HumanResourcePracticesin BasundharaGroup

TableofContents Contents ExecutiveSummary Chapter1:Introduction 1.1OriginoftheReport 1.2ObjectivesoftheStudy 1.3ScopeoftheStudy 1.4Methodology 1.5DefinitionsandAcronym 1.6Limitationsofthestudy 1.7ReportPreview Chapter2:Organization 2.1HistoryoftheOrganization 2.2Mission,Vision,GoalofBasundharaGroup 2.3OrganogramofBashundharaGroup 2.4EnterprisesofBashundharaGroup 2.5FuturePlanofBashundharaGroup Chapter3:HumanResourcePlanning 3.1HumanResourcePlanningProcess 3.2ManagementResourcePlanning Chapter4:Findingsandanalysis 4.1HumanResourcePlanninginBashundharaGroup 4.2FactorsAffectingRecruitmentProcess 4.3FormsofRecruitment 4.4SourcesofRecruitment 4.5ConstraintsFacedbyBG 4.6RelationshipofHRPwithotherHRFunctions 4.7SomefactsaboutBashundharaGroup Chapter5:ConclusionandRecommendation 5.1Conclusion 5.2Recommendation Appendix 6.1References 6.2SampleQuestionnaire Page

iv 20 21 21 23 24 25 26 29 30 31 32 5 6 6 6 7 7 7 8 9 10 11 12 13 13 15 17 19

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Acknowledgment The Human Resource Planning Research paper, Human Resource Practices in Bashundhara Groupisthemostimportantadditiontothepracticalapplicationoftheoreticalknowledgeand experienceonHRMResearchCourseoftheteam.Thisisreallyadelightfulexperience. It is amazing and fascinating finding so many dependable people around, who have given necessary guidelines and advices while formulating this paper. Learning what determines a good employer, the team remains ever grateful to them, who all have helped to write this report. We also extend our acknowledgement to all those, who helped us by answering our queriespertinenttothedatacollectionofourreport. A special debt is due to our instructor Mr. Kamrul Hassan, our respected faculty for the valuableguidanceinthepreparationofthisreport.Wehavebeenimmenselybenefitedfrom his valuable guidance in the process of understanding and preparing this report. Without his activesupport,continuousencouragement,andconstructivecriticism,probablyitwouldnotbe possible to write an informative and objective report. His active assistance in working out a frameworkforthepaperhashelpedtocompletetheassignmentwithingiventime. Moreover, we would like to express gratitude to Mr. Kamrul Ahsan , AGM of Bashundhara Group. WealsoacknowledgethecontributionsofthelibrarianofEastWestUniversity,43Mohakhali, C/A,Dhaka1212forallowingustoutilizetheirlibraryfacilities.

ExecutiveSummary Human resource planning or HRP is one of the widely cited topics for the organizations now days.Itistheprocessbywhichoneorganizationmakessurethatitwouldgettherightnumber ofpeoplefortherightpositionattherighttime.HumanResourcesPlanning(HRP)anticipates notonlytherequiredkindandnumberofemployeesbutalsodeterminetheactionplanforall the functions of personnel management. Human resource planning can be defined as the process of identifying the numberof people required byan organization in terms of quantity andquality.Allhumanresourcemanagementactivitiesstartwithhumanresourceplanning.So wecansaythathumanresourceplanningistheprinciple/primaryactivityofhumanresource management. It has been said that supply of labor is always abundant but the supply of competent and dexterousworkforceisnotalwaysavailable.Hence,todaytheorganizationsaregivingastrong weightinhumanresourceplanning. Bashundhara group, one of the largest business ventures in Bangladesh, has also been practicinghumanresourceplanningvigilantlysinceitsbeginningintheyear1987.TheGroup now has over 20 major concerns located in different areas of the country. Each of the major concerns has separate manpower planning which is aggregated in the top level and that has beendiscussedthroughoutthereport. In the case of human resource planning, Bashundhara group uses both centralized and decentralized form of recruitment. It relies on both internal and external sources, however, majority(90%)oftherecruitmentstakeplacethroughexternalsourcesusingmediumslikepeer ads, job agency, referral etc. There are several difficulties or constraints that Bashundhara groupfaces.Thesearelackofmotivation,strategicprioritizationetc. Human resource planning plays an important role with other HR functions like selection & recruitment,performancemanagement,traininganddevelopment,compensationandbenefits etc.ThisisalsotrueforBashundharagroup.EffectiveHRplanningisoneofthecharacteristics ofBashundharagroup.

