CHAPTER: ONE INTRODUCTION

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1.1ORIGIN OF THE REPORT:

This report was assigned by Ms. Tanzila Ahmed, Lecturer, Leading University as a requirement for the fulfillment of MGT: 321; Human Resource Management course. After visiting the Bank and gathering all other necessary information from other sources the report was prepared. The report was submitted on August 26, 2012.

1.2 OBJECTIVE OF THE STUDY:

The specific objectives of the study are as follows: To present an overview on Recruitment To explore the recruitment procedures of DBBL To identify the problems facing by DBBL in case of recruitment process and suggest remedial measures.

1.3 METHODOLOGY:
SOURCES
OF

DATA: We have collected both primary and secondary data with a pre-designed

form to conduct our study. In order to attain the objectives, collection of primary data is necessary .This data will be used to analyze the problem statement. 1.3.1 PRIMARY DATA: We visited Dutch Bangla Dank Ltd. We collected necessary data by taking interview of Tareq Mahmood, Branch Manager ( Golapgonj Branch). These data are related to the recruitment process of Dutch Bangla Dank Ltd.. We also used our knowledge and observation skill to collect other relevant data.

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1.3.2 SECONDARY DATA: We collected other data from different sources: Annual report of Dutch Bangla Dank Ltd. Advertisements of Dutch Bangla Dank Ltd. We acquired theoretical data from different books of Human Resource Management (mentioned on the reference part). Websites (mentioned on the reference part).

1.4 SCOPE:
Human Resources are essential and foundational to the growth and development of any organization and hence the ability to satisfy and retain quality and trained employee is vital. This term paper will give a clear idea about recruitment process of Dutch-Bangla Bank Ltd.

1.5 DATA INTERPRETATION:

Data are presented and interpreted through tables, figures, graphs, diagrams, photographs etc along with own legends (i.e. title) and serial number. charts,

1.6 LIMITATION OF THE STUDY:

While doing our term paper we have faced some limitation for which it was very difficult for us to make our works elaborately and clearly. Some of our limitation given below: 1. Busy working environment: The official managed to give interview only for 30 minutes to provide information because of his huge routine work. Even during this short period he had to
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attend at least 4 important calls from office. That is why we were not able to gather all information that we intended to know. 2. Secrecy of Management: There is some information which is confidential for collecting the data. So, some data could not been collected for confidentiality or secrecy of management such as their exact allocation of budget for Recruitment and training.

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CHAPTER: TWO THEORETICAL FRAMEWORK

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2.1 RECRUITMENT DEFINED:

Recruitment is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. 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. Recruitment is the activity that links the employers and the job seekers. It 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 recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

2.2 SOURCES OF RECRUITMENT:

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

Sources of Recruitment

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2.2.1 INTERNAL SOURCES OF RECRUITMENT:

1. Transfers: The employees are transferred from one department to another according to their efficiency and experience.

2. Promotions: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Upgrading and Demotion: Present employees are upgraded and demoted according to their performance.

4. Retired and Retrenched Employees: Retired and retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. Deceased employees and Disabled employees: The dependents and relatives of deceased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

2.2.2 EXTERNAL SOURCES OF RECRUITMENT:

1. Press Advertisements: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. Educational Institutions: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

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3. Placement Agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing). 4. Employment Exchanges: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 5. Labor Contractors: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs. 6. Unsolicited Applicants: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 7. Employee Referrals / Recommendations: Many organizations have structured system

where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 8. Recruitment at Factory Gate: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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2.3 RECRUITMENT PROCESS:

Figure: Steps of Recruitment

Step 1: Database Search Over the years that we have spent in accounting and recruitment we have developed an extensive database of high quality candidates at all levels.

