Chapter 1: Organization

1.1 Introduction: The organization that has been taken for analyzing the selection devices is Trust Bank,Limited. At present, this is one of the most renowned and dependable private banks of our country. 1.2 History: Trust Bank Limited is one of the leading private commercial bank having a spread network of 41 branches across Bangladesh and plans to open few more branches to cover the important commercial areas in Dhaka, Chittagong, Sylhet and other areas in 2008. The bank, sponsored by the Army Welfare Trust (AWT), is first of its kind in the country. With a wide range of modern corporate and consumer financial products Trust Bank has been operating in Bangladesh since 1999 and has achieved public confidence as a sound and stable bank. 1.3 Services Offering:
Being a commercial bank the organization basically provides financial services.

1.4 Vision: Aim to provide financial services to meet customer expectations so that customers feel we are always there when they need, and can refer us to their friends with confidence and want to be a preferred bank of choice with a distinctive identity.

Chapter 2: Selection Devices

2.1 Description Selection process refers to the process of screening the job applicants to ensure that the most appropriate candidates are hired. Manager can use a number of selection devices to reduce accept or reject errors. The best-known devices are given below-

1. Application forms 2. Written tests 3. Performance- simulations tests 4. Interviews 5. Background investigations 6. Physical examinations

2.1.1 Application forms:

Almost all organizations require job candidates to fill out an application. The application might be form on which the person gives his or her name, address and telephone number. Or it might be a comprehensive personal history profile, detailing the persons activities, skills and accomplishments.

2.1.2 Written test:

Written test include test of intelligence, aptitude, ability and interest. its strengths point are tests of intellectual ability, spatial and mechanical ability, perceptual accuracy and motor ability are moderately valid predictors for many semiskilled and unskilled lower level jobs in the industrial organization. Intelligence test are reasonably good predictors for supervisory positions. On the other hand it also have weaknesses .such as intelligence and other tested characteristics can be somewhat removed from actual job performance, thus reducing their validity.

2.1.3 Performances simulation tests:

Performance-simulation tests are made up of actual job behaviors. The best-known performancesimulation tests are work sampling and assessment centers. Work sampling involves presenting applicants with a miniature model of a job and having them perform a task or set of tasks that are central to it. Applicants demonstrate that they have the necessary skills and abilities by actually doing the tasks. This type of test is appropriate for jobs where work is routine or standardized. Assessment centers are places in which job candidates undergo performance-simulation tests to evaluate managerial potential. In assessment centers, executive, supervisors, or trained psychologists evaluate candidates for managerial positions as they go through extensive exercises that simulate real problems they would confront on the job. Activities might include interviews, in-basket problem-solving exercises group discussion and business decision games. Based on job analysis data and easily meet requirement of job relatedness. Have proven to be valid predictors of job performance. Its weak point is Expensive to create and administer.

2.1.4 Interviews:

Must be structured and well organized to be effective predictors. Interviewers must use common questioning to be affective predictors. It also has some weaknesses. Such as Interviewers must be
1

aware of legality of certain question. Subject to potential biases, especially if interviews are not well structured and standardized.

2.1.5 Background investigations:

Background investigations are of two types: verifications of application data and reference checks. The first type has proved to be valuable source of selection information. For instance, managers at Krause Gentle Corporation which operates more than 300 convenience stores in 12 states, perform background checks and drug and personality testing on new full-time hires. The result has been positive-lower employee turnover, which saves the company the headaches and additional costs of continually hiring. The latter is essentially worthless as a selection tool because applicants references tend to be almost universally positive. After all, the person isnt going to ask someone to write a reference if that person is likely to write a negative one. Verification of background data are valuable sources of information. Weak point is Reference checks are essentially worthless as a selection tool.

2.1.6 Physical examinations

This device would be useful only for a small number of jobs that have certain physical requirements. Instead, the physical examination is mostly used for insurance purposes as organization wants to be sure that new hires will not submit insurance claims for injuries or illnesses they had before being hired. Has some validity for jobs with certain physical requirements. Done primarily for insurance purposes. And the weakness Must be sure that physical requirements are job related and do not discriminate.

2.2 Objective of the report:

The objective of the report is very specific. The report attempts to compare between the theoretical knowledge of selection devices and the practical application in an organization.

2.3 Methodology:

Primary and secondary both sorts of data have been used while preparing the report. A person working in he organization had directly been talked to and the website of the organization had also been used for collecting the data. The used data is basically qualitative and they have been used for comparison to the theory

2.4 Limitations: Being a fundamental course of management our knowledge is not too vast to analyze very critically or elaborately. Moreover, due to secrecy and confidential purpose all the information needed had not been provided.

