or her response by circling or checking tick-marks), the items are sometimes called scales themselves. This is the source of much confusion; it is better, therefore, to reserve the term Likert scale to apply to the summated scale, and Likert item to refer to an individual item.

A Likert item is simply a statement which the respondent is asked to evaluate according to any kind of subjective or objective criteria; generally the level of agreement or disagreement is measured. It is considered symmetric or "balanced" because there are equal amounts of positive and negative positions. Often five ordered response levels are used. In terms of the other data characteristics, there was very little difference among the scale formats in terms of variation about the mean, skewness or kurtosis.

The format of a typical five-level Likert item is:

● Strongly disagree

● Disagree

● Neutral

● Agree

● Strongly agree

Likert scaling is a bipolar scaling method, measuring either positive or negative response to a statement. Sometimes a four-point scale is used; this is a "forced choice" method as middle option of "Neither agree nor disagree" is not available.

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Likert scales may be subject to distortion from several causes. Respondents may avoid using extreme response categories (central tendency bias); agree with statements as presented (acquiescence bias); or try to portray themselves or their organization in a more favorable light (social desirability bias). Designing a scale with balanced keying (an equal number of positive and negative statements) can obviate the problem of acquiescence bias, since acquiescence on positively keyed items will balance acquiescence on negatively keyed items, but central tendency and social desirability are somewhat more problematic.

7.2 Scoring and Analysis

After the questionnaire is completed, each item may be analyzed separately or in some cases item responses may be summed to create a score for a group of items. Hence, Likert scales are often called summative scales.

Whether individual Likert items can be considered as interval-level data, or whether they should be considered merely ordered-categorical data is the subject of disagreement. Many regard such items only as ordinal data,

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because, especially when using only five levels, one cannot assume that respondents perceive all pairs of adjacent levels as equidistant. On the other hand, often (as in the example above) the wording of response levels clearly implies a symmetry of response levels about a middle category; at the very least, such an item would fall between ordinal- and interval-level measurement; to treat it as merely ordinal would lose information. Further, if the item is accompanied by a visual analog scale, where equal spacing of response levels is clearly indicated, the argument for treating it as interval-level data is even stronger.

When treated as ordinal data, Likert responses can be collated into bar charts, central tendency summarized by the median or the mode (but some would say not the mean), dispersion summarized by the range across quartiles (but some would say not the standard deviation), or analyzed using non-parametric tests, e.g. chi-square test, Mann–Whitney test, Wilcoxon signed-rank test, or Kruskal– Wallis test. Parametric analysis of ordinary averages of Likert scale data is also justifiable by the Central Limit Theorem; although some would disagree that ordinary averages should be used for Likert scale data.

Responses to several Likert questions may be summed, providing that all questions use the same Likert scale and that the scale is a defendable approximation to an interval scale, in which case they may be treated as interval data measuring a latent variable. If the summed responses fulfill these assumptions, parametric statistical tests such as the analysis of variance can be applied. These can be applied only when more than 5 Likert questions are summed.

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7.3 Data from Primary Sources

In order to facilitate an in depth study and proper outcome, we have employed a major instruments of primary data collection: Questionnaire Survey on a randomly chosen sample. To maintain harmony in the exploration process, the selection of respondents for Questionnaire Survey was done mainly considering:

● Position in the organization – top, mid or operations level

● Age - less than 29, 30 – 39 or 40 +.

● Sex – male or female

7.4 Questionnaire Survey

A total of 20 randomly selected respondents were surveyed with a homogeneous set of questionnaire.

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Figure: Demographic dynamics of random sample group for survey

Chapter Eight:

Analysis and Interpretation of Data

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Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the goal of highlighting useful information, suggesting conclusions, and supporting decision making. Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names, in different business, science, and social science domains.

Data mining is a particular data analysis technique that focuses on modeling and knowledge discovery for predictive rather than purely descriptive purposes. Business intelligence covers data analysis that relies heavily on aggregation, focusing on business information. In statistical applications, some people divide data analysis into descriptive statistics, exploratory data analysis (EDA), and confirmatory data analysis (CDA). EDA focuses on discovering new features in the data and CDA on confirming or falsifying existing hypotheses. Predictive analytics focuses on application of statistical or structural models for predictive forecasting or classification, while text analytics applies statistical, linguistic, and structural techniques to extract and classify information from textual sources, a species of unstructured data. All are varieties of data analysis.