Chapter1:Introduction

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1.1OriginoftheReport
ThemainpurposeofthestudyistofulfilltherequirementsofHumanresourceplanning(HRM 411) as the part of our BBA program bearing 3 credits. As the students of Human resource management,wewereassignedbyourcourseinstructorMr.KamrulHassantoinvolveinthis study.ThecourseHRM411aswellasthisreporthelpsastudenttogetnecessaryknowledge whichisveryusefulforthestudentsmajoringinHumanresourcemanagement.

1.2ObjectivesoftheStudy
BroadObjective The main objective of this term paper is to get the practical insight of the techniques and strategiesoneorganizationemployswhiledoingtheirhumanresourceplanning. SpecificObjectives To identify how the real business enterprises adapt the tactics to human resource planning. Toidentifythenatureoftheorganization StudythehumanresourceplanningprocessofBashundharagroup. Identifyingtheunderlyingproblemsandconstraintsfacedbybusinessenterpriseswhile doingHRP. TounderstandtherelationofHRPandotherHRfunctions. TocomparethetheoreticalandpracticalaspectsofHRP.

1.3ScopeoftheStudy
BashundharaGroupandtherelativefieldswerethescopeofthestudy.

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1.4Methodology
The research is basically both exploratory and conclusive in nature. In the first place, an interviewwithoneofthetopmanagersofBGwasheld.Secondly,asetofquestionnairewere preparedanddistributedamongtheHRmanagers.Basedonthedatagivenbythem,analysis wasdone.Finallywiththehelpofsecondarydata,thereportiscompleted. Primarydata 1.Interviewwithtopmanager 2.Questionnairesurvey SecondaryData 1.CompanyWebsite 2.Newspapers

1.5DefinitionsandAcronym
HRP(Humanresourceplanning)istheprocessbywhichoneorganizationgetstherightnumber ofpeoplefortherightpostsintherighttime. BG:BashundharaGroup JD:JobDescription JS:JobSpecification HRIS:Humanresourceinformationsystem

1.6LimitationsoftheStudy
Timeconstraintswereoneofthemostimportantfactorsthatimposedrestrictionson conductingthestudyextensively. ScarcityofSecondaryData
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LimitationofScopewasanotherimportantpointthatwasfacedduringexecutionof thestudy. Privacyorreluctancetodiscloseconfidentialdatawasanotherimportantproblem. Costconstraints. Lackofexperienceofthegroupmembers.

1.7ReportPreview
The report has been divided into four parts. The first part entails the description of the organizationthatwasselected.Itrevealsthehistory,mission,vision,goalsandstrategiesofthe organization. It also tells about the organization size, structure, organograms and the enterprisesofit.Thepartconcludeswiththefuturegoalsoftheorganization. Second part is dedicated to the theoretical aspects of human resource planning process and managementresourceprocess. Third part consist of the HRP of Bashundhara group , the sources and the constraints. It also tells the relationship of HRP with different HR functions like selection, compensation, performanceappraisaletc. Lastpartisdedicatedtotheconclusionandtherecommendationswederivedfromdoingthe entireresearch.

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Chapter2:Organization

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2.1HistoryoftheOrganization
The Bashundhara Group has started operation as a real estate venture known as "Bashundhara" under the aegis of the Group's first concern the East West Property Development (Pvt) Ltd in 1987. This project turned out to be a very successful one and had helped foster the growth of trust and confidence of the urban people in "Bashundhara". Dhaka'sburgeoningpopulation,coupledwithaconspicuouslyslowgrowthofhousingledtothe landmarksuccessofBashundhara. Driven by the ramifications of this success, Bashundhara geared up to invest in new fields, including manufacturing and trading. More enterprises were established in the early 1990s, covering diverse activities involving the production of cement, paper and pulp, tissue paper, steel, LP Gas bottling and distribution, and a trading company, among others. The group experienced this tremendous growth in a span of less than 10 years. During this period, additional schemes on land development and real estate were launched and those projects focusedmoresharplyonincreasingresponsivenesstoclientneeds.TheGroup'sfirstpublicly traded company, the Meghna Cement Mills Limited, is currently listed on the two Stock ExchangesofBangladesh. TheGroupnowhasover20majorconcernslocatedindifferentareasofthecountry.Themulti facetedshoppingmallandrecreationcentrecalledtheBashundharaCityhasaddedglamourto the growth of the group. The Bashundhara City Development Ltd is one step ahead in the longstandingefforttostrengthenlinkswiththegeneralpeoplethroughtheuniqueofferingof commercialoperationsandrecreationfacilitiesundersingleroof. EastWestMediaGroupLtdisthemassmediaenterpriseoftheBashundharaGroupthatwas established in 2009. It now owns Bangla dailies The Kaler Kantho and The Bangladesh Pratidin,EnglishnewspapertheDailySunandbilingualonlineportalbanglanews24.com.. ThemediahouseisalsoplanningtolaunchaFMradioandatelevisionchannelsoon.

