To Identifying Recruitment and Selection process 0f Akij roup

To Identifying Recruitment and Selection process 0f Akij Group garments

Submitted to: Tasnuva Rahman Lecturer Faculty of Business Administration Eastern University

Submitted by: Rima Hoque 073200053 Sanzida Afrin -073200042 Keya Azad -0 Rumana Yasmin

Date of Submission: 18th May, 2011

Letter of Transmittal

11thth may, 2011 Tasnuva Rahman Lecturer Bachelor of Business Administration Eastern University Dhanmondi Dhaka 1207 Subject: Accept the Term Report Dear Madam, It is a great pleasure for us to submit our report on To identifying Recruitment and Selection process of Akij Group Group. We have prepared this report as a fulfillment of the course HRM-, Manpower Planning and Forecasting. This report chiefly concentrates on different human resource planning of Akij Group group. To make this report more specific and consistent we have tried our level best to fulfill the requirements. We have learned a lot while gathering the information to prepare this report and we also hope that this report will help in our future practical life.

We thank you for your kind consideration. Sincerely, Rima Hoque Sanzida Afrin Keya Azad Rumana Yasmin ___________________ ___________________ ___________________ ___________________

Acknowledgement

It is our pleasure and privilege to prepare this report. It gives us immense interest and aroused curiosity and we believe that the experience gathered in preparing this paper will help us extremely in career building. We are especially grateful to our respectable course teacher Tasnuva Rahman, for giving us valuable suggestion and support us to prepare this paper. Without her advice and support, it would not be possible for us to prepare this report.

Executive Summary
Akij Group Group of Industry starts its journey with the slogan Working as Team to bring a smile. Akij Group Group backed by their own factories and is equipped with the latest modernized machinery to handle all types of fabric, and the different styles for all seasons ranging from infants to ladies and mens, to suit the fast changing trend in fashion. Akij Group Group is one of the leading organizations in Bangladesh and also a benchmark for much organization. So there every aspect should be net and clear. The recruitment, selection and planning process is done to achieve the organization goals as well as to achieve the competitive advantage. They are using such sources which help them to select the best employee for the organization. In the planning process they are determining the numbers of employees they are needed. Through the recruitment process they are identifying and attracting the best candidates for the organization and through the selection process hey are selecting the best employee for the organization. We have also found a proper balance of recruitment teams and the planning of the organization. Through their staffing they become the leading position in Bangladesh.

TABLE OF CONTENT
CONTENTS PAGES 1 2 2-3 3 4 4-5 6 7 7-11 11-15 16 17 17 18-21 21-23 24-26 26-30 30-33 33 34-35 35-36

Chapter-1
1.1 Introduction 1.2 Objective of the study 1.3 Why Human Resource Management practice is necessary for a company 1.4 Methodology 1.5 Limitation

Chapter-2
2.1 S Nahar Garments 2.2 Company Profile 2.3 Functional Department

Chapter-3
3.1 What is Production 3.2 Production Methods 3.3 Production Control 3.4 Quality assurance 3.5 Cost of Quality 3.6 Characteristics of TQM 3.7 What is quality control

Chapter-4
4.1 What is Human Resource Management 4.2 Here are some more justifications for good HR Management

Chapter 1.

1.1 INTRODUCTION:
1.1 Definition of HRM: Human Resource Management: is the set of organizational activities directed at attracting, developing and maintaining an effective workforce. Human resource management takes place within a complex and ever changing environmental context. Human resources are valuable means of improving productivity of human beings work within an organization.

Objective of the study

1.1 Broad objective:

The broad objective of preparing this report is to identifying the Recruitment and Selection process in Akij group.

1.1.2 Specific objective 1.2 Origin of the report:

process a organization. To complete the report we choose AKIJ GROUP GARMENTS of com. Because AKIJ GROUP GARMENTS of com is one of the largest private sector industrial conglomerate in Bangladesh. Nearly 22,000 employees work here. Employees face many challenges for staffing the employees within this organization. So we get enough data to from them. Our course instructor of Manpower planning and

forecasting told us to complete a report on To identifying Recruitment and selection

1.3 Data Gathering:

We have gathered the data by using questionnaires. For

collecting the data we had to go to the organization and had to talk with the HR manager

of the organization. We have talked with Mr. Subroto and Mr. Touhid who is the HR professional of Akij Group Garments.

1.4 Methodology:

We collect this data to use source of data, Such as form

Questionnaire, Personal interview and observation. Our target sample was the employees of Akij Group Garments of company. So, we had to follow the personal interviews. They also help us to create accurate survey.

