Recruitment & Selection System: A Study

on Golden Heights Limited

[This Internship Report is submitted for the partial fulfilment of the requirements for
the Degree of Bachelor of Business Administration with a major in Human Resource
Management]

PREPARED BY:
Maroof Bin Rafiq
Matric ID NO.: B151064
Program: BBA
Major: HRM
Spring 2018

Date of Submission: 16th February 2018

DEPARTMENT OF BUSINESS ADMINISTRATION

INTERNATIONAL ISLAMIC UNIVERSITY
CHITTAGONG
 Recruitment & Selection System: A Study
on Golden Heights Limited

[This Internship Report is submitted for the partial fulfilment of the requirements for
the Degree of Bachelor of Business Administration with a major in Human Resource
Management]

PREPARED BY:
Maroof Bin Rafiq
Matric ID NO.: B151064
Program: BBA
Major: HRM
Spring 2018

SUPERVISED BY
Mr. Md. Nazamul Hoque
Associate Professor
Department of Business Administration
International Islamic University Chittagong

Signature of Supervisor

Date of Submission: 16th February 2019

DEPARTMENT OF BUSINESS ADMINISTRATION

INTERNATIONAL ISLAMIC UNIVERSITY CHITTAGONG
 LETTER OF TRANSMITTAL
16 February, 2019
To
The Convener
Department of Business Administration
International Islamic University Chittagong (IIUC)

Subject: Submission of Internship Report.

Dear Sir,

This is my immense pleasure submitting my internship report based on the

topic of Recruitment & Selection System: A Study on Golden Heights
Ltd. This report is the upshot of my internship program that correlated my
academic study with practical organizational experience. This was a new
dimension of knowledge gathering for myself in particular and my
department in general.

I beg your kind excuse for the unintentional errors, if any, in preparing the
report despite my best efforts. I hope that you would be kind enough to
receive this report, and oblige me thereby.
Yours Sincerely,

Maroof Bin Rafiq

Matric No.: B151064
Program: BBA
Major: HRM
Department of Business Administration
International Islamic University Chittagong
 ACKNOWLEDGEMENT
It is indeed a great pleasure and honor on my part to have the opportunity to submit
this report after three months of practical orientation in Golden Heights Limited. I
would like to offer my heartiest gratitude to Allah (SWA) for which this report would
have not been possible to prepare and submit in time.

At the very outset, I am grateful to my faculty advisor, Mr. Md. Nazamul Hoque,
Associate Professor. for his generous guidance, never-ending support until I finished
this report. My special thanks goes to Mohammad Jonaed Kabir, Associate
Professor and Convener of BBA internship program, for his sincere advice and
guidance in presenting this internship report.

I would also like to thank Mashrurul Mowla, Associate Professor & Head of the
department. It is a great pleasure to express my heartiest gratitude to all teachers of
the DBA for their valuable suggestion and kind co-operation extended to me during
the period of internship.

I would like to express my heart-felt gratitude to Mr. Md. Reza-ul-Hoque (Senior

HR & Admin) of Golden Heights Ltd, Bangladesh and all other members of
Golden Heights Ltd for their ample support rendered during my internship program
to me.
 EXECUTIVE SUMMARY
This internee report, “Recruitment & Selection: A study on Golden Heights Ltd”
has been prepared to fulfill the partial requirement of BBA program. While preparing
this Internship report, I had a great opportunity to have depth knowledge about the
recruitment and selection system in an organization. The main reason of this report is
to become familiar with the realistic business world and to attain practical knowledge
about recruitment and selection process.

The company believes that without proper selection of right people in right it is
impossible to complete the organizational goal. Golden Heights Ltd is one of the
leading service oriented and Garments Company in Kalurghat. Major (Retired) Abdul
Mannan is the founder of the Group. Currently the group employees over 350 people
in its different companies.

The report is based on Recruitment & Selection process at Golden Heights Ltd. The
purpose of this report is to understand how the recruitment & selection process are
being determined. After knowing the scenario of Golden Heights Ltd in terms of their
Recruitment & Selection process some recommendations came up. The report also
consists recommendation & conclusion, according to my point of view, which I thin
would improve the environment of the organization if implemented.
 Table of Contents

Item Particulars Page No.

No.

Chapter 01- Introduction 01-04

1.1 Introduction 02

1.2 Objectives of the Study 03

1.3 Methodology of the Study 03

1.3.1 Sources of data Collection 03

1.3.2 Data Analysis, Interpretation & Report Writing 03

1.3.3 Data Collection instruments 04

1.4 Limitations of the Study 04

1.5 Chapter Plan of the Study 04

Chapter 02- An Overview of Golden Heights Ltd 05-10

2.1 Introduction 06

2.2 List of Sister Concern Under Sunman Group 06

2.3 Vision 07

2.4 Mission 07

2.5 Objective 07

2.6 General Profile 07

2.7 Major Clients 08

2.8 Major Departments 08

2.9 Organizational Organogram of Golden Heights Ltd 09

2.10 SWOT Analysis 10

Chapter 03- Recruitment & Selection: A Theoretical 11-19

Overview
3.1 History of Human Resource Management 12

3.2 Recruitment 12-13

3.3 Recruitment Needs 13

3.4 Sources of Recruitment 13

3.4.1 Internal Sources 13-14

3.4.2 External Sources 14-15

3.5 Advantages & Disadvantages of Internal Source 15-16

3.6 Merits & Demerits of External source 16-17

3.8 Selection Process 18-19

Chap 04 - Recruitment & Selection Process in Golden 20

Heights Ltd
4.1 Human Resource Management Process 21

4.2 Human Resource Planning in Golden Heights Ltd 21

4.3 Sources of Recruitment at Golden Heights Ltd 22-23

4.4 Recruitment and Selection Process of Golden Heights Ltd 23

4.5 Recruitment Process of Golden Heights Ltd 24-25

4.6 Selection Process of Golden heights Ltd 26-29

4.7 Joining of the Candidate 29-30

4.8 Summary of Recruitment & Selection Process of Golden Heights Ltd. 31

4.9 Job Responsibilities 32

4.10 Survey on Recruitment and Selection of Golden Heights Ltd. 33-42

Chapter 05- Findings, Recommendations & Conclusions 43

5.1 Findings 44

5.2 Recommendations 45

5.3 Conclusions 46

5.4 Reference 47
 Chapter 01

Introduction

1|Page
1.1 Background
Internship is considered as an interface between academic knowledge and practical
field. Students can have primary idea about job and can get practical exposure by
doing internship in various organizations. Though I have completed all the courses in
BBA program, I have a very little knowledge about practical fields and this is one of
the requirements of BBA degree from INTERNATIONAL ISLAMIC UNIVERSITY
CHITTAGONG (IIUC).