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TheGrouphascomealongwayinreachingitsgoalsbycomplimentingtoclientneeds,learning realtime lessons from past projects, innovating and partnering its project implementation process. Through major investment undertakings in all key sectors, Bashundhara has meaningfully contributed to the countrys economic stability in financial and capital markets. Underlying all of the Group's activities are the common threads of change, flexibility, and fosteringclosertieswiththeGovernment,theCityCorporationandBashundharaclients.Most of its projects have been success stories this fact alone is enough to justify a sense of confidenceintheGroup'sfuture.

2.2Mission,Vision,GoalofBasundharaGroup
Bashundhara Group (BG) is a leading privatesector industrial corporation in Bangladesh. It currentlyhas14ongoingconcerns,rangingfromrealestatedevelopmentandmanagementto manufacturing and services. The BG strives to work in partnership with the Government for promoting sustainable development, environment preservation, and employmentgeneration andpovertyreduction.TheBGhasaparticularfocusonurbanhousing,recreationcenters,and commercialventures.Thus,themottooftheGroupisForthePeople,fortheCountry.Atthe cruxofallindustrialprocessesdeployedattheGroupsenterprisesstandstheneedtoensure environmental stability. As a result, conscious efforts are made to use re cycled material as industrialinput. TheestablishedmissionandvisionofBGare Createaffordablehousingforthepeople. Fosterbetterlivingenvironmentandpleasantsurroundings. Ensureenvironmentalbalanceandsustainability Userecycledrawmaterialsinindustry Developameaningfulpartnershipwithothersfordevelopment Providingbetterworkconditionsforthestaffmembers
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2.3OrganogramofBashundharaGroup

CoChairman CHAIRMAN

Sr.DyManagingDirector ManagingDirector ViceChairman ViceChairman ViceChairman ViceChairman

AssistantManagingDirector

Sr.ExecutiveDirectors DyManagingDirector

Director

ExecutiveDirectors ExecutiveDirectors ExecutiveDirectors

Sr.GeneralManager(s)

GeneralManager(s) Figure:2.1OrganogramOfBashundharaGroup

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2.4EnterprisesofBashundharaGroup
BGiscomprisedofthefollowingenterprises. 1.EastWestPropertyDevelopmentLtd. 2.BashundharaCityDevelopmentLtd. 3.MeghnaCementMillsLtd. 4.BashundharaPaperMillsLtd. 5.BashundharaNewsprint&DuplexBoardIndustriesLtd. 6.BashundharaTissueIndustriesLtd. 7.BashundharaStillComplexLtd. 8.BashundharaLPGasLtd. 9.BashundharaTechnologiesLtd. 10.BashundharaCementSackPlant. 11.BashundharaTradingCompanyLtd. 12.BashundharaIndustrialComplexLtd. 13.BashundharaPaverManufacturingPlant. 14.BashundharaCommunication&NetworksLtd