Data integration is a precursor to data analysis, and data analysis is closely linked to data visualization and data dissemination. The term data analysis is sometimes used as a synonym for data modeling.

I have 12 questions among them to discuss all matter I took 6 main questions as variables which can fully explain about the survey analysis. Now below I present the discussion by which getting the calculation from SPSS as, mean, standard deviation, correlation, regression, pie chart and historical diagram. Now, let's lay our eyes on those analysis and findings for the key questions:

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Established and Structured Recruitment & Selection Process

Frequency Table

Statistics


N Valid 20

Missing 0

Here we see for every variable inputted 20 data, here shows no missing data.


Frequency Percent Valid Percent Cumulative Percent

Valid Neutral 4 20.0 20.0 20.0

Agree 5 25.0 25.0 45.0

Strongly Agree 11 55.0 55.0 100.0

Total 20 100.0 100.0

In the case of Established and Structured Recruitment & Selection Process the frequency is 4(20%) for neutral means 4 of them stated that it is natural to

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have an Established and Structured Recruitment & Selection Process in the modern time by being neutral. And 5(25%) employees agreed with it while 11(55%) employees strongly agreed with the opinion that the bank specially has a Established and Structured Recruitment & Selection Process.

Pie Chart

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Descriptive

Descriptive Statistics

N Minimum Maximum Mean

Std.

Deviation Skewness Kurtosis

Statistic Statistic Statistic Statistic Statistic Statistic Std. Error Statistic Std. Error

Established and

Structured Recruitment

& Selection Process

20 3 5 4.35 .813 -.766 .512 -1.002 .992

Valid N (listwise) 20

The awareness of the participants about the established and structured recruitment & selection process of the bank is vary from 3(neutral) to 5(strongly agree). Here the values are distributed around the central value

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4.35 by which we could say that the average feeling about this statement is 4(agree). The variation in data from the central value is 0.813 which indicates the moderately low degree of homogeneity among the participants feeling about this statement.

Skewness tells us about the direction of variation. Here we found the result is -.766 which means the distribution is negatively skewed.

Kurtosis refers to the degree of flatness or peakedness in the region about the mode of a frequency curve. This statement has kurtosis -1.002 which means the distribution is platykurtic.

Correlations


Mean Std. Deviation N

Established and Structured Recruitment &

Selection Process

4.35 .813 20

Aware of the Recruitment & Selection Process 4.45 .510 20

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Correlations

Established and


& Selection Process

Aware of the

Recruitment &

Selection Process

Established and Structured

Recruitment & Selection Process

Pearson Correlation 1 -.019

Sig. (2-tailed) .937

N 20 20

Aware of the Recruitment & Selection

Process

Pearson Correlation -.019 1


N 20 20

Correlation determines the relationship between two or more variables; here exists a perfect correlation between the two variables Established and Structured Recruitment & Selection Process & Established and Structured Recruitment & Selection Process. As we can see that the correlation is (+1), meaning that both variables move in the same direction together.

Regression

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Variables Entered/Removed

Model Variables Entered Variables Removed Method

1 Effectively plays their role in

Identifying and Selecting the best

Suited Candidate, Effectively allows

Selecting the Right People in the

Right Placea

. Enter

a. All requested variables entered.

Model Summary

Model R R Square Adjusted R Square Std. Error of the Estimate

1 .709a .502 .444 .606

a. Predictors: (Constant), Effectively plays their role in Identifying and Selecting the best Suited Candidate, Effectively

allows Selecting the Right People in the Right Place

Here we find from model summary, the R is 0.709, which represents the simple correlation and coefficient of determination R2 is 0.502, means that 50.2% of the variation in the dependent variable has been explained by the independent variable. And the standard error is 0.606, which is quit far from zero and that indicates the weak positive correlation.

From the above discussion we can set a hypothesis that:

H1 = established and structured recruitment & selection process is strongly related to the recruitment & selection team as well as recruitment & selection process that effectively allows selecting the right people in the right place.

H0 = established and structured recruitment & selection process is not strongly related to the recruitment & selection team as well as recruitment &

Page | 82


selection process which effectively allows selecting the right people in the right place.

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 6.306 2 3.153 8.584 .003a

Residual 6.244 17 .367

Total 12.550 19

a. Predictors: (Constant), Effectively plays their role in Identifying and Selecting the best Suited Candidate, Effectively

allows Selecting the Right People in the Right Place

b. Dependent Variable: Established and Structured Recruitment & Selection Process

Now from the table we can see that P value (Sig.) .003 is less than alpha value 0.05 so the H1 is accepted and H0 null hypothesis is rejected.