1.5 Limitation:

At first we thought it might be an easy work but the reality is much

more difficult. When we went to the employees they did not want to talk with us. We had to spend some times to convince them. We also faced others problems like they did not understand some question. So we had to make them clear. Some one take it other ways so, we had to confirm them the confidentiality of their opinion. There was time and helping hand problems with us. These all are the limitations of our report.

2.0 Organization Overview:

Akij Group one of the highly successful innovative companies of the country

since the year of its establishment-1950s and as an industrial conglomerate of which Human Resources Management Practices is my subject of analysis.

2.1 Company back ground: Akij Group Garments started in a humble way with jute trading which was known as the golden fiber of Bangladesh, earning highest amount of foreign exchange. In

the second phase the group went into manufacturing hand made cigarettes popularly known as Akij Bidi. This sector gave a real boost to the revenue earning of the Group as well as making a substantial contribution to government exchequer. With the passage of time, the group undertook new ventures and presently there are 26 units of industries under its umbrella and creating jobs for more than 40,000 (Forty Thousand) people in various categories with tobacco producing farmers.

THE GROUP OF INDUSTRIES AT A GLANCE(A) Trading Concern-

Sl.N o

Name of Industries/projects

Location

Year of establis hment

01.

Akij Bidi Factory Ltd.

Navaron (Jessore), Nagarkanda (Bagerhat), Dulai (Pabna), Ishwardi (Pabna), Hosnabad 1950 (Kushtia), Saptibari (Lalmonirhat), Votmari (Lalmonirhat),Shathibari (Rangpur), Noapara, Jessore Morkun, Tongi Tongi, Gazipur 186, Tejgaon, Dhaka Golora, Manikganj 73, Dilkusha, Dhaka 73, Dilkusha, Dhaka West Munshiganj Mukterpur, 1960 1966 1974 1980 1981 1983 1987 1992 1994

02. 03. 04. 05. 06. 07. 08. 09. 10.

S.A.F Industries Ltd. Dhaka Tobacco Industries Ltd. Akij Printing and Packages Ltd. Akij Transport Agency Ltd. National Leaf Tobacco Company Akij Corporation Ltd. (Tobacco Marketing wings) Akij Housing Ltd. Akij Match Factory Ltd. (Dolphin) Akij Jute Mills Ltd.

Noapara, Jessore

11. 12. 13. 14. 15. 16. 17. 18. 19. 20.

Akij Cement Company Ltd.

Chaatak, Sylhet

1995 1995 1996 1996 1998 2000 2000 2001 2004 2004

Akij Textile Mills Ltd. and Panmoti Textile Golora, Manikganj and Mills Ltd. Dhamrai, Dhaka. Akij Pharmaceuticals Ltd.(Jess) Akij Particle and Hardboard Mills Ltd. Sonar Bangla Cement Factory Ltd. Nebula Inks. Ltd. Akij Zorda Factory Ltd. Akij online Ltd./Akij Computer Ltd Jhum-jhumpur, Jessore Tora, Manikganj West Munshiganj Mukterpur,

73,Dilkusha, Dhaka Golora, Manikganj 73, Dilkusha, Dhaka

Akij CNG, CNG conversion & Automobiles Tejgaon, Dhaka Ltd. Akij Food & Beverage Ltd. Golora, Manikganj

(B) Non-Trading Concern-

Sl.No. 01. 02. 03. 04. 05. 06.

Name of Industries/projects Ad-Din Welfare Trust Ad-Din Shishu Kishore Niketan Ad-Din Hospital Ad-Din Forkania project Sk. Akij Uddin High School Akij Akij Group Technology (IT) Garments

Location Mogbazar, Dhaka Mogbazar, Dhaka

Year of establishm ent 1980 1980

Mogbazar and Mirpur 1985 (Dhaka) Navaron (Jessore) Navaron, Jessore Navaron, Jessore 1985 1992

of Uttara (Dhaka), Khulna, 2002 Chittagong, Sylhet.

Basically Akij Group Garments has no Service Rules. The employment policies of this group are working with autocratic system and decision decided by the owners Mr. Sk. Akij Uddin. All sorts of activities and rules are created by him without following any guided rules and regulation.

Although, the Company having no service rules but they followed some traditional rules which are cited below:

2.3 Organogram of Akij Group Garments and its HRM Department:

Akij Group Garments have a corporate office at 73, Dilkusha C/A, Dhaka-1000 named Akij Chamber. It has a Human Resource Department headed by Sr. Administrative officer. This department is running with 3 officers.