2.5FuturePlanofBashundharaGroup
Theeraofinformationandcommunicationtechnologyhaschangedtheworldwithawhisker and now communication has emerged as the key to trade and development. The rapid developmentofinformationandcommunicationtechnologyhasturnedtheworldintoaglobal village.Moreoverglobalizationanditsallpervasiveimpactsonstatesandtheireconomieshave madelifemorecompetitive,complexandtechnologydriven. Proximityhasturnedmeaninglessastheworldisnowinthetipofafingerandeconomythe ultimate focus of a nation and national life. Interstate trading dependence, investment potentialsandfreeflowofinformationandrawmaterialshavemadetheworldthrivingonthe edgeofcompetitiveness.
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Nowstayingcompetitiveisthekeytosurvivalintodaysworldofbusinesswherequalityrules and standard products and services sneak in shedding physical boundaries. Now, the recent global recession and its impacts have shown yet another challenge and the bitter side of the globalization. But despite the global challenges and its impacts on local economy, Bashundhara Group has keptonitsforwardmarchwithvisionarygoal,bestuseofitshumanresourcesandmeticulous planning.Variedrangeofproductswithensuredstandard,qualityservicesandmosteffective managerialefficiencieshavemadethecompanyamarketleaderintherespectivesectorsofits operation. Keeping main focus on business expansion and growth in the most prospective sectors, the group is continuously taking up projects to make it the largest conglomerate in the business arenaofBangladeshdespitefastchangingbusinesstrendandtrickysituation. Dependingonthefirmfoundationandhighlyprofessionalhumanresources,theBashundhara Group is still making good use of its business potentials and also contributing to the developmentofthelocalcorporatecultureandmakingasignificantcontributiontotheoverall developmentofthecountryanditseconomy. But despite intriguing growth and business expansion, the companys aims and objectives remain the same to serve people with maximum satisfaction and keep on working for the greater welfare of the people and the country. Still each and every Bashundhara Group companiescarefortheirclientsastheirobligationandcustomersatisfactionremainsthekeyto theirsuccess.

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Chapter3:HumanResourcePlanning

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Often, business timeframes are too short to encourage good strategic planning. The best companiestakethetimeanddoitwell.WorkforceplanningorHumanResourcesPlanningasit is commonly called is one of the most impactful aspects of business planning. Management literature is packed full of reasons why HRP is crucial to business success. Without it there is littlechanceofthebusinesshavingtherightpeopleattherightplaceattherighttimedoing therightwork. Thisissuehasbeenstudiedfordecades.Ina1985studybasedonasurveyof53corporationsin the US and Canada and their approaches to business and human resource planning Elmer Burackfoundthattherespondents,bothhumanresourceandbusinessplanners,emphatically endorsed the concept that strategic and longrange business plans should include a human resource component. That position is one still held firmly by business executives globally. Humanresourcesplanninginthebroadestsenseincludebothstrategicandoperationalhuman resourceplanningasacontinuousprocessratherthananactivitylimitedtoafixedsegmentof thebusinessplanningprocess. OftenHRPisconsideredtobeahumanresourcesprogramratherthananecessarybusiness activity. Operationally driven managers often forget the real purpose of planning. By definition,thestrategicallydrivenhumanresourcefunctionwillbedevotedtofindingwaysto help the organization gain important advantages over its competitors.Those advantages are oftendescribedintermsofthecapacitythatabusinesshaswithwhichtopursueitsobjectives. The capacity of an organization to achieve its strategic objectives is influenced by human resourcesinthreefundamentalways:costeconomics;capacitytooperateeffectively;capacity toundertakenewenterprisesandchangeoperations.
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3.1HumanResourcePlanningProcess

Selection Recruitment JobSpecification JobDescription JobAnalysis HRPlanning

Figure1.HRPlanningProcess

HRplanningprocessstartswithjobanalysis.Jobspecificationandjobdescriptionareprepared by conducting job analysis. JD defines the task, duties and responsibilities necessary and JS entailstheknowledge,skillandabilitiesnecessaryforthejob.HRplanningentailsthetypeand number of people necessary. Based on all these data, employees are recruited and finally selected. The strategy that is often the basis for the planning process is to build networks of internal humanresourcesprofessionalsandexternalhumanresourcesprofessionalsthatwillpromote thesharingofinformation,technologyandtoolstobeappliedtotheHumanResourcePlanning and Development activities; Collect, evaluate and implement tools, processes and resources; integratetoolsandresourcesintoaconsistentstrategywhichusesexistingresourceswhenever possible.Againandagainitisimportanttomakesurethattheprocessisalegitimatepieceof thecompanyplan.Humanresourcestrategicplanningtakesplacewithintheoverallcorporate / total organization strategic planning model.They will consult with and to human resource managersandlinemanagementtoachieveahighutilizationoftoolsandresourcestoachieve
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functional goals. Those goals include creating and implementing a workforce inventory and forecasting tool customized for Line Organizations; and creating and consulting on custom managementplanningtoolsandstrategiesforlineOrganizations. FigureAisanoverviewofhumanresourceplanningfromastrategicplanningviewpoint.The model shows the relationship of internal factors and external factors as they relate to the humanresourcesissues.Theyarefactorsthatnotonlycreate;butalsoshapeandchangethe issues.Thebusinessplanusuallyestablishesthebasicenvironmentwithinwhichothervariables impact in order to determine those issues. Out of those issues grow the human resources strategies and plans that are most often developed and implemented by and with the assistanceofthehumanresourcesdepartment.

