(1.

1) Background of the Study:

Real estate sector in Bangladesh is emerged at the end of independence war. At that
time real estate sector were not lucrative enough. On that time real estate company
only constructed the governmental construction. Like Zia International Airport,
national monument etc. The pioneers in this sector are “CONCORD”, “BTI” etc.
With rolling of time now many company are continuing the real estate business. They
already have a good position in market. REHAB is a governing body of a Real Estate
company. Which one constitutes new rules, regulation and negotiate with government
regarding different matters of interest about real estate sector.

SPL is a real estate company. It is a prominent real estate company in Chittagong.

And real estate sector is very competitive now a day. SPL have many competitors in
the market like Mishmak, Eternal, Equity, Alfa Builders and ANZ properties etc.

Recruitment means identifying and hiring most right people for right job and
performance appraisal is process by which a manager or consultant examines and
evaluates employee’s work behavior by comparing it with preset standards,
documents result of the comparison and uses the results to provide feedback to show.

Recruitment and selection process are very crucial part for an organization.
Organizations have to think various subject matter of an employee. Then they select
an employee. During working period Employees are evaluated by the organization
once or twice a year. So performance appraisal also a crucial part for an organization.

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(1.2) Objective of the Study:
Among all activities in Human Resource management the “Recruitment and
Selection” and “Performance Appraisal” are very important point of HR. Because this
the primary concern of an organization. The objective of the study are given below

 To know the Recruitment and Selection process of SPL.

 To identify the problems of Recruitment and Selection of

SPL.

 To study the Performance Appraisal procedure of SPL.

 To Study based on which criteria SPL Measure their

employees.

 To get an insight into the relative importance of performance

appraisal.

 To recommend some suggestion about Recruitment,

Selection and Performance Appraisal.

(1.3) Methodology
Sources of Information:
In my report I used both primary and secondary data, which I have collected from the
various sources. The primary and secondary sources are given below:

Primary Data:
Primary data were collected from:

o Consulting with the HR manager.

o Direct conversation with other Department Head of the SPL.

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 o Visiting the office personnel desk.

Secondary Data:

Secondary Data have been collected from few sources. These are

o Data collected from the company previous Record.

o Searching the website and related topics included here.

o Data has been collected from the employee’s service book.

(1.4) Scope of the study:

The scope of the study is limited within property business in Bangladesh. It is also
limited within the organization of SANMAR properties Limited. And for that reason
information was very much restrictive within the organization as the real estate
business is going to be very much competitive. Here I discuss with topics related to
the profile of Recruitment, Selection and Performance Appraisal practices of SPL. In
this regard information has been collected from the employees working in the SPL as
they are familiar with organization.

(1.5) Limitation

With lots of opportunity it has some limitation too, what I face preparing the term
paper. The limitations are given below:

Data Insufficiency:

The company does not have sufficient source of secondary data and collecting of data
was not smooth.

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Time Constraint:

The time was not sufficient to find out, scrutinize all the necessary data and articulate
it in the report.

Job Pressure:

The employees are very busy in their work. So it is very difficult for them to give the
necessary data as I required. For huge job pressure I visited more than twenty one
construction plant within two days. This was very limited time for me to collect all
necessary data from SPL construction plant.

Restriction to disclose:

Some data are very much confidential for the organization. So it is not possible to get
all sorts of information. Suppose the finance department didn’t provide me the clear
information about the profit and loss of the company.

Lack of available time :

As I am not fresh graduate I don’t have enough time for utilization of Term Paper. So
this report may have shortcoming.

In spite of the limitation, I tried my level best to use all the opportunity in collecting
the true information.

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(2.1) Background of SPL:
Generally SPL known as a real estate developer company. But at the first time it was
not a real estate developer company. In 1994 it starts its journey as a specialized
shipping company. Now SANMAR HOLDING is parent company which established
in the port city of Chittagong in 1999. With change of time SANMAR HOLDING
diversified its business in numerous sector like, Residential, Commercial and Land
Development, Construction of Multistoried Residential and Commercial Apartments,
Architects and design, Shipping Agency, Agro Business, Property Management,
Capital Management, and International Trading. SPL is now leading provider of
luxury projects in the Chittagong city.

Mission:

“The company aims to have development projects that would be treated as true icons,
reference points for creativity and ingenuity and take its corporate responsibility to a
new level in the real estate development sector of the country.”

Vision:

“The company envisages to be one of the most valuable lifestyle developers in the
country and placing its corporate identity somewhere beyond mere real estate
development. It aims to have development schemes in the most desirable and
exclusive locations and to build such schemes to a high quality specification that
would become synonymous with the group.”

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(2.2) Organogram of the company

Fig 1: Organogram

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(2.3) Associate Concern of SANMAR:
Sanmar is a group of company. They focus on numerous sectors. The all sector are
shown below by a figure.

Fig 2: Concern of SANMAR

Key Terms:
Sanmar Properties Limited SPL

Sanmar Land Development Limited SLDL

Sanmar Construction Limited SCL

Sanmar Architects Limited SAL

Rainbow Shipping Lines RSL

Sanmar Capital Management Limited SCML

Sanmar Agro & Plantation SAP

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(2.4) Work Environment:
If I start talking about ideal environment, there would be numerous organization that
we can think about and I personally think that SPL is one of those organization where
an employee feel maximum satisfaction in reference to the environment.