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Step 2: Advertising Advertising the role will also help us identify any new people in the market who might not be registered with us. Our preferred method of advertising is via the internet. One important point here is that we dont on charge our client s for the advertising that we undertake. Step 3: Networking and Referrals One of our main sources of candidates is through our extensive networks within professional bodies such as the CPA, ICAA. These networks also include sporting and social groups both real and internet based. We firmly believe that good people know other good people. Step 4: Processing the applicants All applicants are subject to screening and a rigorous interview process. Our interviews are generally conducted by 2 consultants and during this process we use competency based and behavioral questioning techniques to gain a true understanding of the candidates abilities. We also take the time to give the individuals career advice and counseling so even if they are unsuccessful in their application they will have gained something through the process. After the completion of the process the consultants prepare a detailed candidate Summary Report that we submit to the client Step 5: Submission and Interview Once an applicant is deemed worthy of submission, we will send our Summary Report and the candidates CV in their format. We will follow up the email with a call and arrange an interview time suitable for both parties. One of our consultants will be available to attend the interview if you require assistance or coaching in the interview process. Step 6: Feedback and Offer When the interview is completed, we will take and give feedback to both parties. At this stage we will also ensure that all the appropriate documentation including references has been

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finalized and made available to you. If an offer is made we will communicate the offer on your behalf and then manage the process so that you get the best possible outcome. Step 7: Commencement and Retention When the candidate commences the role the consultant will keep in touch with you and your new employee to ensure that both parties are meeting their obligations. We will continue to stay in touch until the candidate has successfully completed their probation period. We can also assist you in developing retention strategies to retain your new staff member.

2.4 RECRUITMENT STRATEGIES :

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of an organization depends on the effectiveness of its recruitment function Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and Prioritizing Jobs: Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to Target: The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:
Performance Level Required: Different strategies are required for focusing on

hiring high performers and average performers.

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 Experience Level Required: The strategy should be clear as to what is the

experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.
Category of the Candidate: The strategy should clearly define the target

candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc. 3. Sources of Recruitment: The strategy should define various sources (external and internal) of recruitment, which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. 4. Trained Recruiters: The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate. 5. How to Evaluate the Candidates: The various parameters and the ways to judge them i.e. the entire recruitment process should be panned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

2.5 PURPOSE & IMPORTANCE OF RECRUITMENT:

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.

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 Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

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CHAPTER: THREE OVERVIEW ON ORGANIZATION

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3.1 HISTORY OF THE ORGANIZATION:

Dutch-Bangla Bank Limited is a scheduled commercial bank. The Bank was established under the Bank Companies Act 1991 and incorporated as a public limited company under the Companies Act 1994 in Bangladesh with the primary objective to carry on all kinds of banking business in Bangladesh. The Bank is listed with Dhaka Stock Exchange Limited and Chittagong Stock Exchange Limited. DBBL- a Bangladesh European private joint venture scheduled commercial bank commenced formal operation from June 3, 1996. The head office of the Bank is located at Senakalyan Bhaban (4th floor), 195, Motijheel C/A, Dhaka, Bangladesh. The Bank commenced its banking business with one branch on 4 July 1996.Dutch Bangla Bank Limited (DBBL) a public company limited by shares, incorporated in Bangladesh in the year 1995 under companies Act 1994. With 30% equity holding, the Netherlands Development Finance company (FMO) of the Netherlands is the international co-sponsor of the Bank. Out of the rest 70%, 60% equity has been provided by prominent local entrepreneurs and industrialists & the rest 10% shares is the public issue. During the initial operating year (1996-1997) the bank received skill augmentation technical assistance from ABN Amro Bank of the Netherlands. DBBLs focus is to provide one counter service to clients covering: Commercial Banking (Deposit Accounts), Consumer Banking (Retail Baking) - Traveler Cheques- Foreign & Inland Remittances, Financial Services, Corporate Banking, Asset & liability management, Liquidity &capital Resources Management, Information technology, Human Resources. DBBL Internet banking enables customer to access his/her personal or business accounts anytime anywhere from home, office or when traveling. Internet Banking gives customer the freedom to choose his/her on banking hours. It can save time, money and effort. It's fast, easy, secure and best of all. DBBL, since its inception was active in various social activities, which increased manifold over the period of time and its growth. It is one of the fast growing leading online banks in private sector. The emergence of Dutch-Bangla Bank Ltd. in the private sector is an important event in the banking area of Bangladesh. The Netherlands Development Finance Company (FMO) of the Netherlands is the international sponsor of the Bank. The FMO is the Dutch development bank of the Netherlands specialized in the financing of private enterprises in Asia, Africa, Latin America and Eastern Europe. Dutch-Bangla Bank Ltd. came into existence with joint venture as a public limited company incorporated in Bangladesh on June 26, 1995 with the primary objectives to carry on all kinds of banking business in and outside of Bangladesh. DBBL has started its business with foreign bank. DBBL commenced its business as scheduled bank with effect from July 04, 1995 with one branch-Motijheel Branch, Dhaka, with a motto to grow as a leader in the banking arena of Bangladesh through better counseling and effect service to clients and thus to revitalize the economy of the country. All the branches