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3.2ManagementResourcePlanning

A good human resource plan will almost always include a management resources plan. The objectiveofsuchaplanistoprovidestrategies,tools,technologyandexpertisefortheplanning foranddevelopmentofcurrentandpotentialmanagementhumanresourcesinordertoallow for enhanced management of the business. See FIGURE D for a model of management resourcesplanning.Theprimarystrategyistoacquireanddeveloptoolsandresourcestomeet the longterm management needs; consult on the development of group and individual strategiesanddevelopment.

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Chapter4:Findingsandanalysis

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 4.1HumanResourcePlanninginBashundharaGroup
Successfulhumanresourceplanningisdesignedtoidentifyanorganizationshumanresource needs. BGs people aretheir most important asset. In Human Resources (HR), their culture is aboutempoweringus,bothtocontributetotheirbusinessobjectivesandtoachieveourown personal and career goals. They also keep an eye on the future, with their 'leadership behaviorsinitiativeaimingtoidentifythenextgenerationofleaders. HR's overall function is to devise and implement strategies and policies to ensure that they havetherightpeoplewiththerightskills.Withinthat,therearenumerousoptionsforus.For example, it could be covering culture change, leadership development, strategic talent management, coaching and skills development or alignment of reward with performance. Followingfactorsaretobetakenintoconsiderationwhileplanningforhumanresources. 1. Stronginterpersonalandleadershipskills. 2. Theabilitytoseethebigpicturewhiledeliveringondaytodaygoals. 3. Arealinterestinhowpeopledrivebusiness. 4. Thestrengthandintegritytotaketoughdecisions. 5. Aninterestincoachinganddevelopingpeople 6. Culture/StrategicAwareness

4.2FactorsAffectingRecruitmentProcess
The recruitment function of the organizations is affected and governed by a mix of various internalandexternalforces.Theinternalforcesorfactorsarethefactorsthatcanbecontrolled bytheorganization.Andtheexternalfactorsarethosefactorswhichcannotbecontrolledby the organization. The internal and external forces affecting recruitment function of BashundharaGrouparestatedbellow:

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ExternalFactors: a)Image/Goodwill:Imageoftheemployercanworkasapotentialconstraintforrecruitment. Anorganizationwithpositiveimageandgoodwillasanemployerfindsiteasiertoattractand retain employees than an organization with negative image. Bashundhara Group has built an imagewhichhasmadetheirrecruitmentprocessmucheasiertohandle. b) PoliticalLegalSocial 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 selectthoseindividualswhoitbelieveswouldbethebestperformers. c) Competitors: The recruitment policies of the competitors sometime have an effect on the recruitmentfunctionofBashundharaGroup.Tostayaheadofthecompetition,manytimesBG had to change their recruitment policies according to the policies being followed by the competitors. InternalFactors: 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 BG has its recruitment policyitdoesnotfollowasitshouldfollow. b)HumanResourcePlanning:Effectivehumanresourceplanninghelpsindeterminingthegaps presentintheexistingmanpoweroftheorganization.EveryyearBGdeterminesthenumberof employeestoberecruitedandwhatqualificationtheymustpossess. c)Sizeoftheorganization:Thesizeofthefirmisanimportantfactorinrecruitmentprocess.If theorganizationisplanningtoincreaseitsoperationsandexpanditsbusiness,itwillthinkof hiringmorepersonnel,whichwillhandleitsoperations.