To get more out of the employee’s productivity SPL would offer some prizes on
hitting sales. Management always tries to motivate their sales team to boast up their
sales. Sales people are those who are generating revenue for the organization, without
them it is not possible to move forward.

Here I found employee participation is always appreciated open door policy along
with a proper process is defined for every employee to communicate with top level
management and if needed, even the CEO (M.I Khasru). This concept offering
complete confidentiality and support for any suggestion or complaints directly made
to the head of department, and focused on the improvement of the system and
working environment at SPL.

Positive organization behavior, following the hierarchy, positive communication skill,

and teamwork, following the rules and creating self ethics for our own success, fact
based decision making and creating quality and customer satisfaction while exceeding
the organization and most importunately, commitment loyalty and hard work are the
key learning of my time I have spent working with the SPL.

Human Resource management is not just hiring or firing people, but its more than that
more demanding and requires communication skill people dealing and understanding
sense. Like every human is different and there may be different response for any
situation by different people.

Overall the work environment is very lively and friendly.

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(2.5) Sanmar Properties Limited:
Sanmar Properties Limited starts its journey on 1999. It’s the core property
development company of Sanmar Holdings. SPL is the most successful and
prominent real Estate company in Chittagong. Now SPL are diversifying their
business in Dhaka city also. SPL projects are built on joint venture land sharing basis
as well as on company’s self owned property. SPL’s product portfolio comprises
mainly of residential apartments in prestigious and sought-after locations of
Chittagong and also includes shops and commercial office space.

Handed Over Project:

In Residential project SPL handed over Sixteen (16) projects from its beginning.

These projects are: Sanmar Robeya, Sanmar Lelanta, Sanmar Astoria, Sanmar
Astoria, Sanmar Malvariva, Sanmar Vinnnigs, Sanmar Terimakasiah, Sanmar Park
Avenue, Sanmar Vellone, Sanmar Valencia, Sanmar 5th Avenue, Sanmar Riveria,
Sanmar Signoria, Sanmar Minerva, Sanmar Silvano, Sanmar Spring Valley, and
Sanmar Bonanto.

In Commercial project SPL handed over only two (2) projects these are: Sanmar
Ocean City & Sanmar Spring Garden

Ongoing Project:
Sanmar always give priority to the residential project. Now SPL has sixteen (16)
Ongoing residential project. Where some project is very near to completion and some
has been started earlier.

The ongoing Residential projects are: Sanmar Sorrento, Sanmar Garden Groove,
Sanmar Grand Karim, Sanmar Mayfair, Sanmar Monabi, Sanmar Amadora, Sanmar
Amrante, Sanmar Santino, Sanmar Mandira, Sanmar Aventino, Sanmar Magnolia.

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Upcoming Project:

SPL is going to start some new project in different lucrative area in Chittagong. It will
be started in shortest possible time. Now SPL have Nine (9) on hand residential
project. The project are : Sanmar Mahfuz Manor, Sanmar Green Park, Sanmar
Mahanagar, Sanmar Sieera, Sanmar Ballaria, Sanmar RL Park View, Sanmar
Tasnim, Sanmar Palm Groove, Sanmar Anam Plaza, Sanmar Siddiqui Crown.

SLDL:

SLDL is another arm of Sanmar Holdings, which is only deal with Land Related
issue. SLDL only look after the land. It might be plot or where a building will be
constructed. SLDL receive the land from landowner and figure out everything about
the particular land. Generally SLDL observe that whether the land is coming from the
original owner or is there any difficulty with land they do it with help of Legal
Advisor. Sanmar already handed over plot in Bhatiyari while development of few
other land projects in Chittagong.

SCL:

All constructional work of SPL has done by the SCL department. They construct
Residential project, Commercial Project.SCL enriched by a pool of highly competent
and qualified civil, electrical and mechanical engineers. Sometimes SCL work for
other corporate houses with providing the highest quality and higher Standard.

SAL:

SAL is the design arm of Sanmar Holdings. Comprising of a pool of reputed

architects, structural engineers and interior designers, SAL offers one stop service for
architectural, structural and interior design solutions of Sanmar projects. SAL design
also extends to designing building exteriors and landscaping and Driving Range of
Golf Club.

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RSL:
Rainbow Shipping Line was the first concern of Sanmar which one incorporated in
the year of 1994. Sanmar has international shipping agency business and regularly
handles ocean going vessels having 7000 M/Tons to 60,000 M/Tons of cargo carrying
capacity at the maritime port of Chittagong carrying liquid bulk commodities like
CDSO, palm oil and other edible oil and grain cargo like wheat, raw sugar, rape seed,
mustard seed, peas, cement, fertilizer and steel cargo etc. There are two sister concern
of Rainbow shipping Line. These are: MA Kalam & Company Limited and
Rainbow & Shamim Traders Limited. MA kalam & Company look after the general
stevedoring business arm of the Shipping unit. The company owns a licensed port
stevedoring house that is actively involved in acting as the general cargo handling
operator at the maritime port of Chittagong and is one of the largest Stevedoring Firm
operating at the maritime port of Chittagong. And Rainbow & Shamim Traders
Limited is the Custom Broking business wing of Sanmar which is actively involved in
the Custom Clearing business. The Custom Brokerage house of Sanmar acts as the
dedicated Customs Broker for one of the largest commodity cargo importer of the
country and also for the single largest importer of passenger elevators in Bangladesh.