Coefficientsa

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig.B Std. Error Beta

1 (Constant) 1.953 .820 2.382 .029

Effectively allows Selecting

the Right People in the Right

Place

.612 .169 .695 3.625 .002

Effectively plays their role in

Identifying and Selecting the

best Suited Candidate

.032 .209 .030 .155 .879

a. Dependent Variable: Established and Structured Recruitment & Selection Process

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We know that the regression equation is Y= a + bx. From the data of above coefficient table we made the equation like Y= 1.953+0.612X1+0.032X2 and we can say that 1 unit change of X1, X2 could change the value of Y at 0.612 & 0.032 unit. Here the standard error is 0.820 which means the correlation among the variables is not so perfect.

Effectively allows Selecting the Right People in the Right Place

Frequency Table

Statistics


N Valid 20

Missing 0

Here we can see there are 20 valid data and no missing data.



Valid Disagree 2 10.0 10.0 10.0

Neutral 6 30.0 30.0 40.0

Agree 8 40.0 40.0 80.0

Strongly Agree 4 20.0 20.0 100.0

Total 20 100.0 100.0

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In case of Effectively allows Selecting the Right People in the Right Place the frequency is 2 for the opinion disagree. That is among 20 employees 2(10%) times we found that the opinion regarding this fact reflects that the employees disagree with this view. Again 6(30%) employees were neutral about this. 8(40%) of them were agreed. While 4(20%) of them were strongly agreed with the statement.

Pie Chart

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Descriptive



Std.



Effectively allows

Selecting the Right

People in the Right

Place

20 2 5 3.70 .923 -.214 .512 -.595 .992


Here in this case the minimum value of the weights is 2, where the maximum number is 5. Here the values are distributed around the central value 3.70 by

Page | 86


which we could say that the average feeling about this statement is 4(agree). The variation in data from the central value is .923 which indicates the moderately low degree of homogeneity among the participants feeling about this statement.

Here, the skewnees is -.214 which means the distribution is negatively skewed.

And the kurtosis is -.595 which means the distribution is platykurtic.

Correlations

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Selection Process

4.35 .813 20

Effectively allows Selecting the Right People in

the Right Place

3.70 .923 20

Correlations

Established and

Structured

Recruitment &

Selection Process

Effectively allows

Selecting the Right

People in the Right

Place



Pearson Correlation 1 .708**


N 20 20

Effectively allows Selecting the Right

People in the Right Place

Pearson Correlation .708** 1


N 20 20

**. Correlation is significant at the 0.01 level (2-tailed).

There exists a high positive correlation between the two variables Established and Structured Recruitment & Selection Process & Effectively allows Selecting the Right People in the Right Place. As we can see that the correlation is (.708).

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Regression



1 Effectively plays their role in

Identifying and Selecting the best

Suited Candidate, Established and

Structured Recruitment & Selection

Processa

. Enter


Model Summary


1 .742a .551 .498 .654

a. Predictors: (Constant), Effectively plays their role in Identifying and Selecting the best Suited Candidate, Established

and Structured Recruitment & Selection Process

Here we find from model summary, the R is 0.742, which represents the simple correlation and coefficient of determination R2 is 0.551, means that 55.1% of the variation in the dependent variable has been explained by the independent variable. And the standard error is 0.654, which is quit far from zero.


H1 = the recruitment & selection process that effectively allows selecting the right people in the right place is strongly related to the role playing of recruitment & selection team in identifying & selecting the best suited candidate and the established and structured recruitment & selection process.

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H0 = the recruitment & selection process that effectively allows selecting the right people in the right place is not strongly related to the role playing of recruitment & selection team in identifying & selecting the best suited candidate and the established and structured recruitment & selection process.

ANOVAb


1 Regression 8.924 2 4.462 10.425 .001a

Residual 7.276 17 .428

Total 16.200 19

a. Predictors: (Constant), Effectively plays their role in Identifying and Selecting the best Suited Candidate, Established

and Structured Recruitment & Selection Process

b. Dependent Variable: Effectively allows Selecting the Right People in the Right Place

Here, from the table we can see that P value (Sig.) .001 is lower than alpha value 0.05 so the H1 is accepted and H0 null hypothesis is rejected.