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are currently providing truly On-Line banking facility. DBBL resumed its operational activities initially with an authorized capital ofTk.400 million and paid up capital of Tk.202.14 million.

3.2 OBJECTIVES OF THE ORGANIZATION:

Dutch-Bangla Bank believes in its uncompromising commitment to fulfill its customer needs and satisfaction and to become their first choice in banking. Taking cue from its pool esteemed clientele, Dutch-Bangla Bank intends to pave the way for a new era in banking that uphold and epitomize its vaunted marquees Your Trusted Partner Dutch-Bangla Bank engineers enterprise and creativity in business and industry with a Commitment to social responsibility. "Profits alone" do not hold a central focus in the Banks operation; because "man does not live by bread and butter alone. Mission statements are at their best when they are guided by a vision. To become a leading banking institution and play a pivotal role in the development of the country. Its objective also include to earn and maintain CAMEL Rating 'Strong', establish relationship banking and improve service quality through development of Strategic Marketing Plans, remain one of the best banks in Bangladesh in terms of profitability and assets quality, introduce fully automated systems through integration of information, technology, ensure an adequate rate of return on investment.

3.3 STRATEGIES OF DBBL:

The strategies are as follows:

To manage and operate the Bank in the most efficient manner to enhance financial performance and to control cost of fund. To strive for customer satisfaction through quality control and delivery of timely services.

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 To identify customers' credit and other banking needs and monitor their perception towards our performance in meeting those requirements. To review and update policies, procedures and practices to enhance the ability to extend better service to customers. To train and develop all employees and provide them adequate resources so that customers' need can be reasonably addressed. To promote organizational effectiveness by openly communicating company plans, policies, practices and procedures to employees in a timely fashion. To diversify portfolio both in the retail and wholesale market. To increase direct contact with customers in order to cultivate a closer relationship between the bank and its customers.

The DBBL has its headquarters in Dhaka, Bangladesh. Its Chairman and a Board of Directors frame the Banks policies. The contact details of the Head Office are shown below.

CONTACT DETAILS: Dutch Bangla Bank Ltd. Senakalyan Bhaban (4th floor) 195, Motijheel C/A Dhaka - 1000, Bangladesh Phone: 9666238, 7115756 Fax: +880-2-9561889 Email: dbbl@bdmail.net

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3.4 BOARD OF DIRECTORS:

Board of Directors 1 Mr. Abul Hasnat Md. Rashidul Islam 2 Mr. Zaheed Hossain Khan 3 Mr. Bernhard Frey 4 Mr. Shahabuddin Ahmed 5 Mr. Md. Shahidur Rahman 6 Mr. Md. Yeasin Ali

Designation Chairman Director Director Director Director Managing Director

3.5 PRODUCTS AND SERVICES :

Retail Banking Remittance and collection Import and export handling and financing Corporate Banking Project Finance Investment Banking Consumer credit Agriculture Loan Real time any branch banking 24 Hours Banking through ATM DBBL-NEXUS ATM & Debit card DBBL-Maestro/Cirrus ATM & Debit DBBL Credit card

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 Internet Banking SMS Banking On line Banking through all Branches

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CHAPTER: FOUR RECRUITMENT PROCESS OF DBBL

