As part of my MBA program, I‟m working on the internship report on well-known IT Company named “Graphicpeople|Softwarepeople Ltd”. During my tenure I have gained valuable knowledge and experience in the field of Human Resource. So based on my learning and experience from the organization I have completed my internship report on the recruitment and selection activities of “Graphicpeople|Softwarepeople Ltd”. In this paper I have tried to focus and analyze the recruitment and selectionprocess of “Graphicpeople|SoftwarepeopleLimited” and what kind of value added services they are providing to their employees. In the report I have discussed what kind of activities I have done describes in details. The services include recruitment and selection, Performance appraisal, training and development and daily operations. In GP|SP joining process is very strict and confidential. In case of training I have tried to explain the different area of recruitment and selection. These are: Current situation of recruitment, how to advertise and attract candidates, succession planning etc. In recommendations I have mentioned how the company can improve and also give some suggestions. In this report the problems, scope, limitations and various analyses are also done.
The ACME Laboratories Ltd is one of the top listed pharmaceutical organizations in Bangladesh because of their high performance driven. Their exclusive HR practices help them to achieve their goals. Hence, the management development programs are introduced to update their employees. This report tried to look on how and why recruitment and selectionprocess have done. This report also shows my observation on recruitment and selectionprocess. This report provides some recommendation which may help to improve their process.
would mean either a promotion or better prospect promotion. Manager, ER & Talent Management will return the Requisition Form with his comments to the requiring department at the earliest. Recruitment procedure will then be set in motion where replacement of existing employee is not possible. While hiring, preference is given first to employees working for the Company. The fact that a qualified employee is doing essential work in a position that may be harder to fill than the current open position may be an influencing factor, but when making such decisions supervisors must be careful in order not to block career advancement merely for immediate convenience. Each BU Head / Functional Head has involvement in the selectionprocess, since their assessments of employee performance directly influence the BU / Function operations. However, the following guidelines to be followed in the promotion selectionprocess:
Gathering of Applications- Once the recruitmentprocess is finished, NRBGB moves towards the selectionprocess which begins with the gathering of application forms through online. After gathering all the application they investigate the forms and decide who will sit for the written exam or not. If the application does not meet the bank’s desired requirement then the application
Recruitment involves locating individuals, with appropriate qualifications and in sufficient numbers and encouraging them to apply for jobs with a particular organization. The basic purpose of recruiting is to ensure a sufficient pool of applicants from which the most qualified individuals may be selected. On the other hand, selectionprocess begins where recruitment ends- with the applicant pool. Selecting is actually the process of choosing from a group of applicants that individual deemed to be best qualified for particular job opening. Recruiting and selecting candidates is very important for any organization as qualified employees can lead an organization to its success.
The report, “The recruitment and selectionprocess of Asiatic Experiential Marketing Limited”, has been prepared to fulfill the partial requirement of BBA program. While preparing this report, I had a great opportunity to have an in depth knowledge of HR activities, especially on the recruitment and selectionprocess of Asiatic Experiential Marketing Limited. This report brings me closer to the analysis of Asiatic Experiential Marketing Limited’s HR policies towards the employees and helps to develop an understanding about Asiatic Experiential Marketing Limited’s detailed recruitment and selectionprocess. I have collected all the necessary and relevant information from various primary and secondary sources. I would like to give thanks to Feihan Ahsan and Smita Aparnathose who helped me lot to prepare thisreport.
2) Chungyalpa W (2016): Recruitment and selection remains one of the most important functions of the HR department. As competition increases between firms, selecting and recruiting the right and qualified talents become all the more important. Traditionally companies have largely relied upon prospective candidates to find the firm however today head hunting is a active function of the HR department. Firms not only need to head hunt but also must retain existing employees. The entire recruitment and selection strategy has changed and evolved to a new form where the onus lies on the firms to advertise, attract, and retain top talents. Internet based technologies and various other software and information systems have provided new capabilities like never before. There is a growing trend amongst firms to adopt and utilize these technical solutions. The future is bound to see an increased role of internet based solutions in recruitment and selectionprocess.
Recruiting is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted, to acquire new skills, and to permit organizational growth. Recruiting is an even more important activity when unemployment rates are low and economic growth is strong, as firms compete to attract the qualified employees they need to succeed. Recruitment follows HR planning and goes hand in hand with the selectionprocess by which organizations evaluate the suitability of candidates for various jobs. Without accurate planning, organizations evaluate the suitability of candidates for various jobs. Without accurate planning, organizations may recruit the wrong number or type of employees. It also focuses on the job applicant and the ways in which candidate looks for and choose a job.
management system to digital management system. Use of internet, computer software are very important things for the managerial works. In order to maintain digital management system, many IT firms are working in the country. They have different types of manpower but how they are employed, it is not known to many of us. The present study is an IT solution company. Though it is working in Bangladesh, it is believed that this study would help several parties to know their strategies for recruitment and selectionprocess.
Human resource management also known as people management is one of the most important department in every organization. Human resource management includes some key tasks like job analysis, recruitment, selection, training, compensation, and performance appraisal. It helps an organization to fill its key position with appropriate employee and ensure their highest productivity by proper training, appraising and motivation. After complete my internship I make a report on recruitment and selectionprocess of First Security Islami Bank Limited. It is based on my theoretical and practical knowledge.