Coefficientsa

Model


Standardized

Coefficients


1 (Constant) -.614 1.011 -.607 .552



Process

.713 .197 .627 3.625 .002

Effectively plays their role in

Identifying and Selecting the

best Suited Candidate

.292 .214 .236 1.363 .191

a. Dependent Variable: Effectively allows Selecting the Right People in the Right Place

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The regression equation is Y= a + bx. From the data of above coefficient table we made the equation like, Y= (-0.614)+0.713X1+0.292X2 and we can say that 1 unit change of X1, X2 could change the value of Y at 0.713 & 0.292 unit. Here the standard error is 0.674, which means the relation among the variables is not so perfect.

Effectively plays their role in Identifying and Selecting the best Suited Candidate

Frequency Table

Statistics


N Valid 20

Missing 0

We can see that, there are 20 valid data and no missing data.



Valid Neutral 4 20.0 20.0 20.0

Agree 9 45.0 45.0 65.0


Total 20 100.0 100.0

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For Effectively plays their role in Identifying and Selecting the best Suited Candidate, the frequency is 4(20%) for the opinion neutral. That is among 20 employees 4 times we found that they were neutral about the view. 9(45%) employees agreed with it while 7(35%) of them strongly agreed with the statement.

Pie Chart

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Descriptive



Std.



Effectively plays their

role in Identifying and

Selecting the best

Suited Candidate

20 3 5 4.15 .745 -.257 .512 -1.043 .992


Here in this case the minimum value of the weights is 3, and the maximum number is 5. Here the values are distributed around the central value 4.15 by which we could say that the average feeling about this statement is 4(agree). The variation in data from the central value is .745 which indicates the

Page | 93


moderately low degree of homogeneity among the participants feeling about this statement.

Skewness tells us about the direction of variation. Here, the skewnees is -.257 which means the distribution is negatively skewed.

Kurtosis refers to the degree of flatness in the region about the mode of a frequency curve. This statement has kurtosis -1.043 which means the distribution is platykurtic.

Correlations

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Selection Process

4.35 .813 20

Effectively plays their role in Identifying and

Selecting the best Suited Candidate

4.15 .745 20

Correlations

Established and


& Selection Process

Effectively plays their

role in Identifying and

Selecting the best

Suited Candidate



Pearson Correlation 1 .343


N 20 20

Effectively plays their role in Identifying

and Selecting the best Suited

Candidate

Pearson Correlation .343 1


N 20 20

There exists a positive correlation between the two variables Established and Structured Recruitment & Selection Process and Effectively plays their role in Identifying and Selecting the best Suited Candidate. As the correlation is (.343).

Page | 95


Regression



1 Effectively allows Selecting the

Right People in the Right Place,

Aware of the Recruitment &

Selection Process, Established and

Structured Recruitment & Selection

Processa

. Enter


Model Summary


1 .637a .406 .295 .626

a. Predictors: (Constant), Effectively allows Selecting the Right People in the Right Place, Aware of the Recruitment &

Selection Process, Established and Structured Recruitment & Selection Process

Here we find from model summary, the R is 0.637, which represents the simple correlation and coefficient of determination R2 is 0.406, means that 40.6% of the variation in the dependent variable has been explained by the independent variable. And the standard error is 0.626, which is quit far from zero.


H1 = effecting role playing of the recruitment & selection team in identifying & selecting the best suited candidate strongly related to the recruitment & selection process that effectively allows selecting the right people in the right place and the awareness of the recruitment & selection process as well as the established and structured process.

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H0 = effecting role playing of the recruitment & selection team in identifying & selecting the best suited candidate not strongly related to the recruitment & selection process that effectively allows selecting the right people in the right place and the awareness of the recruitment & selection process as well as the established and structured process.

ANOVAb


1 Regression 4.287 3 1.429 3.650 .035a

Residual 6.263 16 .391

Total 10.550 19

a. Predictors: (Constant), Effectively allows Selecting the Right People in the Right Place, Aware of the Recruitment &

Selection Process, Established and Structured Recruitment & Selection Process

b. Dependent Variable: Effectively plays their role in Identifying and Selecting the best Suited Candidate

Now from the table we can see that P value (Sig.) 0.035 is lower than the alpha value 0.05 so the H1 is accepted and H0 null hypothesis is rejected.