SCML:
Sanmar Capital Management Limited is a wing of Sanmar that owns a licensed stock
brokerage house for trading on shares and stocks of companies enlisted with
Chittagong Stock Exchange. The company has a dedicated stock trading office that is
managed by Capital Management professionals.

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Sanmar Agro & Plantation:
Sanmar Company has 3 rubber plantation projects under Chittagong Hill Tracts and
regularly supplies rubber to a multi-national shoe manufacturer in Bangladesh. The
project also has extensive timber plantation within the project site of the rubber
plantation.

(2.6) Financial Information:

The authorized Capital of SPL is 10 Crore Taka. The paid up capital is 10 Lakh Taka.

Debt and Equity ratio are 1:1.4. SPL are not listed with SEC. So no capital collected

from the market and not authorized by share. Debts are collected from the following

Bank.

Bank Name:

• One Bank Limited

• South-East Bank Limited

• National Credit and Commerce Limited

• United Commercial Bank Limited

• Trust Bank Limited

• The City Bank Limited

• BankAlfalahLimited

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(2.7) SWOT Analysis:

Key Strength:

SPL has some key strength by which SPL differ from other competitor. This Strength
are describing below:

On Time Deliver:

SPL is very much conscious about his Project Delivery. The project handed over on
stipulated date. Respective department of the SPL helps the engineering department to
complete their project on time. And all engineer of SPL continuously communicate
with their higher authority about their work progression. They take help from various
departments.

Ensuring Quality:

SPL never compromise with its quality. It always should be good. Because SPL
believe that a good quality product can retain the customer and bring new customer
also. For maintain the highest quality SPL product price is somewhat higher than its
counterpart.

Effective Sales Team:

SPL has a good and effective sales team. They continuously search the market for
their prospective client. They communicate with their customer over phone, e-mail
and self visit. To motivate customer the sales person send gift to their existing
customer in special occasion (i.e. birthday, anniversary).

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Exclusive Customer Care:

Customer Care core works starts after selling an apartments or Land. SPL Gives
highest priority to their client. SPL has highly trained and well-groomed team of
Customer Service Executives is on hand to provide the support in any area. And they
maintain lineage with all customer. They hear from the customer and give them a
prompt solution regarding their problem.

Weakness:

Frequent Market Fluctuation:

Market fluctuations are very much in developer sector. Because the price of Steel,
Sand, Land are increasing without any prior notification.

Lack of Available of Production Field:

Competitor numbers are very big so getting the good location to start a new
construction is very difficult.

Opportunities:

• Strong Financial Condition

• Fundamental Principles or core values of the business remain constant

• Continuous diversification of business

Threats:

• Competition from rivals

• Increased & Fluctuate Price

• New Decision Made by RAJUK and CDA

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 (3.1) Recruitment Definition:

Recruitment refers to the process of screening, and selecting qualified people for a
job at an organization or firm, or for a vacancy in a volunteer-based some components
of the recruitment process, mid- and large-size organizations and companies often
retain professional recruiters or outsource some of the process to recruitment
agencies. External recruitment is the process of attracting and selecting employees
from outside the organization.

(3.2) Purpose
The aim of this specification is to guide managers to:
• Recruit and select individuals who demonstrate the attributes and capabilities
that are consistent with business direction and QR Values and Behaviors
• Attract, retain and deploy people in roles that maximize their contribution
and Potential to achieve our business objectives and deliver our future success
• Develop and maintain a fair, merit-based, cost effective and efficient process
for Recruiting and selecting employees for roles on behalf of the organization.

The benefits of implementing this specification are:

• Improving QR’s ability to attract and retain quality employees

•Providing greater flexibility to enable QR to recruit the best person for the
right job
Through a merit-based selection process
• Improved organizational performance through a skilled, satisfied and highly
Productive workforce
• Fair, equitable, timely and informed processes.

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(3.3) RECRUITMENT AND SELECTION FRAMEWORK

OVERVIEW OF PROCESS

• Assess the need for the job and ensure there is adequate funding for it
• Review the job description to ensure that it meets the present and future
requirements
• Review the person specification to ensure it meets the requirements of the
description
• Design the selection process
• Draft the advertisement and select the advertising media
• Short list using the person specification only
• Interview and test short-listed candidates

Managers hold the responsibility for ensuring this framework is followed. HR is

Available for advice and will assist in general administration of the recruitment
Process.

(3.4) Organizational Recruiting Responsibilities

In small organizations, the recruiting process is simplified. For many positions, an

advertisement in the local paper may be enough to tap into the local labor market. In
very small organizations, the owner/manager often places the ad, determines the
recruiting criteria, and makes the decision. However, for some specialist jobs, a
regional or national search may be undertaken. A typical distribution of recruiting
responsibilities between the HR department and managers in larger organizations.