As a student of Human Resource Management, it is very much necessary for me to

know about the recruitment and selection process of an organization like GOLDEN
HEIGHTS LTD. Now a day’s business world is very competitive therefore
organizations looking for talent, extrovert graduates who belong to high degree of
adaptability quality. So, to operate the business successfully we have to focus on
organization recruitment and selection process.

Based on my practical experience as well as theoretical knowledge, I have

accomplished the project report regarding recruitment and selection process of
GOLDEN HEIGHTS LTD.

2|Page
1.2 Objective of the study
The main objective of study is to evaluate employee recruitment and selection system
of Golden Heights ltd. The reports serves the following objectives:

1. To study about recruitment system of Golden Heights Ltd.

2. To evaluate selection system of Golden Heights Ltd.
3. To identify the problem relating to the recruitment and selection system of
Golden Heights Ltd.
4. To recommend in improving the recruitment and selection process of Golden
Heights Ltd.

1.3 Methodology off the study

1.3.1 Sources of data collection

In order to make the report more meaningful and presentable data and information
have been used widely. Data has been collected from primary as well as secondary
sources but emphasis has been made more on primary sources. Data has been
collected from:

 Annual report of Golden Heights Ltd.

 Different paper of Golden Heights Ltd.
 Unpublished data.
 Website.
 Manuals of Bangladesh Labor law.

1.3.2 Data Analysis, Interpretation & Report writing:

To analyze and present the numerical data and values associated with health and
safety issue of the bank. I have used following tools and techniques- Column Chart,
Bar Chart, Line Chart, Pie Chart. Both qualitative and quantitative analyses have been
done while conducting this study. Microsoft Word and Microsoft Excel were used to
analyze, process and graphically represents gathered data.

3|Page
1.3.3 Data collection Instrument:

A close called questionnaire have been developed covering the organization

employees demographic information and “Likert-05”, simple percentage and graph
were used in analyzing the variables.

1.4 Limitations of the study

There were some problems while I have performed my job. A wholehearted effort
was applied to conduct my report and to bring a reliable and fruitful result. In spite of
having the wholehearted effort, there exits some limitations, which acted as barrier.
The limitations are-

 For security reason we cannot expose some confidential papers which is

directly related on my report.
 Another problem was time constraints. The duration of my report was only
three months.
But this time is not enough for to ready this type of heart.
 Shortages of relevant paper.

1.5 Chapter plan of the study

Chapter 01: Introduction which cover objectives of the company, methodology of the
study and limitations of the study.

Chapter 02: It is about company overview. It includes over all scenario of the Golden
Heights Ltd.

Chapter 03: Theoretical part on recruitment and selection.

Chapter 04: Recruitment and selection in Golden Heights Ltd.

Chapter 05: Findings on analysis, possible solutions on recommendations and

conclusions.

4|Page
 Chapter 02
Overview of Golden Heights Ltd

5|Page
2.1 Introduction
Golden Heights Limited is a Ready Made Garment factory unit of Sunman Group.
Sunman Group is one of the leading Garment & Textile companies in Ready Made
Garment Industry of Bangladesh. It was established in 1975 named Azim Mannan
Limited as a 100% export oriented Ready Made garments factory. Today Sunman
Group with its 35 Ready Made garment factories and backed by other units producing
the required accessories is one of the leading exporters of the country.

Golden Heights Limited started its journey in 2010 by setting up a woven Garment
manufacturing unit in Chittagong, Bangladesh. Since the inception, it has been widely
recognized by happy clients from different parts of the world as a reliable and quality
conscious factory that cares about buyer’s requirements, as well as, maintains a
healthy, hygienic and safe atmosphere for the people who are working in the factory.
The management of GHTL is dynamic, pro-active and sincere to their jobs. By taking
advantage of their technical know-how, industry knowledge and expertise developed
over the last half decades.

It has a big deal and reputation to get new order especially in the EUROPE, USA and
CANADA market. The merchandising part of GHTL plays an important role in the
field of liaising with the buyers on the day to day basis and will constantly update on
fabric and accessories tracking, clearness of import, inventory status, production
status, exporting status, payment status etc.

Head Office: CDA Annex Building (2nd Floor), Shaheed Suhrawardi Road, P.O. Box
No. 673, Chittagong, Bangladesh.
PABX : 611033-4, 617307,611382,636683,620714. Fax: 88-031-610352, E-mail :
info@sunman.net
Dhaka Office: Silver Tower (16th, 18th floor), 52 Gulshan Avenue, Circle-01, Dhaka-
1212, Bangladesh.Tel:8816072,8816656,8816349,8816368,8816391.E-mail :
sunmandhaka@gtlbd.net

2.2 List of Sister Concern under Sunman Group

 Golden Heights Ltd.

 Golden Horizon Ltd.
 Alfa Textile Ltd.

6|Page
2.3 Vision
Our Vision is to provide innovative solutions in services with a most cost-effective
price. More and more employment for the people of Bangladesh.

2.4 Mission
Our aim is directed towards greater expansion beyond the borders of the country thus
helping the group to attain a real multinational status.

2.5 Objective
Business is an economic activity intended to earn profit. It utilizes resources to
produce goods and services for the benefit of mankind with a motive to earn a profit.

So, the objective of Golden Heights Ltd is to provide excellent Service to their valued
Principle for the benefit of mankind with a motive to earn a profit & extend their
business volume day by day.