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4.1 AN EYE ON THE FUTURE OF DUTCH-BANGLA BANK LTD. :

Successful human resource planning is designed to identify an organizations human resource needs. DBBLs employees are their most important asset. In Human Resources (HR), their culture is about empowering employees, both to contribute to their business objectives and to achieve their own personal and career goals. They also keep an eye on the future, with their 'leadership behaviors initiative aiming to identify the next generation of leaders. HR's overall function is to devise and implement strategies and policies to ensure that they have the right people with the right skills. Within that, there are numerous options for applicants. For example, it could be covering culture change, leadership development, strategic talent management, coaching and skills development or alignment of reward with performance.

4.2 RECRUITMENT PROCESS OF DBBL:

We know, Recruitment is the process of discovering potential candidates for actual or anticipated organizational vacancies. It is a process of discovering the people for vacant posts which involves recruitment planning, job analysis and matching between supply and demand of human resources. Recruitment process of DBBL is described below: a) Human Resource Planning: This is the first step in the recruitment process of DBBL. Every year DBBL determines the number of employees to be recruited and what qualification they must possess to avoid HR surplus or deficiency.

b) Specific Request to the manager: After a successful HR planning, the HR department than sends a requisition to the concerning manager for its upcoming HR needs.

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c) Job Openings Identified: Here HR department identify the job openings from the historical data, Statistical analysis, new-venture analysis and budget and planning analysis.

Figure 2: Recruitment Process of DBBL

d) Job analysis: In this step HR department defines the duties, responsibilities and accountabilities of the jobs it has identified. e) Recruitment: In the fifth step they select the sources of recruitment i.e. internal or external for recruitment. f) Satisfactory pool of recruiters: Among the applicants applied for the vacant post eligible candidates are selected.

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4.3 FACTORS EFFECTING

RECRUITMENT PROCESS OF DBBL:

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of DBBL are stated bellow:

Figure 3: Factors effecting recruitment process of DBBL

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4.3.1 EXTERNAL FACTORS ARE STATED BELOW:

a) Supply and Demand: The availability of manpower both within and outside the organization is an important determinant in the recruitment process. DBBL sometime depends upon its internal sources by providing them special training and development programs rather outsourcing when there is limited supply in the market for the professionals demanded by the company. b) Image/ Goodwill: Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. DBBL has built an image which has made their recruitment process much easier to handle. c) Political-Legal-Social Environment: Various government regulations prohibiting

discrimination in hiring and employment have direct impact on recruitment practices. Sometime government rules & regulations and labor union restrict management freedom to select those individuals who it believes would be the best performers. d) Competitors: The recruitment policies of the competitors sometime have an effect on the recruitment function of DBBL. To stay ahead of the competition, many times DBBL had to change their recruitment policies according to the policies being followed by the competitors.

4.3.2 INTERNAL FACTORS ARE STATED BELOW:

a) Recruitment Policy: The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people. Though DBBL has its recruitment policy it does not follow as it should follow.

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b) Human Resource Planning: Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. Every year DBBL determines the number of employees to be recruited and what qualification they must possess. c) Size of the organization: The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

d) Cost: Minimization of Cost is what every organization look for and recruitment incur cost to the employer, therefore, DBBL try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. e) Growth and Expansion: Organization will employ or think of employing more personnel if it is expanding its operations.

4.4 SOURCE OF RECRUITMENT:

Job openings can be filled internally or externally by the HR department. When job openings cannot be filled internally the HR department fill it from external sources, i.e. from paper Ads, job agency, educational institutions etc. DBBL prefers outsourcing its employee. The following table shows the sources of recruitment of DBBL.

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Figure 4: Pie chart showing source of Recruitment of DBBL.

Above graph shows the sources of recruitment of DBBL. We see that out of its total employees DBBL recruits majority (95%) of the people from the external sources.

Figure 5: Chart showing number of people recruited from external sources in DBBL.

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Above graph shows the external sources from which peoples were recruited in DBBL. It has been found that majority 70% peoples were recruited from the job advertisement given in the Daily Newspapers, followed by 6% from job agency, 8% from educational institution, 4.5% from internet ads, 5.50% from employee referrals & 6% from other sources.