Page | 97


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) 5.669 1.490 3.805 .002



Process

.047 .250 .052 .189 .852

Aware of the Recruitment &

Selection Process

-.656 .281 -.449 -2.331 .033



Place

.323 .220 .400 1.464 .163

a. Dependent Variable: Effectively plays their role in Identifying and Selecting the best Suited Candidate

We know that the regression equation is Y= a + bx. From the data of above coefficient table we made the equation like Y= 5.669+0.047X1-0.656X2+0.323X3 and we can say that 1 unit change of X1, X2, X3 could change the value of Y at 0.047, -0.656 & 0.323 unit. Here the standard error is 1.490.

Satisfied with the Career Prospect you have in your Current Job Path

Frequency Table

Page | 98


Statistics


N Valid 20

Missing 0




Valid Strongly Disagree 2 10.0 10.0 10.0

Disagree 3 15.0 15.0 25.0

Neutral 6 30.0 30.0 55.0

Agree 3 15.0 15.0 70.0


Total 20 100.0 100.0

In case of Satisfied with the Career Prospect you have in your Current Job Path we can see a different picture, as only 2(10%) of them strongly believe that this current job is not helping them to achieve what they are capable of. But 3(15%) of them disagreed with the statement that the current job is satisfactory enough for them based on different facts. While 6(30%) were neutral. 3(15%) employees agreed with it. The frequency is 6(30%) for the opinion strongly agreed. That is among 20 employees 6 times we found that the opinion regarding this fact reflects that the employees are highly satisfied with current job.

Page | 99


Pie Chart

Page | 100


Descriptive



Std.



Satisfied with the

Career Prospect you

have in your Current

Job Path

20 1 5 3.40 1.353 -.260 .512 -1.004 .992


Page | 101


Here, the minimum value of the weights is 1, and the maximum number is 5. Here the values are distributed around the central value 3.40 by which we could say that the average feeling about this statement is 3(neutral). The variation in data from the central value is 1.353 which indicates the moderately low degree of homogeneity among the participants feeling about this statement.

Skewness tells us about the direction of variation. Here, the skewnees is -.260 which means the distribution is negatively skewed.


Correlations

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Selection Process

4.35 .813 20

Satisfied with the Career Prospect you have in

your Current Job Path

3.40 1.353 20

Correlations

Established and

Structured

Recruitment &

Selection Process

Satisfied with the

Career Prospect you

have in your Current

Job Path





N 20 20

Satisfied with the Career Prospect you

have in your Current Job Path



N 20 20

There exists a positive correlation between the two variables Established and Structured Recruitment & Selection Process & Satisfied with the Career Prospect you have in your Current Job Path. As we can see that the correlation is (.392).

Page | 103


Regression



1 See Yourself in this Career track in

the Long Run, Allows you to Give

the best Output for the Company,

Feel that you are Selected for the

Right Joba

. Enter


Model Summary


1 .610a .372 .254 1.169

a. Predictors: (Constant), See Yourself in this Career track in the Long Run, Allows you to Give the best Output for the

Company, Feel that you are Selected for the Right Job

Here we find from model summary, the R is 0.610, which represents the simple correlation and coefficient of determination R2 is 0.372, means that 37.2% of the variation in the dependent variable has been explained by the independent variable. And the standard error is 1.169.

Here from the above discussion we can set a hypothesis that:

H1 = satisfaction with the career prospect employees have in the current job path is strongly related to the current career track in the long run and giving

Page | 104


best output for the company by doing current job as well as the feeling about selected for the right job.

H0 = satisfaction with the career prospect employees have in the current job path is not strongly related to the current career track in the long run and giving best output for the company by doing current job as well as the feeling about selected for the right job.

ANOVAb


1 Regression 12.928 3 4.309 3.153 .054a

Residual 21.872 16 1.367

Total 34.800 19

a. Predictors: (Constant), See Yourself in this Career track in the Long Run, Allows you to Give the best Output for the

Company, Feel that you are Selected for the Right Job

b. Dependent Variable: Satisfied with the Career Prospect you have in your Current Job Path

Here, from the above table we can see that P value (Sig.) 0.054 approximately 0.05, which is equal to the alpha value 0.05, so the H1 is accepted while H0 null hypothesis is rejected.

Page | 105


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) -.065 1.508 -.043 .966

Feel that you are Selected for

the Right Job

-.189 .271 -.154 -.698 .495

Allows you to Give the best

Output for the Company

.419 .290 .316 1.443 .168

See Yourself in this Career

track in the Long Run

.748 .252 .623 2.961 .009

a. Dependent Variable: Satisfied with the Career Prospect you have in your Current Job Path

We know the regression equation is Y= a + bx. From the data of above coefficient table we made the equation like Y= (-0.065)-0.189X1+0.419X2+0.748X3 and we can say that 1 unit change of X1, X2 and X3

could change the value of Y at -0.189, 0.419 and 0.748 unit. Here the standard error is 1.5088.