2.6 GENERAL PROFILE

Name of the company Golden Heights Limited
Name of Mother Company Sunman Group of Companies
Nature 100% export oriented
Year of establishment 2010
Factory Address 49(NP) Kalurghat Heavy Industrial Area, Mohora-
4208, Chittagong, Bangladesh.
Head-office CDA Annex Building, Kotowali-4000,
Chittagong.
Chairman Major (Retired) Abdul Mannan
President Tajrina Mannan
Monthly Capacity 1,00,000pcs

7|Page
2.7 MAJOR CLIENTS

2.9 Major Departments:

There are various major departemnts in Golden Heights Ltd. They are as follows:
a) HR & Administration
b) Finance & Accounts
c) Finance & Commercial
d) Merchandising
e) LAB
f) Costing
g) IT & Communication
h) Compliance
i) Store

8|Page
 2.10 Organizational Organogram of Golden Height Ltd.

Director (P & P)

Q.C.
Manager

Asst.
Quality
Manager

Quality In
charge

Supervisor

General Manager
(Production)

Central Sample
store Merchandiser In
Sr. Factory Asst. Washing Charge
IE/ Manager
Manager Manager Deputy Manager planning
Safety (Maintenance) Manager

Executive Sub APM Asst. Sample

Store Finishing
Cutting In Needle Mechanic Work Merchandiser Supervisor
In Charge P.M. Study
charge Issuer In Charge
(Sewing) Officer

Asst.
Mechanic Manager QA Sup
R&D Supervisor
Officer Supervisor Supervisor (Chemist)
A.P.M. Safety &
Officer Electrician

Sample
AGM- HR & man
Line In Admin Supervisor
Charge

Executive Security
Supervisor Accounts
Admin Welfare

9|Page
2.11 SWOT Analysis
Strength
 Offer competitive price
 Clients dedicated on time
delivery system
 35 years of Experience
 Well organized Security
system
 Office is fully computerized
Opportunities
 Having opportunities to
spread market in different
countries
 Contribution more in
national economy
 Ethical values of the
business remain constant
 Near about airport and
seaport
Weakness
 Machine Fall sometime
 Negative Approach and business
by competitor
 Lack of available production
filed
 Market fluctuation
Threats
 Government rules and
restrictions
 Currency value fluctuation
 Unassisted from competitors
 Labor Violence
 Political instability
 BEPZA rules and regulation
10 | P a g e
 Chap-3
Recruitment & Selection: A
Theoretical Overview

11 | P a g e
3.1 History of Human Resource Management
The History of Human Resource management is the strategic and coherent approach
to the management of an organization’s most valued assets – the people working there
who individually and collectively contribute to the achievement of the objectives of
the business. The terms “human resource management” and “human resources” have
largely replaced the term “personnel management” as a description of the process
involved in managing people in organizations. Human resource management is
evolving rapidly. Human resource management is both an academic theory and a
business practice that addresses the theoretical and practical techniques of managing a
workforce.

Human Resource Management has its roots in the late and early 1900’s. When there
are less labor then there are more working with machinery. The scientific
management movement began. This movement was started by Frederick Taylor when
he wrote about it a book titled ‘The principles of scientific management’. The book
stated, “The principal objective of management”

Management should be secure the maximum prosperity for the employer, coupled
with the maximum prosperity for each employee. Taylor believed that management
should use the techniques used by scientist to research and test work skills to improve
the efficiency of the workforce. Also, around the same time the industrial welfare
movement. This was usually a voluntary effort by employers to improve the
conditions in their factories. The effort also extended into employee’s life outside of
the workplace. The employer would try to provide assistance to employees to
purchase a home, medical care, or assistance for education. The human relations
movement is the major influence of the modern human resource management. The
movement focused on how employees group behavior and how employee feelings.
This movement was influenced by Hawthorne Studies.

3.2 Recruitment
Recruitment refers to the process of locating individuals with sufficient qualification
& number and encourages them to apply for jobs. From other perspective it is a
process of identifying and hiring the best-qualified candidate for a job vacancy, in a
most timely and cost-effective manner

12 | P a g e
 According to Edwin B. Flippo, “Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organization”.

So recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually the process begins when new recruits are sought &
ends when their applicants are submitted.

3.3 Recruitment Needs:

There are three types of recruitment needs. Those are:

1. Planned: The employment needs arising from changes in organization and

recruitment policy.

2. Anticipated: Anticipated needs are those movements in personnel, which an

organization can predict by studying trends in internal and external environment

3. Unexpected: Resignation, Deaths, accidents, illness give rise to unexpected

need.

3.4 Sources of Recruitment:

Recruiting is more likely to achieve its objectives if recruiting sources reflect the type
of the position to be filled. Certain recruiting sources are more effective than others
for filling certain types of jobs. Every organization has the option of choosing the
candidates for its recruitment process from two kinds of sources. Those are:

 Internal source
 External source

3.4.1 Internal source

13 | P a g e
There could be person competent for the job working with the organization. If there
is, the existing manpower is then shuffled to place the selected person in the new post.
The most common internal sources of internal recruitment are:

 Transfer:

Transfer involves shifting of persons from present jobs to other similar jobs. These do
not involve any change in rank, responsibility or prestige. The numbers of persons do
not increase with transfers.

 Promotion:

Promotions refer to shifting of persons to positions carrying better prestige, higher

responsibilities and more pay. The higher positions failing vacant may be filled up
from within the organization. A promotion does not increase the number of persons in
the organization. A person going to get higher position will vacate his present
position. Promotion will motivate employees to improve their performance so that
they can also get promotion.

 Present Employees:

The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates.

3.4.2 External Sources

Golden heights Ltd use external sources for recruitment to higher positions when
existing employees are not suitable. The external sources are given below:

 Advertisement:

It is a method of recruitment frequently used for skilled workers, clerical and higher
staff. Advertisement can be given in newspapers and professional journals. These
advertisements attract applicants in large number of highly variable quality. Preparing
good advertisement is a specialized task. If a company wants to conceal its name, a

14 | P a g e
‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box
Number or to some advertising agency.

 Employment Exchanges:

Employment exchanges in India are run by the government. For unskilled, semi-
skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain
cases it has been made obligatory for the business concerns to notify their vacancies
to the employment exchange.

 Factory Gates:

Certain workers present themselves at the factory gate every day for employment.
This method of recruitment is very popular in India for unskilled or semi-skilled
labor. The desirable candidates are selected by the first line supervisors. The major
disadvantage of this system is that the person selected may not be suitable for the
vacancy.