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d)Cost:MinimizationofCostiswhateveryorganizationlookforandrecruitmentincurcostto the employer, therefore, Bashundhara Group try to employ that source of recruitment which willbearalowercostofrecruitmenttotheorganizationforeachcandidate. e)GrowthandExpansion:Organizationwillemployorthinkofemployingmorepersonnelifit isexpandingitsoperations

4.3FormsofRecruitment
Theorganizationsdifferintermsoftheirsize,business,processesandpractices.Afewdecisions bytherecruitmentprofessionalscanaffecttheproductivityandefficiencyoftheorganization. Organizationsadoptdifferentformsofrecruitmentpracticesaccordingtothespecificneedsof the organization. There are two forms of recruitment; centralized and decentralized forms of recruitment: a) Centralized forms of recruitment: The recruitment practices of an organization are centralizedwhentheHR/recruitmentdepartmentattheheadofficeperformsallfunctionsof recruitment. Benefitsofthecentralizedformofrecruitmentare: Reducesadministrationcosts Betterutilizationofspecialists Uniformityinrecruitment Interchangeabilityofstaff

b) Decentralized forms of recruitment: Decentralized recruitment practices are most commonlyseeninthecaseofmultinationalsoperatingindifferentanddiversebusinessareas. AsBashundharaGrouphasitsownHRdepartmentitusesCentralizedformsofrecruitmentin theirrecruitmentprocess

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4.4SourcesofRecruitment
Job openings can be filled internally or externally by the HR department. When job openings cannotbefilledinternallytheHRdepartmentfillitfromexternalsources,i.e.frompaperAds, job agency, educational institutions etc. Bashundhara Group (BG) prefers outsourcing its employee.ThefollowingpiechartshowsthesourcesofrecruitmentofBG. Out of 8000 employees, only 400 or 5% was recruited internally and the rest 7600 or 95% of the employees were recruited viaexternalsources.
95% Internal External

5%

Externalsources:Theexternalsourcesarelistedbelow. ExternalSources PeerAds JobAgency EducationalInstitute Internet EmployeeReferral Other Total Numbers 6400 400 0 0 400 800 8000 Percentage 80 5 0 0 5 10 100

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Above table shows the external sources from which peoples were recruited in Bashundhara Group. It has been found that majority 6400 (80%) peoples were recruited form the job advertisement given in the Daily Newspapers, followed by 800 (10%) from other sources and 400(5%)frombothjobagencyandemployeereferrals

4.5ConstraintsFacedbyBG
Everyorganizationfacessomebarriersduringtherecruitmentprocess.HRprofessionalsofBG arenotapartfromthat.Thebiggestchallengesuchprofessionalsfaceistosourceorrecruitthe best people or potential candidate for the organization. While asking them several questions aboutbarriersaboutrecruitmenttheyhavepointedoutsomefactorswhicharestatedbelow. 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 recruitingtherightemployeesandperformers. Adaptabilitytoglobalization:TheHRprofessionalsofBashundharagroupareexpected andrequiredtokeepintunewiththechangingtimes,i.e.thechangestakingplaceacross the globe. So sometime it becomes little bit difficult for the HR department to align themselveswiththefrequentchangetakingplacearoundtheworld. Processanalysis:Theimmediacyandspeedoftherecruitmentprocessare themain

concernsoftheHRinrecruitment.Theprocessshouldbeflexible,adaptiveandresponsive totheimmediaterequirements.Therecruitmentprocessshouldalsobecosteffective. Strategicprioritization:Theemergingnewsystemsarebothanopportunityaswellasa challenge for the HR professionals. Therefore, they haveto review thestaffing needs and prioritizingthetaskstomeetthechangesinthemarketwhichhasbecomeachallengefor therecruitmentprofessionalsofBashundharaGroup.

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4.6RelationshipofHRPwithotherHRFunctions
Human resource planning has direct relationship with other Human resource functions like performance appraisal, job analysis, training and development, compensation and benefit, employeerelationsetc.ThelinkageofthesefunctionswithhumanresourceplanningofBGis discussedbelow. a. Recruitment and Selection: We know, Recruitment is the process of discovering potential candidatesforactualoranticipatedorganizationalvacancies.Itisaprocessofdiscoveringthe people for vacant posts which involves recruitment planning, job analysis and matching betweensupplyanddemandofhumanresources. InBG,theprocessofrecruitmentandselectionarecomprisedofthestepsdiscussedbelow.