See Yourself in this Career track in the Long Run

Frequency Table

Page | 106


Statistics


N Valid 20

Missing 0





Disagree 4 20.0 20.0 25.0

Neutral 6 30.0 30.0 55.0

Agree 6 30.0 30.0 85.0


Total 20 100.0 100.0

In the case of, See Yourself in this Career track in the Long Run we can see 1(5%) of them strongly believes that this current job is not helping them to achieve what he is capable of. And 4(20%) of them disagreed with the statement that the current job in the long run is satisfactory enough for them based on different facts. While 6(30%) of them were neutral, means they are happy with what they are. 6(30%) employees agreed with it. The frequency is 3(15%) for the opinion strongly agreed. That is among 20 employees 3 times we found that the opinion regarding this fact reflects that the employees are highly satisfied with current career track.

Pie Chart

Page | 107


Page | 108


Descriptive



Std.



See Yourself in this

Career track in the

Long Run

20 1 5 3.30 1.129 -.176 .512 -.602 .992


In this case the minimum value of the weights is 1, where the maximum number is 5. Here the values are distributed around the central value 3.30 by which we could say that the average feeling about this statement is 3(neutral). The variation in data from the central value is 1.129.

Here, the skewnees is -.176 which means the distribution is negatively skewed.

And the kurtosis is -.602 which means the distribution is platykurtic.

Page | 109


Correlations




Selection Process

4.35 .813 20

See Yourself in this Career track in the Long

Run

3.30 1.129 20

Correlations

Established and


& Selection Process

See Yourself in this

Career track in the

Long Run





N 20 20

See Yourself in this Career track in the

Long Run



N 20 20

Page | 110


There exists a positive correlation between the two variables Established and Structured Recruitment & Selection Process and See Yourself in this Career track in the Long Run. As we can see that the correlation is (.339).

Regression



1 Happy with What You Do, Feel that

you are Selected for the Right Job,

Satisfied with the Career Prospect

you have in your Current Job Patha

. Enter


Model Summary


1 .584a .341 .218 .998

a. Predictors: (Constant), Happy with What You Do, Feel that you are Selected for the Right Job, Satisfied with the

Career Prospect you have in your Current Job Path

Page | 111


Here we find from model summary, the R is 0.584, which represents the simple correlation and coefficient of determination R2 is 0.341, means that 34.1% of the variation in the dependent variable has been explained by the independent variable. And the standard error is .998, which is far from zero and that indicates the weak positive correlation.

Here from the above discussion we can set a hypothesis that:

H1 = seeing oneself in the current career track in the long run is strongly related to being happy with what they do and the feeling that he/she is selected for the right job as well as the satisfaction with the career prospect employees have in their current job path.

H0 = seeing oneself in the current career track in the long run is not strongly related to being happy with what they do and the feeling that he/she is selected for the right job as well as the satisfaction with the career prospect employees have in their current job path.

ANOVAb


1 Regression 8.258 3 2.753 2.763 .076a

Residual 15.942 16 .996

Total 24.200 19

a. Predictors: (Constant), Happy with What You Do, Feel that you are Selected for the Right Job, Satisfied with the

Career Prospect you have in your Current Job Path

b. Dependent Variable: See Yourself in this Career track in the Long Run

Here, from the above table we can see that P value (Sig.) 0.076, which is higher than the alpha value 0.05, so the H1 is rejected and H0 null hypothesis is accepted.

Page | 112


Coefficientsa

Model


Standardized

Coefficients


1 (Constant) .237 1.558 .152 .881

Feel that you are Selected for

the Right Job

.246 .228 .241 1.076 .298

Satisfied with the Career

Prospect you have in your

Current Job Path

.366 .193 .439 1.892 .077

Happy with What You Do .227 .303 .183 .748 .465

a. Dependent Variable: See Yourself in this Career track in the Long Run

We know the regression equation is Y= a + bx. From the data of above coefficient table we made the equation like Y= 0.237+0.246X1+0.366X2+0.227X3 and we can say that 1 unit change of X1, X2

and X3 could change the value of Y at 0.246, 0.366 and 0.227 unit. Here the standard error is 1.558.