 Schools, Colleges and Universities:

Direct recruitment from educational institutions for certain jobs which require
technical or professional qualification has become a common practice. A close liaison
between the company and educational institutions helps in getting suitable candidates.
The students are spotted during the course of their studies. Junior level executives or
managerial trainees may be recruited in this way.

3.5 Advantages and Disadvantages of Internal Sources:

 Advantages of Internal Sources:

1. Improves Morale:

When an employee from inside the organization is given higher post, it

helps in increasing the morale of employees. Generally every employee
expects promotion to a higher post carrying more status and pay.

2. No error in selection:

15 | P a g e
When an employee is selected from inside, there is least possibility of errors in
selections since every company maintains complete record of its employees and can
judge them in a better manner.

3. Promotes Loyalty:

It promotes loyalty among the employees as they feel secured on account of chances
of advancement.

4. No hasty Decisions:

The chances of hasty decisions are completely eliminated as the existing employees
are well tried and can be relied upon.

5. Economy in training Costs:

The existing employees are fully aware of the operating procedures and policies of the
organization. The existing employees require little training and it brings economy in
training costs.

 Disadvantages Of Internal Sources:

1. It discourages capable persons from outside to join the concern
2. It is possible that the requisite number of persons possessing qualifications
for the vacant posts may not be available in the organization.
3. For posts requiring innovations and creative thinking, this method of
recruitment cannot be followed.

In spite of the disadvantages, it is frequently used as a source of recruitment for lower

positions. It may lead to nepotism and favoritism. The employees may be employed
on the basis of their recommendation and not suitability.

3.6 Merits & Demerits of External Sources

 Merits of External Sources

1. Availability of Suitable Persons:

16 | P a g e
Internal Sources, sometimes, may not be able to supply suitable persons from within.
External sources do give a wide choice to the management. A large number of
applicants may be willing to join the organization. They will also be suitable as per
the requirements of skill, training and education.

2. Brings New Ideas:

The selection of persons from outside sources will have the benefit of new ideas. The
persons having experience in other concerns will be able to suggest new things and
methods. This will keep the organization in a competitive position.

3. Economical:

This method of recruitment can prove to be economical because new employees are
already trained and do not require much training for the jobs.

 Demerits of External Sources:

1. Demoralization:

When new persons from outside join the organization then present employees feel
demoralized because these positions should have gone to them. There can be a heart
burning among old employees. Some employees may even leave the enterprise and go
for better avenues in other concerns.

2. Lack of Co- Operation:

The old staff may not be co-operate with the new employees because they feel that
their right has been snatched away by them. This problem will be acute especially
when persons for higher positions are recruited from outside.

3. Expensive:

The process of recruiting from outside is very expensive. It starts with inserting costly
advertisements in the media and then arranging written tests and conducting
interviews. In spite of all this if suitable persons are not available, then the whole
process will have to be repeated.

17 | P a g e
3.7 Selection Process:
Selection is the process of choosing from a group of applicant that individual deemed
to be best qualifies for particular job opening. The process of interviewing and
evaluating candidates for a specific job and selecting an individual for employment
based on certain criteria is called selection process.

Preliminary Interview

Receiving Applications

Screening Applications

Employment Tests

Interview

Reference Checking

Medical expectations

Final slections

Preliminary Interview:

18 | P a g e
It is used to eliminate those candidates, who do not meet the minimum eligibility
criteria laid down by the organization. The skills, academic and family background,
competencies and interests of the candidate are examined during preliminary
interview. Preliminary interview are less formalized and planned than the final
interviews. The candidate are given a brief up about the company and the job profile;
and it is also examined how much the candidate knows about the company.

Screening Applications:
As the limit of the period which the company is supposed to receive applicants ends,
the applicants are sorted out. Incomplete applications get rejected; applicants with un-
matching job specifications are also rejected.

Employment Tests:
Various written tests conducted during selection procedures are aptititde test,
intelligence test, reasoning test, personality test, etc. These tests are used to
objectively assess the potential candidate. They should not be biased.

Interview:
Candidate proving them successful through tests are interviewed personally. The
interviewers may be individual or a panel. It generally involves officers from the top
management. The candidates are asked several questions about their experience on
another job, their family background, their interests, etc. They are supposed to
describe their experience from the said job. Their strength and weakness are identified
and noted by the interviewers which help them to take final decision of selection.

Reference Checking:
Generally at least two references are asked for by the company from the candidate.
Reference check is a type of crosscheck for the information provided by the candidate
through their application from and during the interviews.

Medical examination:
Physical strength and fitness of a candidate is must before they takes up the job. In
spite of good performance in tests and interviews, candidates can be rejected on the
basis of their ill health.

Final selection:
At this step, the candidate is given the appointment letter to join the organization on a
particular date. The appointment letter specifies the post, title, salary and terms of
employment.

19 | P a g e
 Chapter 04
Recruitment and Selection System in
Golden Heights LTD

20 | P a g e
4.1 Human Resource Management Process
HRM is a field of management involves planning, organizing, directing and
controlling the functions of procuring, developing, maintaining and motivating a labor
force.

Human Resource Management Process consists of eight activities necessary for

staffing the organization and sustaining high employee performance. The process is
described below:

 HR Planning
 Requisition
 Selection
 Orientation Training
 Appraisal
 Evaluation
 Benefits
 Compensation

4.2 Human Resource Planning in Golden Heights LTD

Planning is the core area of all the functions of management. It is the foundation upon
which the other three areas should be built. Planning requires management to evaluate
where human resource of the company is currently, and where it would like to be in
the future. From there an appropriate course of action to attain the company’s goals
and objectives is determined and implemented. Every organization has employment
planning. Golden Heights Ltd has also its employment planning. They usually
forecast their personnel needs based on their mission, strategic goals & objectives &
technological and other changes resulting in increased productivity. Although there
are several methods to predict personnel needs. They think that the other methods

21 | P a g e
cannot give the accurate situation of the personnel needs. These are basically
graphical methods, which cannot measure the actual personnel needs. But managerial
judgement depends upon the change in productivity, market conditions etc.