4.5 THE RECRUITMENT POLICY:

All regular employees will appointed by the Managing Director. All HR contract and outsource contract employees will be appointed by The Head of Human Resource Division. The schedule of recruitment will be created according to the Service Level Agreement (SLA). The interview board will with The Head of Department of that post, the Supporting Department Head and the Head of HRD. Officer Grade I and Officer II can appoint directly after the interview. From Senior Officer and more there will be a second interview with the Managing Director of DBBL after the first interview. For internal job posting the employee can only apply if he has the service time in DBBL is more than two years and also need to recommend the candidates application by the reporting supervisor of the employee. The HR Contract employee can apply for the regular post after servicing more than two years in the DBBL. Outsource Staff can apply for the regular post after servicing more than three years in the DBBL.

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 The new recruited will get the probationary period of one year if the employee has less than three years of working experience and will get the probationary period of six months if he has more than three years working experience. The methods that DBBL uses to collect data about the job are describe below INTERVIEW: DBBL conducts a formal or informal interview (depending on the position) to collect data. This interview can be a structured one or an unstructured one. Both are used. OBSERVATION: This is another method used by the bank to collect job information. In this method the superior observes the employee and collect data. This is more of a backup method of DBBL. It uses this just to verify the data found primarily. After collecting the data from the employees it is a must to verify that data. DBBL does that by the observation along with a recheck of the employees just to make sure that the integrity and truthfulness of the data is not sacrificed.

4.6 CONSTRAINS OF RECRUITMENT FACED BY DBBL:

Every organization faces some barriers during the recruitment process. HR professionals of DBBL are not apart from that. The biggest challenge such professionals face is to source or recruit the best people or potential candidate for the organization. While asking them several questions about barriers about recruitment they have pointed out some factors which are stated below:

LACK

OF MOTIVATION :

Recruitment is considered to be a thankless job. Even if the

organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

ADAPTABILITY

TO GLOBALIZATION :

The HR professionals of DBBL are expected and

required to keep in tune with the changing times, i.e. the changes taking place across the

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globe. So sometime it becomes little bit difficult for the HR department to align themselves with the frequent change taking place around the world.

PROCESS ANALYSIS: The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

STRATEGIC

PRIORITIZATION:

The emerging new systems are both an opportunity as

well as a challenge for the HR professionals. Therefore, they have to review the staffing needs and prioritizing the tasks to meet the changes in the market which has become a challenge for the recruitment professionals of DBBL.

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CHAPTER: FIVE FINDINGS & RECOMMENDATION

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5.1 FINDINGS:

DBBL believes that they offer candidates a strong company reputation and high quality benefits and learning opportunities.

DBBL offer a positive culture and learning environment and thus has more satisfied employees and are more successful at retaining them.

DBBL utilizes less internal resources when recruiting both internal and external candidates.

Though DBBL has its own recruitment policy sometime it does not follow as it was supposed to.

DBBL gives emphasis on developing its own HR resources providing training and other facilities.

5.2 RECOMMENDATIONS :

Some recommendations about recruitment process of DBBL are as follows:

The application form of DBBL is time consuming and isnt easy to complete, so it should be easy to complete.

DBBL should consider different factors like cost of living, taxation, family requirements etc. in recruiting people.

Several days orientation program should be undertaken to provide a clear picture about the organization, its culture, rules & regulation, employees and management body.
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They should exercise their recruitment policy and should focus on recruiting the best potential people.

It should ensure that every applicant and employee is treated equally with dignity and respect.

It should also focus to aid and encourage employees in realizing their full potential. Recruitment process should be made based on transparency, task oriented and merits. Optimization of manpower at the time of Recruitment process. Recruitment policy should abide by public policy and legislation on hiring and employment relationship.