ORGANOGRAM OF AKIJ GROUP GARMENTS ORGANOGRAM OF AKIJ GROUP GARMENTS

Managing Director Managing Director

Director Director

General Manager General Manager

Assistant General Manager Assistant General Manager

Senior Manager Senior Manager

Manager Manager Sr. Officer Sr. Officer

Officer Officer

Figure-1: Organogram of Akij Group Garments 2.4 AKIJ DEFINITIONS/CATEGORIES

A. Akij Group Garments having the following Employees category:

(1) (2)

Regular full time Employees. Temporary Employees -an instructional Employees who is hired for a specified period of time not to exceed one year.

(3)

Substitute Employees- an instructional Employees hired for an indefinite period of time to replace a regular Employees.

(4)

Casual Employees- an instructional Employees hired on an intermittent basis for an indefinite period of time not to exceed 750 hours per year.

B. Non-teaching Employees are categorized as follows:

(1) Regular full-time

: an Employees with a minimum of 40 hours per week of assigned duties.

(2) Regular part-time:

an Employees with fewer than 40 hours per week of assigned duties.

(3) Temporary

: an Employees who is hired for a period of time not to exceed one year.

(4) Casual

: an Employees who is hired on an intermittent basis for an indefinite period of time not to exceed 173 hours per term.

(5) Work-study student Employees/Apprentice: a student hired to work in accordance with the policies and procedures of the Financial Aid Office.

Akij Group Garments started a new era by thrilling people with its
insurmountable achievement. It has built up such a remarkable reputation that provides it as one of the highly successful innovative companies of the country over 50 years. Being a part of Akij Group Garments, Dhaka Tobacco Industries, and the fastest growing Tobacco Company of Bangladesh is seeking for some young and energetic fresh graduates for the post of Territory Officer as a part of our ongoing development.

they Seek: Territory Officer You have to:

Monitor daily sales activities by supervising a large sales team. Develop and implement sales administration. Build-up excellent trade relations with various business partners. Implement corporate planning in the field level. Follow up depot/distributors logistics. Meet up sales targets and prepare sales forecasts. Have willingness to work at anywhere within the country. Be ready to travel by motorbike. You must be:

MBA, M.Com or MSC from any reputed University. No third class/division will be accepted either in any examination. Experience is not essential but would be considered as an added advantage. You must have sound physical and mental health and at least 56 of height. In addition, you must have a real eagerness to grow a challenging career in the field of marketing.

2.5 Human Resource Planning Process:

Human Resource Planning is a process and set of activities undertaken to forecast an organizations labor demand and internal labor supply, to compare these projections to determine employment gaps, and to develop action plans for addressing these gaps. Action plans include staffing planning to arrive at desired staffing levels and staffing quality.

2.6 RECRUITMENT PROCESS OF AKIJ GROUP GARMENTS OF INDUSTRY:

2.6.1 External Recruitment Process:

For external recruitment Akij Group Garments at first consider two issues: a) Organizational issues and b) Administrative issues.

2.6.1.1 Organizational Issues:

2.6.1.1.1 In-House versus

External

Recruitment Agency: Akij Group

Garments goes for in-house recruitment. They have their own recruitment team. This team is consisting of three members. Two from the Hr department and on is the line manager. HR manager are Mr.Subroto and Mr. Touhid.

2.6.1.1.2 Individual versus Cooperative recruitment Alliances: Akij Group Garments is one of the largest organizations in Bangladesh. This organization is going for individual recruitment.

2.6.1.1.3 Centralized versus Decentralized Recruitment:

The recruitment system of Akij Group Garments is centralized. They have their own recruitment team. This team is work for recruiter all the employee for the organization.

2.6.1.2 Administrative Issue:

2.6.1.2.1 Requisition:
When any employee needed for the organization

the line manager inform to the HR depart. HR manager reports this to the top management. Top management issues a requisition form with signature. This is the formal document by which the recruiters can go for recruitment for the organization.

2.6.1.2.2 Number of Contact:

Akij Group Garments generally select

more than their requirement. Because they know the entire applicant will not accept their offer. To avoid the shortage of employee they contact more.

2.6.1.2.3 Types of Contacts:

The recruitment team contact with those

applicants who have the qualification to perform the particular job. Here the Knowledge, skill, and ability of performance are curtail.