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 HR Unit Manager
Forecasts recruiting needs Anticipate needs for employees to fill
Prepares copy for recruiting ads and vacancies
Campaigns Determine KSAs needed from applicants
Plans and conducts recruiting efforts Assist in recruiting effort with information
Audits and evaluates all recruiting about job requirements
Review recruiting efforts activities
TABLE 1: Recruiting Responsibility

(3.5) Decisions Affecting Recruiting:

Fig 3: Decision Affecting Recruiting

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(3.6) Selection:
A great quotation about selection is “Selecting qualified employees is like putting
money in the bank.” By JOHN BOUDREAU.

Selection Definition
The process of choosing individuals who have relevant qualifications to fill jobs in an
organization.

Placement

Selection is much more than just choosing the best available person. Selecting the
appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a
human being—is an attempt to get a “fit” between what the applicant can and wants
to do, and what the organization needs. The task is made more difficult because it is
not always possible to tell exactly what the applicant really can and wants to do.

Selection and Placement:

Good selection and placement decisions are an important part of successful HR
management. Some would argue that these decisions are the most important part.
Productivity improvement for an employer may come from changes in incentive pay
plans, improved training, or better job design; but unless the employer has the
necessary people with the appropriate KSAs in place, those changes may not have
much impact. The very best training will not enable someone with little aptitude for a
certain job to do that job well and enjoy it.

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(3.7) Selection Responsibilities:
Organizations vary in how they allocate selection responsibilities between HR
specialists and managers. Until the impact of EEO regulations became widespread,
selection often was carried out in a rather unplanned manner in many organizations.
Many managers insist on selecting their own people because they are sure no one else
can choose employees for them as well as they can themselves. This practice is
particularly prevalent in smaller firms.

HR Unit Manager
• Provides initial employment reception • Requisition employees with specific
• Conducts initial screening interview qualifications to fill jobs

• Administers appropriate employment • Participate in selection process as

• tests appropriate

• Obtains background and reference • Interview final candidates

• information • Make final selection decision, subject

to advice of HR specialists
• Refers top candidates to managers
• Provide follow-up information on the
• for final selection
suitability of selected individuals
• Arranges for the employment
• physical examination, if used
• Evaluates success of selection process

TABLE 2: Selection Responsibility

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(3.8) Selection Process Flow Chart

Reception Jobs Open?

Yes

Job Preview/Interest
Screen

Application Form

Test Interview

Background
Investigation

Additional Interview
(optional)

Conditional Job Offer

Job Placement

Fig 4: Selection Process Flow Chart

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(3.9) SPL Recruitment Procedure
People are an organization is most important and valuable resources. The
effectiveness of an organization depends on its staff. Good quality work requires skill
people. SPL Consider this factor. So SPL always try to recruit the best people. What
SPL follow in recruitment process are given below.

Fig 5: Recruitment and Selection Process of SPL

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Step 1: Identification of Vacancy:
Before recruiting a people SPL first try to identify the vacancy. That means why the
vacant happened. Is it for employee resignation? Or is it newly created post? Or is the
vacant is for temporary basis. This Simple process will identified by the Line
Manager or the person responsible for his department.

Step 2: Describe the Job profile:

Job Profile tells about the “Job Description” and “Personnel Specification” of
upcoming employee. The Line Manager reviews the short/long term requirement for
the position and the need assessment to fill the vacancy.

Profile for the Work Area:

What are main roles and responsibilities of the job? That means job description of the
particular post. How to interact with the other group of the SPL.

Selection Cost:

HR manager of SPL consider the selection of the cost. They always try to minimize
their cost. They also think how much money have to invest to train the particular
employee.

Job Skill Requirements:

If it is very higher level post then SPL searches for the experienced people or if the
post required skilled people they search for the experienced people. Like they requires
6-7 years experience for the “Project Engineer” and 10-12 years experience for
“Project Manager”.

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Personnel Specification:

SPL consider the personnel Specification. If it is fresh graduate then they consider
written test, and Viva. They try to judge the fresh graduate through conversion and his
speed of work and depth of knowledge. Some characteristics are considered for
the personnel specification. These are given below:

Physical Characteristics:

Physical strength is very important for personnel. Because in Developing sector

project engineer, project manager has to visit and stay in the site. So they need that
stamina and willingness to stay in the project.

General Intelligence:

It is very much necessary for an employee to have basic intelligence and capability to
deal with other people or customer of the SPL. SPL judge their employee’s basic and
general intelligence.

Disposition:

The spirit and disposition is another crucial factor of an employee. How rapidly an
employee can communicate with other people. What’s his skill to retain the
customer? How customer treat him. All is measure by the HR manager and respective
department head.

Adjustment:

Adjustment quality is justified in SPL. Because an employee has to communicate

with numerous type of people in a single day. So he needs to have patience and
moderate attitude of adjustment. Many people will say many things it might be
positive or negative. So he has to be tolerable attitude.