Chapter 3: Finding and Analysis

3.1 Selection process of Trust Bank limited: Going for recruitment directly is time consuming and might lead to an inefficient recruitment, eventually, says the SAVP, Trust bank Limited. Therefore, they are more likely to go for a contractual recruitment process which is according to them can reduce their hassle to a large extend. Though, this kind of process is only applicable for the position of an MTO, wheres they positions of junior officers are done by a below the line procedure. They go for the contract with

one of the most renowned business institutions of Bangladesh, IBA (institution of business administration). For that purpose, at first they go for a written contract with IBA with all the terms and conditions including what they actually need. For instance, they let them know how many people they want for the vacent positions. And then they ask to operate the recruitment process. A representative team is always available to co operate with the people of IBA. All the activities are done by IBA, the representatives just assist them. The steps that are taken for this recruitment process are discussed below: 3.1.1 Advertisement: At first according to the need of the bank IBA gives an advertisement for the vacant positions. They mention all the job description and job specification in the advertisement and give a deadline to drop the CV and other relevant documents. 3.1.2 Written test: Then a written test is arranged by IBA. The questions are set by them, but it has to be approved by the representative team of Trust Bank. While the written test is being taken, people from the bankers go to invigilate as well as the arrangers. Then, the paper is checked by IBA. Provided, whether reliability or validity is used in case of the result- this information is not disclosed. Mostly, the written test is of total 200 marks with 150 marks in MCQ type of questions and 50 marks for essay type questions. But the number distribution may vary. The MCQ type questions includes three parts-mathematics, English (grammrer based) and analytical. Again, even in this case the mark distribution may vary. And usually it is a 2.30 hours long written test. No performance simulation test is taken in case of the recruitment process of Trust Bank Limited. 3.1.3 Interview: After the written test, candidates qualified are called for an interview. Again, in the interview there are IBA people as well as the HR people of the bank. An interview is of 15-20 minutes

duration. Various sorts of questions are asked in the interview. But, questions related to general knowledge and current business and economy are emphasized. Sometimes, some analytical questions are also asked. An interview board is consisted of 5 to 7 members usually. In the interview basically the communication skill, presence of mind, smartness etc. Competences are seen. After the interview, all the interview board members sit and make the final list af the recruited people. 3.1.4 Physical examination: This step is not taken that seriously. The selected candidates are asked to do some specific diagnostic tests and submit the reports. It is done only as a formality to confirm whether the candidate has any contagious disease or not. 3.1.5 Background investigation: IBA is involved up to the interview with the recruitment process. After that, the other things are done by the HR department of the organization. An applicant gets the joining letter just after been selected in the interview. But the appointment is probational. After joining, a letter is sent to each of the persons whose names have been used as reference asking whether he o she knows the applicant or not and a character certificate is asked for to send. Usually, a reply letter comes; or else the candidate is asked to give an explanation. 3.2 Analysis:

Selection devices

Practiced by Trust Bank

1. Application Form 2. Written test 3. Performance simulation tests 4. Interview 5. background investigation

Followed Taken Not taken Taken Done after joining

6. physical examination

Report required

3.3 Discussion: The organization operates the whole process of recruitment through outsourcing. They do not operate the selection directly. At first, in case of the selection device, application form, IBA gets all the authority to advertise and ask for the application form along with a CV. Then they choose the eligible CVs for the written test and send them an official letter to call for the written test. Here the bank has no involvement or interruption in the job of IBA. Then, as far as the performance-simulation test is concern, as the whole process is outsourced, this device is actually of no use. In the interview, the candidates are requested to ask the interviewers about the job. But almost none of them are seen to be smart enough to ask anything to the interviewers. It is actually because of the traditional practice of our country. Previously, this opportunity was not given to the candidate. So. Even they are not habituated to ask something to the interviewer. Background investigation and physical examinations are not done with very importance. Usually people use those peoples names in reference who will say positive words only. So background investigation is not that effective for recruiting, according to Trust Bank. And, physical test are done by the candidates to reduce the hassle of the organization.

3.4 Recommendation The recruitment process used by Trust Bank limited is basically sort of outsourcing which is not very much popular in our country yet. But, it is less time consuming. It todays business world, specially banking arena, where everyone is extremely busy, spend a lot of time on the recruitment is kind of wastage of time. So, this process is pretty convenient. Other organizations can also follow this to save valuable time and make the process more valid.

But, the physical examinations are done by the candidates themselves which may have not any validity and reliability. It could be organized by the organization by specifying any diagnostic centre where all the candidates have to go and have the required tests.

Chapter 4: Conclusion
Recruitment is a very crucial activity of any organization. New people come and start working as a part of an organization by this process. This crucial and delectate thing has to be handled craftily. Because if the recruitment process goes wrong, very obviously it will hamper the overall performance of the organization. Therefore, theories of selection or recruitment process had been introduced. The six selection devices theory is a very common theory of recruitment process. It is a very used theory as well. But not necessarily, all the organizations are bound to follow the set structure, rather an organization is all free to set its own way in this regard. And, in case of todays ever changing business world, mostly, the theories are improvised according to the time and need. Trust bank limited is a good example in this case. They follow a different way for recruiting new employees. And their way is neither completely similar to the theory nor perfectly similar; rather it can be said that, they follow a mixed procedure.

Every activity or decision may have its positive and negative sides. The way in which Trust Bank, Ltd. operates its whole recruitment process, is a different and modern idea, undoubtedly. But, the procedure has some lacking, too. Since a outside organization is operating and monitoring the process, the employees of the organization are not much related to it. Again, in some cases, the requirement of them may not be appropriately fulfilled. But, according to the HR department of Trust Bank Ltd., as IBA people are much more efficient than any other in the whole country, the process also becomes efficient.

Appendix:
Information source: Shueb A. Chowdhury Senior Assistant Vice President & Manager (operation) Trust Bank Limited

References:
http://www.trustbank.com.bd/corporate_info/mission_goal.php

http://www.trustbank.com.bd/corporate_info/about.php