Organizational productivity depends on its employees. They are the major element for any organization. So manpower should tested properly and recruitment and selection offers different steps to the organizations in order to select most capable candidate.Preparation required being successful before recruiting and selecting; an employer should complete a job analysis, job description and person specification. These documents will help to fully clarify the role as the employer sees it. A clear description is important so it can be communicated to the potential employee. When an employee knows what is expected of them they can assess whether or not the position is right for them. Knowing what is expected allows the employer to select staff much more objectively, reducing the risk of failure in the selectionprocess. Recruitment and selection is also important in performance management, as illustrated below, because performance expectations are shared at the start.
In this study helps the organization to identify the area of problem and suggest way to improve the recruitment and selectionprocess, this study focus on understanding recruitment and selectionprocess this study helps to manage a manpower budget for the recruitment and selectionprocess, this study helps to evaluate the time constrain for the recruitmentprocess. The study stratified sampling technique is used.
2. Maintaining a Database of CVs: The bank should maintain a database of CVs of all applicants, which would be easier if applying online is encouraged. PBL may also maintain a separate database of candidates who have been selected. From this database it will be evident after a while, which university graduates are more suitable for the jobs in PBL. Because, it can clearly be seen which graduates are doing better during the recruitment and selectionprocess of the bank. From then on, PBL can target and advertise only in those universities and institutions for candidates.
The study of this report is the reflection of one of the most popular retail chain organization “Aarong” and the project describes the Recruitment and Selectionprocess for the position of “Sales Associates” along with the overall Recruitment and Selectionprocess of other positions in the organization. The first chapter simply describes the objectives, methodology, scope and limitation of the report. The second chapter is based on the information of the organization mentioning the history of the organization at first, then followed by its birth, meaning of the logo, the mission and vision statement, key values, operational network, the outlet lists, “Aarong’s contribution in export sector and the reward it has achieved. In the third chapter it is completely based on job of internship. The nature of the job which discusses both jobs of the HR department as well as job for the position of internship is the focus of this chapter. This chapter explains my regular activities in “Aarong” along with the project task I was given by my internship supervisor which was “The recruitment and selectionprocess of the sales associates of “Aarong”. Then the critical observation and recommendation based on the project task where some analysis has been being discussed. After that the recruitment and the election process of “Aarong” and “AAF” has been explained. Then again some critical observation and recommendation is discussed based on the recruitmentprocess. The second last topic is the conclusion and after that in the end I have mentioned references from where I have taken some information to fulfill this report.
One of the most important things for an organization is to attract, screen and select qualified persons. Such activities are generally done by the HR department of an organization. HR hires good people so that company succeeds, they provide good benefits so that employee wants to remain in the company as long as possible, and they train to protect company from liability and to ensure that employees are producing at highest level. I wanted to be in such part of an organization where I can impact company’s performance every day and at the same get to spend a great deal of my time working one on one with employees at all level That is why I have chosen “Recruitment and Selectionprocess of Accenture” as my topic of this report because I want to gather knowledge about the process and practice that organization uses to allocate the right person at the right time for the right position in the organization.
Aarong carries the whole recruitment and selectionprocess which become easier for having its own in-house recruitment and selection team. Though there is a separated training team but they also play a crucial role in the selectionprocess. However the Sales Associates who are also called Project Staffs in the Aarong stay in the probation period which is 6 months. The employees are closely observed by the outlet manager in these 6 months ; so that they could keep record of their performance and give feedback and score in the Performance Appraisal on correspondence of performance indicators. The employee who will full-fill all the required criteria and obtain minimum marks in the performance evaluation will be confirmed as the permanent employee of the organization.
Before going into the discussion on recuriment and selectionprocess, it would be adapt to understand the word “recuriment and selectionprocess”. Recruitment is the process concerned with identification of sources from where the personal can be employed motivating them to offer themselves or employment .Recruitment is the process of finding and attracting capable applicant for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a proof of applicant from which new employees are selected. Recruitment is a competition dust as corporation compete to develop, manufacture and market the best product service, so that they also compete to identify, attract and mire the most qualified people. Recruitment is a business and it is a big business. Recruitment is one of the major functions of HRM. It helps the manager to attract and select best candidates for the organization.
The analysis of the Questionnaire was totally depending on the primary data as fifty respondents were chosen on the origin of random sampling as well as convenient sampling. The entire chosen respondents are the employees of the company TK Maxx, top and middle level employees. The numbers of questions that are included in the questionnaire are fifteen and basic purpose behind these questions is to understand the Effectiveness of Recruitment and Selectionprocess in TK Maxx Company. The questionnaires were either e-mailed to respondents or they were personally invited to fill the questionnaire. The analysis of each of these questions, that respondent have answered according to their choice are shown below.
With due respect and humble submission I would like to inform you that I am Abdullah-Al- Fahad from MBA program. It is indeed a great pleasure to have the opportunity to submit the Internship report. I have prepared the Internship report according to your instructions. The topic name is “Recruitment & SelectionProcess of URMI GROUP". While preparing this Internship report I came to know about several terms on HR. I have tried my best to present all the things to make the report more informative and usual one. If any part of the assignments means inappropriate and irrelevant with the subject please advise me.
The main goal of this report is to become familiar with the human recourses practice of Reckitt Benckiser Bangladesh Ltd., especially with their recruitment and selectionprocess. Every organization considers human recourse as the most important recourse. For their success, they always concern about recruiting and selecting the best candidates. Therefore, we can say recruitment and selection is an important part of an organization. Recruitmentprocess focuses on applicant‟s talents, skills and experience. Besides, selectionprocess deals with preparing list of qualified candidates and identifying the best candidate among them.