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Personnel Measurement of SPL:

Essential Desirable
Qualification:

The level of formal education that would enable the employee ****** ****
to carry out the role effectively
Experience:

The amount of relevant experience that will enable the *** *****
employee to perform the role well. Be As specific as well.
Skill and Abilities:

Skill such as communication, Presentation, Computer Skill, *** ***

Language Skill. Abilities such as coping with the pressure, team
working, initiative and ability to work with other people.

Personnel Qualities:

Aspects of a person character, such as Maturity in his work, *** ***

whether he is approachable or flexible.

Table 3: How Personnel Measure in SPL

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Step 3: Complete The Recruitment Request Form:
Once the job profile has written it is important to have a process where line manager
make an official request to the Department of SPL HR division

Step 4: Describe the Most Effective Recruitment Strategy

The SPL Line Manager will consider and assess the best way of attracting a pool of
suitably qualified candidates, who will meet the needs of the business. To get the
people SPL consider two sector these are

1. Internal Source
2. External Source

Internal Source:
When job vacancies exist, the first place that SPL should look for placement is within
itself. An organization’s present employees generally feel that they deserve
opportunities to be promoted to higher-level positions because of their service and
commitment to organization. More over SPL know that opportunities to examine the
track records of its present employees and to estimate which of them would be
successful. Also recruiting among present employees is less expensive than recruiting
from outside the organization. The major forms of the internal recruiting include:

o Promotion and transfer.

o Contacts and referrals

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Promotion and Transfer:
SPL think that promoting entry-level employees to more responsible positions is one
of the best ways to fill job vacancies. Skills inventories are useful in identifying
individuals who have the potential for advancement, and individual’s desire to be
promoted can be assessed in the performance appraisal review. A promotion from
within policy is intrinsic to career development and human resource planning.

Contacts and Referrals

Employees may actively solicit applications from their friends and associates. Before
going outside to recruit employees, ask present employees to encourage friends Or
relatives to apply for the job openings. Contacts and referrals from the present
employees are valuable sources of recruits. Employee referrals are relatively
inexpensive and usually produce quick responses. However SPL are concerned about
problems that result from hiring friends of employees for example, the practice of

hiring friends and relatives favoritisms, cliques etc.

EXTERNAL SOURCES OF RECRUITMENT:

When SPL can’t manage employee from its internal Employee then SPL goes for
external Source.
Step 5: Advertisement:
Once the job Description and, Person Specification and salary have been finalized
then SPL let people know about the vacancy. There are many ways to advertise a job.
SPL worth thinking carefully about targeting places where people with the right skills
and personal qualities are likely to see the advertisement. SPL sometimes bring the
effective employee by Head Hunting from the different source and also from its
competitors. Whenever they is being advertised the advertised should clear and well
presented because it may be the first time people can come contact with the
organization. Some information must include in an advertisement which is describing
below:

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Brief Description of the organization:
Here a very brief description about SPL. That means when the SPL starts its journey,
what type of organization is it.

How the role fits into the organization

Location of the job
What the roles Involved
This is taken from the Job Description. To get people attention, this written in
personalized form such as, "You will be an excellent communicator….”
What Kind of person:
What kind of person SPL looking for is mentioned here. This already identified in the
personnel specification by the line manager and HR Manager of SPL.
Deadline Date:
Deadline Date also published. Because when it is include then people can understand
that he has to applied for the post before the deadline date.

Step 6: Commence Selection by Reviewing Applicant:

After getting the application SPL starts its Selection process. Though in advertisement
is mentioned that who will apply or who will not apply for the particular post. But
most of the people don’t consider this. They send their CV without justifying
themselves. Applicant even don’t think about whether they fit for the post or not. So
lots of CV and application form come in the office. Then HR manager have to
identify the eligible candidate. Then HR manager shortlist most eligible candidate.

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Step 7: Assessment of the shortlisted Candidate
The selection panel conducts interviews and/or applies other relevant assessment
methods to acquire information relevant to the university’s business needs, position
role & accountabilities and selection criteria. The assessment methods consistently
applied to all candidates for a vacancy. Employee assessed in following ways…

Interview:

The Selection Panel of SPL takes the interview of the prospective applicant. When
they talk with the applicant they can justify the applicant. This is very crucial part for
an applicant. Where he could show his potentiality and competency.

Cognitive Aptitude Tests:

It measures an individual’s ability to learn, as well as to perform a job. Job-related

abilities may be classified as verbal, numerical, perceptual speed, spatial, and
reasoning.

Job Knowledge Tests

This sort of test is designed to measure a candidate’s knowledge of the duties of the
position for which he or she is applying.

Work-Sample Tests (Simulations)

It identifies a task or set of tasks that are representative of the job. The evidence
concerning these tests, to date, is that they produce high predictive validity, reduce
adverse impact, and are more acceptable to applicants.

Reference Check

Reference gives an extra benefit to the applicant. A good recommendation from a

recognized person helps the applicant to get the job. References also check by the
SPL because it helps the SPL to know details about the applicant.