a)HumanResourcePlanning:ThisisthefirststepintherecruitmentprocessofBashundhara Group (BG). Every year BG determines the number of employees to be recruited and what qualificationtheymustpossesstoavoidHRsurplusordeficiency. b)SpecificRequesttothemanager:AfterasuccessfulHRplanningTheHRMdepartmentthan sendsarequisitiontotheconcerningmanagerforitsupcomingHRneeds. c)JobOpeningsIdentified:HereHRdepartmentidentifythejobopeningsfromthehistorical data,Statisticalanalysis,newventureanalysisandbudgetandplanninganalysis. d) Job analysis: In this step HR department defines the duties, responsibilities and accountabilitiesofthejobsithasidentified.
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e)Recruitment:Inthefifthsteptheyselectthesourcesofrecruitmenti.e.internalorexternal forrecruitment. f) Selection: Among the applicants applied for the vacant posts, eligible candidates are selected. b. Training and Development: Training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizationalsettings.Ithasbeenknownbyseveralnames,includingemployeedevelopment, human resource development, and learning and development. Training: This activity is both focusedupon,andevaluatedagainst,thejobthatanindividualcurrentlyholds Education: This activity focuses upon the jobs that an individual may potentially hold in the future,andisevaluatedagainstthosejobs Development: This activity focuses upon the activities that the organization employing the individual,orthattheindividualispartof,maypartakeinthefuture,andisalmostimpossible toevaluate. % ThepiechartTrainingshowsthenumberof people received training in BG where we can see that out of 200 people who received training majority ( 170 or 85%) of them were maleandrest(30or15%)werefemale.
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Male 85% 0% Female 15% 0%

 ThepiechartPromotionsshowsthenumber ofpeoplereceivedtraininginBGwherewecan see that out of 3200 people who received trainingmajority(2750or86%)ofthemwere maleandrest(450or14%)werefemale. c.CompensationandBenefit:Employeebenefitstypicallyreferstoretirementplans,healthlife insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and optionsofbenefitsarechangingrapidlytoinclude,forexample,flexiblebenefitplans. Benefitsareformsofvalue,otherthanpayment,thatareprovidedtotheemployeeinreturn for their contribution to the organization, that is, for doing their job. Some benefits, such as unemploymentandworker'scompensation,arefederallyrequired.(Worker'scompensationis really a worker's right, rather than a benefit.) Bashundhara Group uses several systems to determinethecompensationandbenefitpackagesforitsemployees. d.EmployeeRelation,SocializationandOrientation: Socializing, Orienting and Developing Employees are referring to a process of helping new employees adapt to their new organizations and work responsibilities. These programs are designedtoassistemployeestofullyunderstandwhatworkingisaboutintheorganization,and to get them to become fully productive as soon as possible. This means that employees understandandacceptthebehaviorsthattheorganizationviewsasdesirable,andthatwhen
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Male 86% Female 14% 0% 0%

exhibited,willresultineachemployeeattaininghis/hergoals.BashundharaGroupdoesthisjob forthepurposeofexplorethearenaofsocializing,orienting,anddevelopingemployees.

4.7SomefactsaboutBashundharaGroup
BG believes that they offer candidates a strong company reputation and high qualitybenefitsandlearningopportunities. BG offer a positive culture and learning environment and thus has more satisfiedemployeesandaremoresuccessfulatretainingthem. BG use resumes and applications as part of their selection process. Behaviorbased interviews are used extensively in selection systems.

Applicanttestingandassessmentarenotwidelyusedintypicalselectionsystems. BG utilizes less internal resources when recruiting both internal and external candidates. BG gives strong emphasis on training and experience evaluationsproviding a checklistofspecificskillsand/orexperiences,whileselectionprocess. Though BG has its own recruitment policy sometime it does not follow as it wassupposedto. It gives emphasis on developing its own HR resources providing training and otherfacilities.

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Chapter5:Conclusionand Recommendation

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5.1Conclusion
Theglobalizationofbusinessisforcingmanagerstostrugglewithcomplexissuesastheyseek togainorsustainacompetitiveadvantage.BashundharaGroupisoneofthelargestGroupof CompaniesinBangladesh.Theyenjoyoutstandingrecruitmentandselectionpracticesineach successfulemployeehired.So,theirhiresarebetterfitsintheirworkgroups.Theyalsoshare values,traitsandbehaviorsthatarehighlyregardedforsuccessintheorganization.Theyreach 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 thejob,hencemostabletopredictabilitytoperformtherequireddutiesandtasks.However, organizationshavecometorealizethatsuccessofthecandidatehingesonmorethanjustthe 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 processiscompletewithoutanevaluationofitssuccess. So to crown all, it can be said that successful human resource planning system helped Bahundhara group to achieve one of the leading places in the business area of Bangladesh significantly.