Love Your Job

Frequency Table

Page | 113


Statistics

Love Your Job

N Valid 20

Missing 0

Here we see for every variable inputted 20 data, here shows no missing data.

Love Your Job



Disagree 2 10.0 10.0 15.0

Neutral 6 30.0 30.0 45.0

Agree 4 20.0 20.0 65.0


Total 20 100.0 100.0

In case of Love Your Job, 1(5%) of them strongly believes that this current job is not helping them to achieve what they are capable of. And 2(10%) of them disagreed with the statement that the current job is satisfactory enough for them based on different facts. While 6(30%) of them are neutral, that they are neither so happy nor so unhappy. 4(20%) employees agreed with it. The frequency is 7(35%) for the opinion strongly agreed. That is among 20 employees 7 times we found that the opinion regarding this fact reflects that the employees are highly satisfied with current job & really loves to work for the BANK.

Page | 114


Pie Chart

Page | 115


Descriptive


N Minimum Maximum Mean Std. Deviation Skewness Kurtosis


Love Your Job 20 1 5 3.70 1.218 -.520 .512 -.545 .992


Here, the minimum value of the weights is 1, and the maximum number is 5. Here the values are distributed around the central value 3.70. The variation in data from the central value is 1.218.

Page | 116


Skewness tells us about the direction of variation. Here, the skewnees is -0.520 which means the distribution is negatively skewed.


Correlations

Page | 117





Selection Process

4.35 .813 20

Love Your Job 3.70 1.218 20

Correlations

Established and

Structured

Recruitment &

Selection Process Love Your Job





N 20 20

Love Your Job Pearson Correlation .271 1


N 20 20

There exists a positive correlation between the two variables Established and Structured Recruitment & Selection Process and Love Your Job. As we can see that the correlation is (.271).

Page | 118


Regression



1 See Yourself in this Career track in

the Long Run, Effectively allows

Selecting the Right People in the

Right Place, Satisfied with the

Career Prospect you have in your

Current Job Patha

. Enter


Model Summary


1 .684a .468 .368 .968

a. Predictors: (Constant), See Yourself in this Career track in the Long Run, Effectively allows Selecting the Right People

in the Right Place, Satisfied with the Career Prospect you have in your Current Job Path

Here we find from model summary, the R is 0.684, which represents the simple correlation and coefficient of determination R2 is 0.468, means that 46.8% of the variation in the dependent variable has been explained by the independent variable. And the standard error is .968, which is far from zero.


H1 = loving their job is strongly related to the current career track in the long run and the process that allows selecting the right people in the right job as well as the satisfaction with the career prospect employees have in their current job path.

Page | 119


H0 = loving their job is not strongly related to the current career track in the long run and the process that allows selecting the right people in the right job as well as the satisfaction with the career prospect employees have in their current job path.

ANOVAb


1 Regression 13.202 3 4.401 4.694 .016a

Residual 14.998 16 .937

Total 28.200 19

a. Predictors: (Constant), See Yourself in this Career track in the Long Run, Effectively allows Selecting the Right People

in the Right Place, Satisfied with the Career Prospect you have in your Current Job Path

b. Dependent Variable: Love Your Job

Now, from the above table we can see that P value (Sig.) 0.016, which is lower than the alpha value 0.05, so the H1 is accepted and H0 null hypothesis is rejected.

Coefficientsa

Model


Standardized

Coefficients


1 (Constant) .324 1.023 .317 .756



Place

.338 .254 .256 1.328 .203

Satisfied with the Career

Prospect you have in your

Current Job Path

.259 .200 .288 1.297 .213

See Yourself in this Career

track in the Long Run

.378 .234 .350 1.611 .127

a. Dependent Variable: Love Your Job

Page | 120


The regression equation is Y= a + bx. From the data of above coefficient table we made the equation like Y= 0.324+0.338X1+0.259X2+0.378X3 and we can say that 1 unit change of X1, X2 and X3 could change the value of Y at 0.338, 0.259 and 0.378 unit. Here the standard error is 1.023.