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Step8: Verbal Offer of employment to preferred applicant
Among the shortlisted people SPL identify the preferred candidate. Verbally SPL
assure them that there are going to get the job. In this step the Terms and condition of
the company and company HR policy also discussed. Salary of the employee benefit,
tenure of work other facility is described here.

Step 9: Make Written letter offer of employment

This is the steps where employee can know that he is selected. In this steps the
employee has sign “Confirmation Letter”. SPL HR arrange for formal written offer
and contract of employment to be prepared (in accordance with the selection report)
and dispatched within 1 day of receipt of the approved Selection Report and
recommendation. HR manager of SPL also do the following formalities during make
written offer letter.

Contract of Employment:

SPL used a standard contract template which has been checked by legal practitioner
to fulfill all the national legal requirements. The employment paper signed by the
new applicant and the line manager.

Personal Information Sheet:

Here all personal information included. Newly recruited employee name, His
Permanent address, Present Address, Passport ID, National ID no and Family details.

Staff Handbook:

SPL handbook includes general terms and condition of employment as well as

working environment of office and outside the office. If the terms and condition are
differing from the specific role then a guideline have been given in the “Contract of
Employment”.

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Step 10: Arrange Appointment
After all the formalities SPL arrange the appointment of the new employee. In the
first day he meets with each people of SPL. The line manager introduces the new
employee. Line manager tell the new employee what he have to do, where he have to
start, how to do the work, and if he face any problem whom to conduct etc.

Step 11: Open a Personnel File

A personal staff files open for each staff member of the SPL. This file is confidential,
and only the HRM department and Line Manager can access the file. The personnel
contain all confidential information relevant to the staff member. And this document
is kept up to date and SPL HR manager and Each Line manager have the
responsibility to ensure that the personnel file is maintaining by obeying the Law of
Land.

(3.10) Sample of a Personnel File:

Personal Details

• Marital Status and number of • EmergencyContact Details

children and their ages if Relevant.
• Photograph
• Home Address & Telephone
• Driving License
• Personal Email Address
• Identity Card, Passport No.

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 Recruitment Information
• Employment Application from and • Result from selection test
CV
• Contract of employment and
• References job offer letter

• Employment Interview Notes • Remarks of the Interviewer

Employment Information
• Employment History • Salary Records

• Appraisal and development Records • Bank Account Details (when

salary paid through bank)
• Notes and correspondence on
employment issues, such as request • Annual Leave
for unpaid leave

• Sickness and Absences Record

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(4.1) Performance Appraisal Definition

Process by which a manager or consultant (1) examines and evaluates an employee's

work behavior by comparing it with preset standards (2) documents the results of the
comparison, and (3) uses the results to provide feedback to the employee to show
where improvements are needed and why. Performance appraisals are employed to
determine who needs what training and who will be promoted, demoted, retained, or
fired.

Why Performance Appraisal Done?

Performance appraisal is very important for any company. Because its helps a
company to identify employees current competency level, or whether employee need
any improvement. SPL also do the same thing like all other company. SPL appraise
their employee twice a year. First one occurred in the end of June and the second one
on end of December.

Performance appraisal can be used to determine whether HR programmers such A

selection, training, and transfers have been effective or not. Broadly, performance
appraisal serves four objectives-

 Developmental uses,

 Administrative uses/decisions,

 Organizational maintenance/objectives, and

 Documentation purposes

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(4.2) Purposes of Performance Assessment

Multiple Purposes of Performance Assessment

General Application Specific Purpose

Developmental Uses • Identification of individual needs

• Performance feedback
• Determining transfers and job assignments
• Identification of individual strengths.
• development needs

Administrative Uses/Decisions • Salary

• Promotion
• Retention or termination
• Recognition of individual performance
• Lay-offs
• Identification of poor performers

Organizational Maintenance/ • HR planning

Objectives • Determining organization training needs
• Evaluation of organizational goal
• achievement
• Information for goal identification
• Evaluation of HR systems
• Reinforcement of organizational
• development needs

Documentation • Criteria for validation research

• Documentation for HR decisions
• Helping to meet legal requirements

TABLE 4: SPL Purposes of Performance Assessment

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(4.3) SPL Performance Appraisal Steps:
SPL has a pre determined Performance standards. By considering that standards
employee compared. The Performance Appraisal Process of SPL is given below

Fig 6: Process of PA that SPL follow

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At first time SPL HR department distribute the Performance Appraisal form to all
department of SPL. They told them to fill up the form within the stipulated time. First
time employee appraise themselves in a pre defined form. Employee fills the form by
pencil at first time. This appraise is self appraise. After that, the Line Manager or head
of department apprise the each individual employee of his department by consulting
with them. Then the form is fills with Pen. What head of department appraise about
subordinate is counted as final appraise. Then SPL HR department collect all
Performance Appraisal form from the respective department Head. Bringing it from
the particular department they input each employee data in a pre defined Excel Sheet.
In Excel Sheet they only include Strength, Weakness of the employee and where they
need improvement. If they need immediate improvement then it inform to
management. Then Management will decide when and how employee will train.

Setting Performance Standard:

SPL set the standard of performance for each group of people. Every employee is
bound to maintain that standard.