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5.2Recommendation
Effectiverecruitmentandselectionprocesscangiveanorganizationacompetitiveedgeoverits competitors by saving both time and cost. Bashundhara Group recruits major part of its employee form external source, especially form Newspaper Ads which cost them much. However, we have recommended some ideas that might help them to improve their recruitmentandselectionprocess: Outsourcing firm: The Company may draw required personnel from outsourcing firms. The outsourcingfirmshelptheorganizationbytheinitialscreeningofthecandidatesaccordingto theneedsoftheorganizationandcreatingasuitablepooloftalentforthefinalselectionbythe organizationaspertheirneeds. Poaching/Raiding: Buying talent (rather than developing it) is the latest method being

followedbytheorganizationstoday.Poachingmeansemployingacompetentandexperienced personalreadyworkingwithanotherreputedcompanyinthesameordifferentindustry;the organizationmightbeacompetitorintheindustry.Acompanycanattracttalentfromanother firm by offering attractive pay packages and other terms and conditions, better than the currentbenefitandcompensationpackages. UsingHRIS:HRISorhumanresourceinventorysystem,isaonlineportalordatabankthathelps oneorganizationtofindtherightpeopleforrightpositionsintherighttime.BGcanmaintaina wellequippedHRIS. SomeotherrecommendationsforBashundharaGroup(BG)aregivenbelow. In case of recruitment and selection process BG extensively use daily newspapers

advertisement. But it should go for online and arrange program in educational institution to attractqualifiedpeopletheirentryandreentryperiod. TheapplicationformofBGistimeconsumingandisnteasytocomplete,so itshouldbe

easytocomplete. BGshouldconsiderdifferentfactorslikecostofliving,taxation,family requirementsetc.

inrecruitingpeople.

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Severaldaysorientationprogramshouldbeundertakentoprovideaclear

pictureabout

theorganization,itsculture,rules&regulation,employeesandmanagementbody. They should exercise their recruitment policy and should focus on recruiting the best

potentialpeople. It should ensure that every applicant andemployee is treatedequally with dignity and

respect. Itshouldalsofocustoaidandencourageemployeesinrealizingtheirfull Selectionshouldbemadebasedontransparency,taskorientedandmerits. Optimizationofmanpoweratthetimeofselectionprocess. Definingthecompetentauthoritytoapproveeachselection. legislationonhiring potential.

Recruitmentandselectionpolicyshouldabidebypublicpolicyand

andemploymentrelationship.
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6.1References
BookReference 1.D.K.Bhattacharya,HumanResourcePlanning,1stedition. 2.G.Dessler,HumanResourceManagemnet,9thedition. WebReferences 1. Human Resource Planning: an Introduction, retrieved from http://www.employment studies.co.uk/pubs/summary.php?id=312 2. Human Resource Planning HRP , retrieved from http://www.investopedia.com/terms /h/humanresourceplanning.asp 3. HighLevel Resources for Human Resources Management , retrieved from http://www.hrps.org/ 4.BashundharaGroupWebsiteretrievedfromwww.bg.com.bd

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6.2SampleQuestionnaire
WearethestudentsofEastWestUniversity,arecollectingdatafromyourorganizationtomakeaterm paperasapartialrequirementofourHumanResourcePlanning(HRM411)course.Yourparticipationis highly appreciated. We assure that these data are purely confidential and will be used for academic purposeonly. 1.Approximatelyhowmanypeopleareemployedbyyourorganization? Intotal________Male________Female________ 2.Approximatelyhowmanyemployeeshavereceivedtrainingwithinthelast5year?(Pleasementionin numbers) Intotal________Male________Female________ 3. Approximately how many employees have received promotion within the last 5 year? (Please mentioninnumbers) Intotal________Male________Female________ 4.Whatarethesourcesofyourrecruitment?(Pleasementioninnumbers) a.Internal: b.External:. 5.Howmanypeopleyourecruitedfromexternalsources?(Pleasementioninnumbers) a.PressAds: b.JobAgency: c.Educationalinstitution: d.InternetAds: e.Jobagency: f.EmployeeReferrals: g.Others: 6.Howmanypeopleyourecruitedfrominternalsources? a.Internal: b.External:. 7.Numberofpeopleselectedinlast5years?(Pleasementioninnumbers) Intotal________Male________Female________

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