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CHAPTER: SIX CONCLUSION

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6. CONCLUSION:
Dutch-Bangla Bank Limited is one of the most potential Banks in the banking sector. It has a large portfolio with huge assets to meet up its liabilities and management of this bank is equipped with the export bankers and managers in all level of management. So it is not an easy job to find out the drawbacks of this branch. It has been observed that DBBL started its banking services with a view to minimize the customers needs by offering different products and services which are easy and affordable for all level of customers. To that extent, DBBL always emphasizes its customer services, product development, resource management, branch networking and the contribution to the economic development of the country. The globalization of business is forcing managers to struggle with complex issues as they seek to gain or sustain a competitive advantage. DBBL is one of the large bank Companies in Bangladesh. They enjoy outstanding recruitment practices in each successful employee hired. So, their hires are better fits in their work groups. They also share values, traits and behaviors that are highly regarded for success in the organization. They reach the qualified applicants through the use of innovative recruiting channels. Traditionally, employers have focused on assessment methods that are highly correlated to the content of the job, hence most able to predict ability to perform the required duties and tasks. However, organizations have come to realize that success of the candidate hinges on more than just the ability to carry out tasks and duties well. The foundation of superior performance lies in the synergy created by a close fit with the work group and with the organizations culture. No process is complete without an evaluation of its success.

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REFERENCES:

B OOKS:

1. Professor Dr. M. Ataur Rahman, Strategic Human Resource Management, 2nd ed., 2009

2. B. Wherther and JR. K. Devis, Human Resource and Personnel Management, 5th ed., 2004

3.Gary Dessler; Human Resource Management; Seventh Edition; Prentice Hall of India, New Delhi-110001, India.

4. David A. Decenzo and Stephen P. Robbins, Fundamentals of Human Resource Management, Eight Edition, 2011-2012

WEBSITES: I. II. http://dbbl.bd.com http://en.wikipedia.org/wiki/dbbl_bd

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APPENDIX :

Questionnaire Sample

Name of the Respondent: Companys name: Designation: Date:

(Note Please tick the appropriate option.)

1. What source your company adopts to recruit candidates? a. Employee referral b. Campus recruitment c. Advertising d. Recruitment agencies e. Job portals f. Other, please specify

2. How many stages are involved in selecting the candidate? a. 1 b. 2 c. 3 d. 4 e. More

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3. Does your company use any of the following tests during the process of recruitment? a. Written b. Aptitude c. Group Discussion d. Personal Interview e. Other, please specify

4. Apart from the HR Manager, who all from the other departments are required to get involved in interviewing process? a. Sales b. Administration c. HR Executives d. Other, please specify

5. Does your company follow different recruitment process for different grades of employees? a. No b. Yes

6. What is the back out percentage of candidates after being offered? a) 1-5 b) 5-10 c) 10-15 d) 15-20

7. What percentage of candidates leaves within the period of less than 1- 6 month? a) 1-5 b) 5-10 37 | P a g e

c) 10-15 d) 15-20 e) More than 20%

8. What percentage of candidates leaves within the period of less than 6-12 month? a) 1-5 b) 5-10 c) 10-15 d) 15-20 e) More than 20%

9. Does your company take any technological support for the process of recruiting? a. Telephone b. Video conferencing c. Online support d. Other, please specify

10. Does your company have a legal advisor for HR department? Yes/No If yes, then is it.. a) Internal b) External

11. How many recruitments your company did in the last fiscal year?

12. How many recruitments your company did in the last 3 years?

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13. Out of 100% recruitment that your company did in the last fiscal year, please determine which source generated what % of candidates? Through a. Advertising - % b. Employee reference - .% c. Recruitment agency - .% d. Job portals - % e. Others - .%

14. If the recruitment type is Employee Referral then what special privilege has to be paid to the one who has referred?

15. In how much time does the whole process generates results? (Time taken in the whole process i.e. from tests, personal interviews to final list of selected candidates)

16. What is the total number of personnel in your HR department?

17. What source has provided your company with the highest performers? (Both quantity wise and quality wise)

18. Which is the biggest challenge that your company faces in the whole process of recruitment?

19. Can you please provide us with the hierarchical manpower structure that your company follows for recruitment process?

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Visiting Card of the Informant:

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