Communicating Standard:
Then communicate with the standards that mean linking with the standard. SPL
always tell their employee which one is standard and always motivate them to obey it.

Measuring Standards:
In this steps SPL measure their employee’s work standards. The work standards and
criteria would be described later.

Comparing Standard:
After measuring the employee performance then SPL compare employee standard
with original company set standard.

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Discussing Result:
If any deviation found the line manager consult with particular employee. In this steps
employee share their opinion, views, expectation with line manager. And line
manager conveys their message to higher authority if line manager perceive that their
demand is logical.

Taking Corrective Action:

In corporate world the best way to take corrective action is giving training. SPL
provide training to their employee. Sometimes SPL conduct training within the office
or sometimes outside of the office. When SPL organize training with help of outside
firm like prothomalojobs.com, bdjobs.com they send their employee outside of the
office for 1 or 2 days. If line manager perceive that the problem is for lack of
motivation then line manager give the motivation and try to convince the employee to
do work perfectly.

(4.4) SPL Performance Appraisal Criteria

SPL appraise their employee based on some criteria. These criteria measure employee
performance, competence level, skill, Personality and so on. Performance Appraisal
of SPL are mentioning below:

Job Knowledge:

In this sector employee job knowledge measure; that means understanding of all
scopes, duties, responsibilities, job skill required by the post. It also tells about
employee work process related procedures, duties of the subordinates (if applicable)
and information on the company and environment.

Ability to produce output:

How the employee can produce or deliver the service to company or particular
customer.

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Leadership:

Whether inherent leadership skill exist within employee or how he/she lead his
subordinate.

Meeting the Deadline:

Perform the jobs within stipulated time. Not create any objection and showing
unwanted cause for his failure.

Ability to work under Stress

Since SPL has competitive counterpart, SPL employee has to work under stress. So
how an employee can handle stress in difficult situation is measure based on above
criteria. How he/ she adopt himself with frequent change in new decision, how he do
work within in very tight schedule. And is the employee stay calm at the time of huge
pressure?

ATTITUDE TOWARD COMPANY:

Positive attitude with care for achievement of Company mission and business targets.
Loyal & enthusiastic.

Responsibility
Without any supervision he/she do his work willingly and responsibly. And can
assure that there will be no fault in his work. He/ she never let his work undone before
full completion. Can perform work within stipulated time and perform the job
systematically. If any question or difficulty arise during the work then how he/ she
inform the management.

ATTENDANCE:
Punctual in regular attendance and if emergency arise is he/she inform the line
manager before the leave. Enjoy job more than enjoying leave privilege.

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INITIATIVE AND ABILITY TO ACT INDEPENDENTLY

Ability to initiate and carry out the required duties without waiting for supervisor
instruction. An Excellent performer gives opinion and suggestion to the management.
This capability is apparent due to the appraiser’s confidence, empathy and sensitivity
to anything required for the duties and understands the responsibilities.

Relationship:
Easy and promote good relation with superior, peers and/or subordinates. Able to
cooperate, ever ready to help, sincere relationship amongst the staff and well
accepted. Ready to accept and give constructive criticisms.

COMMUNICATION:
Ability to communicate with the customer effectively and give them prompt service.
Making a complete and correct report. Easy to mix in the group environment. Ability
to consult the ideas with superior and subordinate and make them clear about the new
ideas.

TEAM WORK:
Ability to work with a team. Capability to adjust with other team member. Respect
the other team member, honor their ideas and decision.

ABILITY TO DETERMINE AND SUGGEST SOLUTION:

Ability to study, evaluate and give opinion/ suggestion that will assist in increasing
the productivity and subsequently decision making.

ATTITUDE TOWARD COMPANY:

Positive attitude with care for achievement of Company mission / business targets.
Loyal & enthusiastic. Keep the confidential information of company within them and
do not disclose any information without prior consent of SPL. Always liable to
company, not having mentality to underestimate the company. And not doing thing
which will harm the company image.

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(4.5) Methods of Appraisal:
Numerous methods have been devised to measure the quantity and quality of
employee’s job performance. Each of the methods discussed could be effective for
some purposes, for some organizations. None should be dismissed or accepted as
appropriate except as they relate to the particular needs of the organization or of a
particular type of employees. Broadly, all the approaches to appraisal can be
identified into (i) past-oriented methods, and (ii) future-oriented methods.

Past-Oriented Methods:
Rating Scales: This is the simplest and most popular technique for appraising
employee performance; the typical rating-scale system consists of several numerical
scales, each representing a job-related performance criterion such as dependability,
initiative, output, attendance, attitude, co-operation, and the like. Each scale ranges
from excellent to poor. The rater checks the appropriate performance level on each
criterion, and then computes the employee’s total numerical score.

Checklist:
Under this method a checklist of statements on the traits of the employee and his or
her job is prepared in 2 columns – viz., a ‘Yes’ column and a ‘No’ column. All that
the rater (immediate superior) should is tick the ‘Yes’ column if the answer to the
statement is positive and in column ‘No’ if the answer is negative

Forced Choice Method:

In this, the rate is given a series of statements about an employee. These statements
are arranged in blocks of 2 or more, and the rater indicates which statement is most or
least descriptive of the employee.