4.3 Sources of Recruitment at Golden Heights Ltd:

Golden Heights Ltd is dine in three ways recruitment depending on the job category
of the vacant position. Therefore, the recruitment process of this organization is
classified into three types, which are done based on the job grade/ group. These are as
follows:

1. Entry- Level Management

2. Mid/Senior level Management

3. Graded staff/ Non-Management staff

 Golden Heights follow two types of recruitment sources. These are given
below:
 Internal Source
 External source

Internal Source:

Through Internal Sources Golden Heights Ltd collect resumes. Internal Sources help
HR division minimize the cost. There are some sources that we are used to utilize
internal resources. These are:

Employee Referrals: Golden Heights Ltd has vast number of employees.

Employee referrals are great and strong source for Golden Heights Ltd for
gathering resumes during vacancies. Here employee from Golden Heights Ltd
will sign on applicant’s resume and employee will contact with officer of
HRSS team. They will write it down. Employee cam also refer about
interference.
Transfer and Promotion: HR division follows transfer and promotion system
of employees if vacant position is immediately important.

22 | P a g e
External Source:

Through External sources, Golden Heights Ltd gathers huge and good number of
applicants. Those sources are as follows:

Online Advertisement: HRSS department of Golden Heights Ltd contact

with bdjobs.com to post the job circular. Here, they advertise basically about
entry level, mid-level job but sometimes for high level job. The job
responsibilities are clearly mentioned in details in the job description.
Job Fair: The organization participates every year in the career fair organized
by universities. Student from different educational background provide their
resume and company save the resume for future job opportunities.
Interns: Interns are one of the external sources. HRSS division collect interns
‘resume’ from different educational institutions and universities. Sometimes
students send their resumes to HR division
CV Bank: HR division of the UGCL always maintains CV bank both
hardcopy and softcopy. In CV bank, there are two parts. First one is hard copy
of CV’s. Applicants send their CV’s. Through post. Those are kept in specific
CV bank file. Second one is some of the resumes are send in their carrier
service mail.

4.4 Recruitment and Selection process in Golden Heights

Ltd.
Golden Heights Ltd is always looking for top-caliber people who want the flexibility
and resources to grow in their career. If anyone is the kind of person who has always
stood out, Golden Heights Ltd offer a place where you can continue to excel. No
matter what is the field or range of interests, there are vacancies where the talents can
likely be applied and developed. In Golden Heights Ltd there are thousands of diverse
people from different cultures and backgrounds working in a variety of different jobs
in different fields. Here there is some requirements in the recruitment and selection
process in Golden Heights Ltd-

 Merit is the sole criteria for selection.

23 | P a g e
  Attitude is given as much weight age as functional competencies.
 Panel interview comprising of Functional Head & HR head.
 Panel interviews compromising of functional Head & HR Head
 Sources for recruitment are through campus, consultants, employee
referrals, internal job postings and the internet.
 Medical fitness is pre-requisite for all positons.
 There is an equal opportunity employer and do not discriminate on
the basis of race, community, religion or sex.

4.5 Recruitment Process of Golden Heights Ltd:

A responsibility for recruitment usually belongs to the HR department. This
department works to find and attract capable applicants. Job description and job
specification provide the needed information upon which the recruitment process
starts. The functions of the recruitment office of Golden Heights Ltd are given below:

Defining the
Need
position
Assessment
Description

Checking the
Advertisement recruiting
options

Need Assessment:

Need Assessment is a process by Golden Heights Ltd HRD needs are identified and
articulated. A needs assessment can identify:

 An organizations goals and its effectiveness in reaching these goals.

 Gaps between employee’s current skills and the skills needed

The conditions under which the HRD activity will occur

24 | P a g e
Defining the position Description:

Golden Heights define the all position of description or job description specific
according to position’s duties and responsibility wise. It provided all employees when
they join in the company.

Checking the recruiting options:

Golden Height uses two kind of recruiting option when they recruit like Internal &
External

Advertisement:

It is a method of recruitment frequently used for skilled workers, clerical and higher
staff. Advertisement can be given in bdjobs, newspapers, professional journals. These
advertisements attract applicants in large number of highly variable quality

Management Recruit Policy:

1) Internal Recruit is done from higher position.

2) Experience is to be maximum 7-8 years.
3) Must have quality of leadership.
4) Must have vast knowledge about the future position to be given.

Supervisor, Technician, APM, PM & FM Recruit Policy:

1. The Zone In-charges shall hire & fire the following rank & files with proper test,
following the H/O guidelines:

i. All the Machine Operators with proper skill test.

ii. All the helpers
iii. All the QCs & QAs.
iv. All the technicians and supervisors

2. The Zones would fix-up their salary and would prepare their personal file within 03
working days & submit the same to Head Office with related test result & documents
with salary recommendation.

25 | P a g e
3. Head office Recruitment/HR Dept. to complete all the formalities/process (ensure
minimum wages as per Grade, Man M/C Ratio etc.) and take the approval from
Hon’ble Chairman within 07 working days.

4. However, the Zonal In-charge can select but cannot approve the APM, PM and
FM’s employment. The Zones will send their result sheet to GM – HR who will
process their selection and obtain Chairman’s approval.

5. All the Non-operational Staffs would be selected by H/O on the basis of demand
raised by Factory/ Zone.

6. The Total Man Machine ne ratio will be 1.1.5 and Running Machine must be
declared every Monday of the week.

4.6 Selection Process of Golden Heights Ltd:

Selection is the process of gathering information for the purpose of evaluating and
deciding who should be employed in particular jobs. The function of selection process
are given below:

26 | P a g e
 Screening and Short-Listing Applicatios

Written Test

Selection Interview

Reference Check

Employment Decision

Pre-employment Medical Check-up

Offer Letter

Orientation/Induction

Placement

Follow-up

Screening and Short-listing Applications:

The responses to the advertisements are sorted and screened. The CVs as well as the
covering letters are judged. In the covering letter, the style and language of writing,
the emphasis put on the areas are asked for in the advertisements and the quality of
the letter are the aspects that are judged. Different weights are assigned to the
selection criteria mentioned in the main specification depending on their relative
importance. However, the HR officials also study the CVs with the respective line
manager to check whether any valuable deciding is missing mentioned in the CVs.
Then the candidates are selected in the shortlist are called for written test.