2.6.1.2.4 Budget:

In the recruitment process, the concentration of

management is on the budget. Their ultimate goal is to attract the best applicant with a minimum recruitment budget. The HR department all the time is working on the minimization of recruitment cost.

2.6.1.3 Recruiters:
organization.

Recruiters are those who recruit employee for the

2.6.1.3.1 Selecting Recruiters: Akij Group Garments has their own recruitment team. This team is composed of diversified people. Two from HR department and others are from different line manager. So a pool of talent is present here.

2.6.1.3.2 Training of Recruiters: Akij Group Garments provides training to the recruiters. This training is given to the line manager.

2.6.1.4 Strategy Development: This organization does both the recruitments for the organization. They make the decision based on the situation.

2.6.1.5 Recruitment Sources: They have some selective sources for the recruitment. The sources are:

2.6.1.5a) Unsolicited: The interested applicants sometimes come to the organization and submit their CV direct to the HR department. They possess a fair on their mind that if they do not submit the CV by their own then the application may not be reach to the recruitment team or HR

department. The organization has an application bank and the application of the employees is saved there.

2.6.1.5b) Employee Referral: The current employees also play a vital role in recruitment. Many new applicants come to the organization to submit the application through the referral.

2.6.1.5c) Employee Network: Employee Network also use as a recruitment source in the organization to attract and identify applicant. Here employee comes to through their friend about the vacancy of the post.

2.6.1.5d) Job Posting on Organizations Web Site: If the organization needs new employee then they also post this in their web site. All the information regarding job also posted there.

2.6.1.5e) Employment Agency: For hiring workers or functional level employee organization sometimes go to the employment agency.

2.6.1.5e) Internships: Sometime the organization recruit employee from the intern group. Because they do not want the potential employee leave the organization. They recruit the best intern for the organization as their employee.

2.6.1.5f) Advertisement: Advertisement plays the important role in recruitment. Because a major pool of applicant apply to the organization by reading the advertisement in the newspaper. For advertisement the organization uses two Medias:

a. Newspaper

b. Online

Recruitment advertising should be written from the viewpoint of the applicant and his or her motivations rather than exclusively from the point of the company. The advertisement must contain not only information about the job but also information about presented in a way that effectively portrays a message about the job and company.

Another authority suggests: Ad layout, design and copy should reflect an accurate image of the company and department represented. It should reflect whether the company is Conservative or progressive, Small, medium or large, Dynamic or static, Expanding or stabilizing, Centralized or decentralized.

Advertisement: Advertisement-is one of the most effective methods of seeking recruits. Advertising describe the benefits, identity the employer and tell those who are interested how to apply. An example of Akij Corporation Ltd. (The Marketing unit of Akij Group Garments) is given bellow:

2.6.2 Internal Recruitment Process: For internal recruitment Akij Group Garments at first consider two issues: a) Organizational issues and b) Administrative issues. 2.6.2.1 Organizational Issues:

2.6.2.1.1 Mobility Path: A mobility path consists of possible employee movements within the internal labor market structure. Mobility paths are determined by many factors, including workforce, organization, labor union, and labor market characteristics. Mobility paths are of two types: traditional and innovative. Both types of mobility paths determine who is eligible for a new job in the organization. We find a use of both types of path in Akij Group Garments. 2.6.2.1.1a) Traditional Mobility Path: Akij Group Garments uses this path providing promotion of an employee. This path is upward. Because lower level manager and employee go to the up stares through this upward ladder. The following diagram represents the traditional mobility path:-

Technical Specialist

Technical Specialist

Technical Specialist

Technical Specialist

2.6.2.1.1b) Innovative Mobility Paths: Here people will not only get promotion vertically but also horizontally. And the top management is really conscious about this matter.

2.6.2.1.2Mobility Policy: Mobility policy is the rules and regulation that organization follows for giving promotion of an employee. Management does not give a promotion with out any procedure. The rules are specified in written policies, which must be developed and should specify eligibility criteria.

2.6.2.2 Administrative Issues:

2.6.2.2.1 Requisition: When any employee needed for the organization the line manager inform to the HR depart. HR manager reports this to the top management. Top management issue a requisition form with signature. This is the formal document by which the recruiters can go for recruitment for the organization.