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Forced Distribution Method:

One of the errors in rating is leniency – clustering a large number of employees

around a high point on a rating scale. The forced distribution method seeks to
overcome the problem by compelling the rater to distribute the rates on all points on
the rating scale.

Critical Incidents Method:

The critical incidents method of employee assessment has generated a lot of interest
these days. The approach focuses on certain critical behaviors of an employee that
make all the difference between effective and non-effective performance of a job.

Behaviorally Anchored Rating Scales:

Behaviorally Anchored Scales, sometimes called behavioral expectation scales, are

rating scales whose scale points are determined by statements of effective and
ineffective behaviors. They are said to be behaviorally anchored in that the scales
represent a range of descriptive statements of behavior varying from the least to the
most effective.

Field Review Method

This is an appraisal by someone outside the, assessor’s own department. Usually

someone from the corporate office or the HR department. The outsider reviews
Employee records and holds interviews with the rate and his or her superior. This
method is primarily used for making promotional decision at the managerial level.
Field reviews are also useful when comparable information is needed from employees
in different units or locations

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(4.6) SPL Appraisal Method:

SPL appraise his employee by “Rate Scale Method”. SPL appraise their employee in
eight (8) parts. In part 1(A) Employee’s “Job Description” and “Function” written, In
1 (B) employee’s “Key Responsibility Area” (KRA) written which appraised by the
supervisor. The key area may be numerous, supervisor mention the all KRA point and
rate him in each area. Then supervisor sum up all point in KRA.

In part 2 employee’s ability measured. This ability measured based on some criteria
which I have been discussed earlier. This part also appraise by both employee and
supervisor. After part 2 the all point of part 2 sum up and convert it as percentage
(%). Then Percentage of 1st part 2nd accumulates here which is divided by 2. Then
they get average Percentage.

Part 4 filled by HR Record and part 5 and 6 filled by supervisor and checked by
Department Head. In part 4 includes disciplinary action taken by company and if any
offence occurred by employee it’s also include here with particular date.

In Part 5 includes employee’s strength and Weakness. This filled by supervisor and
checked by the department head. Part 6 is recommendation by department head. If
any training need than department head recommend here. Part 7 tells about the
employee potentiality. Here employees current position recorded and with his
potentiality where he can go or what could be his next post? In part 8 Department
Head assess the “Appraiser” or “Supervisor” about his appraising capability. If
department Head found that Appraiser doesn’t have that capability to appraise his
subordinate than he can revise process.

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(5.1) Findings:

In real estate sector SPL is a renowned company. SPL have to face huge competition.
The competitors are strong as SPL. Though SPL have good position in Chittagong but
it has some problems in Recruitment, Selection and Performance Appraisal System.
The Findings are given below:

• Sometime related expert person do not attend in the interview board.

• Sometimes un-skill employees are being recruited in some departments.

• The educational background of the employee must be similar with his work.

• SPL always try to minimize the cost of the company for that reason most of
the times they fail to recruit better employee.

• The Selection Criteria are not well defined. Most of the employees do not
understand the selection Criteria.

• Sometimes the personal relation bias performance appraisal.

• The performance appraisal form is lengthy.

• Though performance appraisal occurs in fixed time but it is not analyzed by

higher authority.

• Except sales department all other department not getting rewarded from SPL
for their better performance.

• No pay structure in SPL. For this reason employee with same quality, are
facing problem with salary variation or differentiation.

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(5.2) Recommendation:

To resolve the problem SPL can take some necessary steps as I recommend. The
recommendations are following:

• Authority must ensure that the expert person should attend in interview board.

• Related educational background people should be recruited in related field.

• Always the tendencies of cost minimization are not helpful for the company.
SPL should compensate if he found better employee for the post. And not cost
minimization it should be cost control.

• SPL should clear the terms of selection criteria of Performance Appraisal.

When employees have a clear idea about the terms of selection criteria then
they can appraise more accurately.

• Current appraisal form should be easy and simple.

• Performance appraisal must analyzed by higher authority and employee must

get an output of performance appraisal.

• All employees of SPL will get reward for their performance.

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(5.3) Conclusion:

After completion of three months internship program I worked different functional

areas of SPL. I want to conclude that reputed company like Sanmar Properties
Limited should take the responsibility to lead the sector from ahead. For the survival
and stay in the competitive business arena, SPL must take necessary measures to set
up and modernize developer business. Simultaneously the government should come
up with favorable policies and support services in the unhindered functioning sector.
Side by side bodies like Real Estate and Housing Association of Bangladesh
(REHAB) should play due role in developing the Real Estate Sector to face new
challenge and threat.

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(5.4) References:

 Company’s Publication like company profile, official record books.

 Bruce R. Ellig, “Is the Human Resource Function Neglecting the

Employees?” Human Resource Management.

 Kevin Barksdale, “Why We Should Update HR Education,” Journal

of Management Education 22 (1998).

 Human Resource Management-Author: ATG Educational.

 Management- Author: Stephen Robins and Mary Coulter.

 www.rehabhousing.com

 www.mysanmar.com

 www.businessdictionary.com