Written Test:

27 | P a g e
The Written test is a regular part of the normal recruitment process. It is conducted for
maximum positions. The top management of Golden Heights Ltd believes the written
test before the interview process has been proved to be effective and useful tool to
select the desirable candidates. The written test has conducted in terms of knowledge
about required fields. The candidates are called for the preliminary interview based on
their performance in the written test.

Selection Interview:

The interview process is a three-tier one. A preliminary interview is conducted which

follows the “Elimination Method”. After that, the second interview takes place with a
very few number of candidates. Then they finally selected person is called for the
final interview. The interview time is kept convenient for the candidate, especially if
he/ she was working elsewhere at the time of interview. The Shortlisted candidates
must fill up an employee information from the interview.

Reference Check:

Reference checks allow obtaining information and opinions regarding the person’s
character, quality of the work and suitability for the position. It is an opportunity to
validate the information received from the candidate via their resume and the
interview. Speaking to the candidate’s manager or other people whom they have
worked with should also check internal candidates. The opinion of a referee who has
worked for an extend period is likely to be more accurate than the assessment from
one to two hours of interviewing. The candidate’s immediate supervisors are needed
to be contacted. Permission should be obtained to contact the candidate’s referee,
especially if their current employer is contacted. It is not unusual for a candidate to be
uncomfortable with the organization’s speaking to a current employer.

Employment Decision:

If the candidate has no problem with the stated terms and conditions of the job and the
organization mentioned and discussed in the final interview, he/she is offered an
application blank. The application bank is a standard format of employee-information

28 | P a g e
that includes all the information the organization needs regarding the personnel. The
candidate has to fill this blank and submit this to the company along with a CV

Pre-employment Medical Check-up:

After submission of the application and the CV, the selected person has to go through
full medical check-up that guarantees his/her physical fitness to perform the job
successfully. A medical practitioner who uses a physical capability analysis that
assesses the candidate against the physical capabilities documented for each role
conducts the medical. A medical is also appropriate for internal candidates if they are
applying for positions that require different physical capabilities.

Offer Letter:

The offer letter for the candidate has been issued. After that the candidate gets the call
that he /she has been appointed and he or she has to collect the letter from HR. The
appointment letter specifies all the terms and condition of the job.

Induction:

Golden Heights Ltd important process is orientation/ induction. All new recruits must
undergo an Induction/ Orientation program, in order to familiarize themselves with
the organization’s culture, norms, rules and regulations so that they know what is
important in the organization and what they are supposed to do. Induction helps an
employee to become effective member of the organization.

Follow-up

Prior to the end of the probationary period an assessment will be made about the
employee’s suitability. Assessment form shall be imparted by the HRD to concern.
The authority to confirm an employee in any grade shall be decided by the Managing
Director.

Placement:

Placement is the final stage of the selection process. It ensures that the person
concerned has finally got the job. Through proper placement, the objectives of HRM

29 | P a g e
to ensure “Availability of right man at the right place and the right time” is also
fulfilled, if at least for the time being.

Management Selection Policy:

1) Selected based on the talent, merit, experience, skills, leadership etc.

2) Experienced people are selected for this higher position.

Supervisor, Technician APM, PM and FM selection Policy:

1) Working Experience 5 to 7 years for up to APM and 8 to 10 years for the

PM & FM.
2) Have the capability to make all types of Garment sample.
3) Expert in all Sewing M/C’s operation
4) Expert in Line/ Machine layout and SMV Calculation
5) Strong Leadership Quality

4.7 Joining of the Candidate

After completing all above process the selected candidate requested to bring all their
academic & professional certificates along with their previous job separation
confirmation application & other related documents and follow below criteria.

Offering the Role

Once the health check-up is done, the candidate is given an offer letter specifying the
salary package, job responsibilities, utilities that will be provided by the organization.
Even at this stage, the selected candidate has the chance to withdraw her/himself from
the job offer. He/she is always free to discuss whatever difficulty may arise regarding
pay structure/facilities, etc. the door of HR is kept open for any sort of relevant
discussion.

Verbal Offer

30 | P a g e
The Verbal offer of the role to the candidate is given once the medical and reference
checks have been successfully completed. The discussion should cover the following:

 Tell the candidate that you would like to offer them in the role.
 Congratulate them.
 Tell them the remuneration package that is being offered, including
superannuating.
 Ask them if they are happy with it.
 Ask them if they verbally accept the position.
 Tell them that we will be sending them a written letter of offer and
introductory package.

Written Letter of offer

A written letter of offer must be forwarded to the candidate. Once the candidate has
verbally accepted the position the appropriate letter of offer is organized. This letter
should be sent to the candidate within two days of making the verbal offer. An
introductory package will be sent to the candidate within two days of making the
verbal offer. An introductory package will be sent to the successful candidate, along
with the letter of offer. At least one week before the person commencing in their new
position, an appointment notice will be placed on notice boards and/or the internet.

4.8 Summary of the Recruitment & selection Process of

Golden Heights Ltd

31 | P a g e
 Need Assessment
Vacancy in existing posts Checking the
Market Expansion recruiting options Advertisement in
Increase in Porduction Capacity Internal National Dailies
Launching new product External ( Both Bangla and
Introducing new system English)

Interview
Preliminary interview:
Sorting Written Test Elimination process (Short
Applications IQ test listing)
Behavioral Second Interview: work
Weights are
assignes based on competencies knowledge/ behavioral
the Selection competency
Communication skills
criteria Final Interview: pre-selection
interview

Orientation/induction Follow-Up
Selection HR department
Exposure to all important
Application blank business/functions and continuously
filling locations of the company interacts with teh
Medical Check-up new entrants
Feedback report focusing on assisting to cope up
Offfer Letter learning experience of the with the work
induction program' environment, work
Placement culture, peers group
etc.

4.9 Job Responsibilities

 Coordinate monthly safety meeting and prepare minutes.