2.6.2.2.2 Coordination: Before going internal recruitment the organization make coordination. This is the marching process between external and internal recruitment. If management find qualified employee out of the organization then they go for the external recruitment. If management fined the organization has the qualified employee then the go for the internal recruitment. This coordination is essential for the organization. If we have the qualified employee in our own then why should we go for external recruitment- Mr.Subroto, HR manager, Akij Group Garments

2.6.2.2.3 Budget: In the recruitment process, the concentration of management is on the budget. Their ultimate goal is to attract the best applicant with a minimum recruitment budget. The HR department all the time is working on the minimization of recruitment cost.

2.6.2.2.4 Recruitment Guide: HR department create a recruitment guide line for the recruitment. Here all the aspects of recruitment are present. The thing like name of the post, qualification of employee, time of recruitment, budget, key resource person in the interview board etc.

2.6.3 Selection Process

For selecting of an employ the organization uses different types of procedure. As a big company they need different types of people in different position. It may be the fictional level or may be the business level. They have done both type of recruitment for the organization like external recruitment and internal recruitment.

2.6.3.1 External Selection Process

For selecting of an employ the organization uses different types of procedure. As a big company they need different types of people in different position. It may be the fictional level or may be the business level. They have done both type of recruitment for the organization like external recruitment and internal recruitment.

a) Selection Process of HR Executive: For selecting an employee as a HR

executive at first they call for the written test. If the applicant passes the test then they call him for the interview. Here they judge the interest of applicant for working the job and match with the employee/job and organization fit. If the employee gets the pass mark from the interview board then s/he will joint the organization as probationary. After the performance of one year, s/he will be selected or rejected. Selection board is consists of three members two from the HR and one from the top level management.

Walking to Written test

Interview

Selection

1year Probationary

Evaluation

Appointment

b) Selection Process of Sales/Marketing/IT section:

For this at first they select the valuable applicants for the post. Then they call the applicants for a written test/direct interview. For the test, the selection board chooses the suitable applicants. Selection board consists of 3 to 4 members. Two from the HR departments and other one or two members form the department for which the employees are selected. If the post is for the upper level then the selected applicants have to face another interview and this interview is taken by the top level management. The diagram of selection process is same for both the cases. Because they will give the appointment letter to an employee after the observation of one year performance.

Walking to Written test

Interview

Selection

1year Probationary

Evaluation

Appointment

C) Selection process of workers:

Supervisor of the particular department is

responsible for the selection. When they needed people just inform the current workers and these workers bring the people. For this the supervisor just looks whether they have the knowledge to perform the task or not.

2.6.3.2 Internal Selection Process:

If the organization needed employee and do not want to external selection then they go for the internal selection. Management seeks the skill inventory and seeks the potential candidate. They knew that the current employee possess the skill and expertise knowledge about the organization. When they made an internal selection ultimately they are opening the door of external selection.

post, qualification of employee, time of recruitment, budget, key resource person in the interview board etc.

2.6.3 Selection Process

For selecting of an employ the organization uses different types of procedure. As a big company they need different types of people in different position. It may be the fictional level or may be the business level. They have done both type of recruitment for the organization like external recruitment and internal recruitment.

3.

Finding:

Akij Group Garments is now one of the leading companies in

Bangladesh. They become the benchmark for many small organizations. But they still hold the autocratic behavior for every aspect of decision making. Even in the planning, recruitment and selection we find the same thing. This is not a good sing for big organization like Akij Group Garments. Here all the rules are made by the founder of the organization Mr. Akij. He made the rules without maintain the law. They are the most technologically developed industry in Bangladesh. But still they are following the manual procedure in selection, recruitment. They just post their advertisement in the internet. But they do not consider the electronic applicant. Here employee has to work lot but get less than their giving effort. And this thing made the employee demodulated.

4. Recommendation:

After working on the Akij Group Garmentss, we have

made the following recommendations: i) They have to define both hard copy and electronic applicant. ii) They have use more source like college and university iii) For recruitment they have to emphasis on internet iv) They have to be flexible in some cases v) Some time biasness work in the selection process. We will suggest them to eliminate the biasness.

5.

Conclusion:
Akij Group Garments is one of the leading organizations in Bangladesh and also a benchmark for much organization. So there every aspect should be net and clear. The recruitment, selection and planning process is done to achieve the organization goals as well as to achieve the competitive advantage. They are using such sources which help them to select the best employee for the organization. In the planning process they are determining the numbers of employees they are needed. Through the recruitment process they are identifying and attracting the best candidates for the organization and through the selection process hey are selecting the best employee for the organization. We have also found a proper balance of recruitment teams and the planning of the organization. Through their staffing they become the leading position in Bangladesh.