Chapter Nine:

Findings, Recommendation &

Conclusion

9.1 Findings

9.2 Recommendation

9.3 Conclusion

Page | 121


Page | 122


9.1 Findings

In order to acquire feedback from the relevant parties to my research An Evaluation of Recruitment & Selection process of EXIM bank through measuring employee Satisfaction, I designed the questionnaire with 12 different questions. From them I took 6 main questions as variables which can fully explain about the survey analysis. All these questions were segregated in 2 subsets with the intention to identify responses for specific concepts, namely:

1. Efficiency of recruitment & selection process of EXIM Bank

2. Level of employee satisfaction

A well structured and established recruitment & selection process is the prerequisite for a qualified and effective human resource team. In fact, it is the doorway. The first 3 questions intended to evaluate the effectiveness and efficiency of the recruitment & selection process as well as the team enforcing it. It was observed that most believe that there is a well established process that facilitates a proper employee hiring. The team working is also an efficient one for the job. However, through advanced training and knowledge sharing the total performance of recruitment function can be further enhanced.

The last 3 questions searched for the signs of employee satisfaction. As the statements were quite simple and clear, employees also responded with ease and precision. Summarizing the responses I can see that they do love their jobs. They are also quit happy with the future prospects. Though the satisfaction level is not so high, still its good but not so satisfactory. And a good no. of them also like to have the current career track in the long run at EXIM bank.

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9.2 Recommendation

Basically, an organization always tries to increase the employee satisfaction to keep them motivated and ready to face the uncertain environment. The environmental change, development and innovation in technology and education that quickly happens, etc. has been changing the job characteristics continuously. Therefore, employees need special skills and advanced knowledge their work well so that they can give their highest productivity to the organization.

The employee satisfaction is an important discourse for EXIM Bank, because it is related to the achievement and performance that can be achieved by employee. In which, it will influence their productivity and company performance as a whole. Therefore, company should try to increase the employee satisfaction. This can be achieved by selecting the right people to do the right job as well as creating and maintaining the working conditions that encourage employees to increase their performance, both while performing their job individually or together in a team.

Employee productivity depends on the amount of time an individual is physically present at a job and also the degree to which he or she is "mentally present" or efficiently functioning while present at a job. EXIM Bank needs to address both of these issues in order to maintain high worker productivity, and

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morale. If an employee believes that their job is interesting and fun, they are more likely to work hard and attend work consistently.

On the other hand, if the employee of EXIM bank finds that their job is a misfit, boring or less demanding, a negative attitude will develop leading to a decrease in productivity. Generally, the more satisfied employees are, the more they tend to be productive employees. When employees feel satisfied they will be less likely to leave their work. Job satisfaction itself depends on the level of intrinsic and extrinsic outcomes and how the jobholder views those outcomes. These outcomes have different values for different people. For some people, responsible and challenging work may have neutral or even negative value depending on their education and prior experience with work providing intrinsic outcomes. For other people, such work outcomes may have high positive values. People differ in the importance they attach to the job outcomes. Those differences would account for different levels of job satisfaction for essentially the same job tasks.

Although committed and loyal employees are the most influential factor to becoming an employer of choice, it's no surprise that companies and organizations face significant challenges to find and retain energized and engaged workforces. However, there is plenty of research to show that increased employee satisfaction, commitment and trust in leadership can positively impact the company's profit curve. In fact, the true potential of an organization can only be realized when the productivity level of all individuals and teams are fully aligned, committed & energized to successfully accomplish goals of organization.

As a result, the goal of every company should be to improve the desire of employees to stay in the relationship they have with the company. When companies understand and manage employee loyalty rather than retention specifically, they can reap benefits on both sides of the balance sheet i.e.

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revenues and costs. This can especially be achievable when the employee is doing the job he likes, he’s confident of having the right set and level of qualities to do it and he sees himself in the same career track in the long run. It can only be possible when there is a perfect ‚employee position fit.

9.3 Conclusion

To ensure being the one of the leading commercial banks of the country, EXIM Bank needs to be focused towards adopting best practices in the human

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resource management field. It needs to take a good look at its human resources planning, selection and recruitment process as this is the foundation of the company. If any organization fails to adopt best policies in regard to this process, it is very likely that they will not be able to pick up the best possible resources from the market, which will eventually hit the organization's performance negatively. So with the help of perfect policies for recruiting and selecting the right person with the proper skill & knowledge at the right place, an organization can have the best HR possible to achieve the best.

As a closing remark, I would say that I really enjoyed my internship period at EXIM Bank form the very first day. I am confident that this 3 (three) months internship program will definitely pave the way for my career in the job market. I also now understand‚ Efficient Recruitment & Selection process leads to better ‘employee-position’ fit and thus yields a greater employee satisfaction about the jobs performed which will not only help me to walk in the right career path but also hope it will help others as well to design their own track.

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an evaluation of recruitment and selection procedure of export import bank of bangladesh limited

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