32 | P a g e
 Prepare necessary documents for master’s signature, i.e. hatch logs
 Plan the discharge operation and man hours required from the stow plan
 Keep in contact with agents pre-arrival and discharge activity
 Coordinate and supervise vessel and operations and other labor
 Prepare vessel discharge report, preliminary & final O.S & D. reports
 Promote and enforce safety rules, ISPS regulations and administrative and
operational policies and procedures
 Investigate and prepare accident reports
 Assist shop personnel in gear testing and facility maintenance
 Wear all required personnel protective equipment
 Coordinate and labor/staff leading

33 | P a g e
4.10 Survey on Recruitment and Selection in Golden Heights
Ltd
I have done a survey with 25 employees of Golden Heights Ltd to find out how
effective their recruitment selection policy, which includes references, shifting
through gender discrimination. In my questionnaire, I have included 11 questions to
find out the recruitment and selection policy at Golden Heights Ltd

1. Recruitment process is systematic

Number of Percentages
Respondent
Strongly Agree 8 32%
Agree 11 44%
Neutral 4 16%
Disagree 2 8%
Strongly Disagree 0 0%
Total 25 100%

50%
45%
40%
35%
30%
25%
44%
20%
32%
15%
10%
16%
5% 8%
0%
0%
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Graph 01: Recruitment process is systematic

Analysis
The graph shows that 44% marked as Agree and 32% employee marked on Strongly
Agree on recruitment process of Golden Heights Ltd. 8% respondent think that
recruitment process of Golden Heights Ltd is not systematic enough. Company should
develop the recruitment process to ensure fairness in the recruitment process.

34 | P a g e
2. Recruitment policy is fair
Number of Percentages
Respondent
Strongly Agree 7 28%
Agree 10 40%
Neutral 8 32%
Disagree 0 0%
Strongly Disagree 0 0%
Total 25 100%

45%

40%

35%

30%

25%

20% 40%

32%
15% 28%

10%

5%

0% 0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 02: Recruitment policy is fair

Analysis
The graph shows that 40% marked as Agree and 28% employee marked on Strongly
agree on fair recruitment policy of Golden Heights Ltd. 32% respondent marked as
neutral. Disagree level is 0%.

35 | P a g e
3. Succession plan is good
Number of Percentages
Respondent
Strongly Agree 6 24%
Agree 9 36%
Neutral 10 40%
Disagree 0 0%
Strongly Disagree 0 0%
Total 25 100%

45%

40%

35%

30%

25%

20% 40%
36%
15%
24%
10%

5%

0% 0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 03: Succession plan is good

Analysis
The graph shows that succession plan is 36% Agree and 24% marked on Strongly
Agree on succession plan policy of Golden heights Ltd. 40% people think it is a
normal policy of an organization. Disagree and Strongly Disagree is 0%

36 | P a g e
4. Is selection based on Talent?
Number of Percentages
Respondent
Strongly Agree 6 28%
Agree 9 40%
Neutral 10 32%
Disagree 0 0%
Strongly Disagree 0 0%
Total 25 100%

45%

40%

35%

30%

25%

20% 40%

32%
15% 28%

10%

5%
0% 0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 04: Selection is based on talent or biasness

Analysis
The graph shows strongly agree and agree selection is based on talent or biasness. It
shows that 40%% of marked as Agree and 28%% marked on Strongly Agree on
selection plan policy of Golden heights Ltd. 40% people think it is a normal selection
policy of an organization. Disagree and Strongly Disagree is 0%.

37 | P a g e
5. There is no biasness at recruitment and selection process
Number of Percentages
Respondent
Strongly Agree 5 20%
Agree 8 32%
Neutral 7 28%
Disagree 5 20%
Strongly Disagree 0 0%
Total 25 100%

35%

30%

25%

20%

32%
15%
28%

10% 20% 20%

5%

0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 05: There is no biasness at recruitment and selection process

Analysis
The graph shows Strongly Agree and Agree level at recruitment and selection
process. It shows that 32% marked as Agree and 20% worker marked on Strongly
Agree on current process. 28% people marked as neutral. 20% respondent think that
Golden Heights Ltd don’t recruit and select employee accurately.

38 | P a g e
6. The Recruitment and Selection process of Golden Heights Ltd is
Efficient
Number of Percentages
Respondent
Strongly Agree 7 28%
Agree 8 32%
Neutral 10 40%
Disagree 0 0%
Strongly Disagree 0 0%
Total 25 100%

45%

40%

35%

30%

25%

20% 40%

32%
15% 28%

10%

5%
0% 0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 06: The Recruitment and Selection Process of Golden Heights Ltd is efficient.
Analysis
The graph shows Strongly Agree and Agree for the recruitment and selection process
of Golden Heights Ltd is efficient. It shows that 32% marked as Agree and 28%
respondent marked on Strongly Agree on current policy of Golden Heights Ltd. 40%
people marked as neutral. 0% respondent on marked as disagree and highly disagree.

7. There is no discrimination between Male and Female during

Recruiting
39 | P a g e
 Number of Percentages
Respondent
Strongly Agree 9 36%
Agree 7 28%
Neutral 5 20%
Disagree 4 16%
Strongly Disagree 0 0%
Total 25 100%

40%

35%

30%

25%

20%
36%

15%
28%

10% 20%
16%

5%

0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 07: There is no discrimination between male and female during Recruiting
and Selection
Analysis
The graph shows that most of the female employees were not agreed with the
question. They think that there is discrimination but the male employees do not think
so. As graph shows, 28% of employees Agree with there is no discrimination between
male and female during recruiting, 36% Strongly Agree, 20% neutral, 16% disagree

8. Modern selection devices are used

40 | P a g e
 Number of Percentages
Respondent
Strongly Agree 9 36%
Agree 7 28%
Neutral 5 20%
Disagree 4 16%
Strongly Disagree 0 0%
Total 25 100%

40%

35%

30%

25%

20%
36%

15%
28%

10% 20%
16%

5%

0%
0%
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Graph 08: Modern selection devices are used

Analysis
The graph shows that 28% marked Agree and 36% worker marked on strongly agree
for modern selection devices are used in selection methods of Golden Heights Ltd.
20% people think that it is natural. But 16% people think that it is not a well process.

9. Selection Method of Golden Heights is good

41 | P a g e
 Number of Percentages
Respondent
Strongly Agree 10 36%
Agree 5 28%
Neutral 0 16%
Disagree 5 20%
Strongly Disagree 0 0%
Total 25 100%

40%

35%

30%

25%

20%
36%

15%
28%

10% 20%
16%

5%

0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 09: Selection Method of Golden Heights Ltd is good

Analysis
The graph shows that 28% marked as Agree and 36% worker marked on Strongly
Agree on selection methods of Golden Heights Ltd. For selection Golden Heights Ltd
use only viva for the candidate 16% people think that it is natural. But 20% people
think that it is not a well process.

42 | P a g e
10. Golden Heights Ltd use both internal and external reference
equally during recruitment

Number of Percentages
Respondent
Strongly Agree 7 28%
Agree 10 40%
Neutral 8 32%
Disagree 0 0%
Strongly Disagree 0 0%
Total 25 100%

45%

40%

35%

30%

25%

20% 40%
32%
15% 28%
10%

5%
0% 0%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Graph 10: Golden Heights uses both internal & external reference equally
during recruitment
Analysis
The graph shows that 40% marked as Agree and 28% worker marked on Strongly
Agree because reference is both internal & external used in Golden Heights Ltd. 32%
people think that it is natural. But 0% people think that it does not matter.

43 | P a g e
 Chapter 05
Findings, Recommendations and
Conclusions

44 | P a g e
5.1 Findings
Findings are given below:

Golden Heights Ltd uses systematic recruitment process.

Golden Heights mainly uses both on internal and external sources of
recruitment.
Internally the organization discloses the positions of the job and announces it
to all current employees.
Sometimes Golden Heights Recruits the relatives and dependents of the
employee for CV in some cases.
Employee Referrals is also used in Golden Heights Ltd
Informal communication among managers who can lead the discovery for the
best candidates who are working in other department
68% employee think that recruitment and selection policy is fair
60% people think that their succession plan is good.
68% employee think that selection is based on talent.
Golden Height ltd has a structured and standard selection process. This is
strictly followed by selection board.
52% employee think that there is no biasness at recruitment and selection.
They first screen CVs. This process is done by selective criteria which are
needed for the company. Then initial interview is held.
Once the recruitment and selection process is done then the employees are
appointed based on their job description.
The organization fills the position by promoting the present employees. But
most of the time it recruits from outside.
Interns are recruited based on their performance. Employee leasing is an
option.

45 | P a g e
5.2 Recommendations
 The HR Department should look into the matter of consuming more time in
the process of calling the applicants after their responses very seriously.
 The Organization should control the size of applicants’ pool by using more
clear and specific statements in the ad in terms of minimum educational
degree, preferred institution and other necessary criteria based.
 The company can be recruited for campus and job-fair recruiting that could
bring a yield of highly educated fresh-starters for the entry-level organization.
 The company should facilitate online CV-posting system that is very popular
and effective practice used by the top organization.
 In written, viva or practical exam, there should not be any unfairness.
 HR division should also communicate with failed candidates. At least they can
send an e-mail on applicants’ account.
 HR division should also focus on management assessment centers in its
selection process.
 Golden Heights Ltd should start training its managers on better interviewing
 In the case of non-management recruitment like Executive, interview board
should follow the same selection criteria. I observed that some boards were
not with the same selection criteria.

46 | P a g e
5.3 Conclusion
At last, we can say that the management portion of all departments of Golden Heights
Ltd is performing its job efficiently. In fact, all the departments are important equally
to increase the service quality in shipping line to maintain the well reputation. If the
company follows the recommendation made in this report, I believe that it can
overcome the present problems. And in the long run the company will be benefited
and it may become the market leader in near future. There is no doubt that Golden
Heights Ltd has created a good reputation in the market by its quality service and
safety manual. It should maintain the quality and try to diverse its business.

As one of leading Golden Heights Ltd plays a vital role in the industry as well as in
the national economy. To be successful, relentless contribution and dedication of the
organizations human resource management is very much needed. To compete in the
international as well as in local markets in adverse situation the HR managers work
has become much more difficult in today’s ever changing business environment.

The purpose of study was to examine the relationship of determining the company
always gives preference to employees and constantly educates, teach, challenge &
strengthen the capabilities and potentials. This is to support employee’s professional
skills, ethical behaviors, and also self and social responsibilities. Strong recruitment
and selection process and teamwork are the secrets of Golden Heights Ltd.

In this report, I have tried my level best to identify Recruitment & Selection
procedure used by Golden Heights Ltd. What and how they recruit & select their
employees. In this report, Imply my acquired knowledge from HR course and try to
comply with the techniques procedure and system followed by the company

47 | P a g e
5.4 Reference

Books:

 Gary Dessler, Human Resource Management, New Jersey: Pearson education.

 Fundamental of Human resource Management by S.P. Robbins, David A.
DeCenzo

Appendix:

 Various Document provided by Golden Heights Ltd

 Research paper on recruitment and selection
 Personal deskwork with respective officers.
 HR Manuals of the company
 Website of the company

Websites:

www.assignmentpoint.com/recruitment.selection

www.scribd.com

www.tutorialspoint.com/recruitment_and_selection/

48 | P a g e
 Appendix
This research is conducted for academic purposes only. So please do not hesitate to
answer. Your Information will be kept confidential.

Personal Information:

1. Male Female 3. Income per Month:

2. Age: 16000-25000 Taka

20-25 25000-36000 Taka

26-35 36000 and above

36-45

46 and above

4. Designation:

1 2 3 4 5
Strongly Agree Agree Neutral Disagree Strongly Disagree

Please circle the number which most closely responds to your thinking
 Recruitment Process is systematic 1 2 3 4 5

 Recruitment policy is fair 1 2 3 4 5

 Succession plan is good 1 2 3 4 5

 Is selection Based on talent 1 2 3 4 5

49 | P a g e
 There is no biasness at recruitment and 1 2 3 4 5
selection

 The Recruitment and Selection process of 1 2 3 4 5

Golden Heights Ltd is Efficient

 There is no discrimination between male 1 2 3 4 5

& female during recruiting & selection

 Modern Selection devices are used 1 2 3 4 5

 Selection method of Golden heights ltd is good 1 2 3 4 5

 Golden Heights ltd use both internal & external 1 2 3 4 5

reference equally during recruitment?

50 | P a g e
51 | P a g e