Introduction

Rahimafrooz was founded as a trading company in 1950 by Late Mr. A. C Abdur Rahim. In
1954 the company was incorporated as a limited company called Rahimafrooz (Pak) limited. In
1959 it entered intro joint venture with Lucas, U.K.to set up a modern automotive battery
factory. Rahimafrooz is a company that has grown from a small trading concern into the regional
player that it is today. The company has expanded, diversified and consolidated in its quest to
corporate value and customer satisfaction. Rahimafrooz is poised for a new phase of dynamic
growth. Rahimafrooz is one of the largest and most well respected private companies in
Bangladesh. Over the decades, Rahimafrooz has grown in size, scale, and diversity. The Group
today has Eight Operating Companies (SBUs), a few other business ventures, and a non-profit
social enterprise. Rahimafrooz operates in four broad segments Storage Power, Automotive,
Energy and Retail.
Rahimafrooz has strengthened its market leadership at home while reaching out to international
markets. Ranging from automotive aftermarket products, energy and power solutions, to a world
class retail chain the team at Rahimafrooz is committed to ensuring the best in quality
standards and living the Groups five core values Integrity, Excellence, Customer Delight,
Innovation and inspiring people. Rahimafrooz has been a partner in the development journey of
this nation for more than fifty-five years now. The company sets itself at the highest standards in
responsible corporate behavior and its passion for success is aligned with the development of the
country journey of Bangladesh. Rahimafrooz is committed in playing a leading role in driving
growth, prosperity, ethical values and social responsibility. Rahimafrooz continues to serve its
customers through unparalleled quality excellence and service superiority.
For our report we are mainly focusing on recruitment and selection process of this company.
Changing skill requirements, continuous improvement initiatives contingent workforce,
decentralized work sites and employee involvement are the issue for confront. Now it is a big
challenge for the HRM to support the organization by providing the best personnel for the
suitable position in shortest possible time. Starting with recognizing the vacancies and planning
for them is a great task. The cost of the recruitment is significant. So, proper planning and
formulating those plans is the task that requires more focus and improvement. Equal opportunity
and sourcing is also a vital part. Recruitment selection is the process by which a company makes
its choices for new hires. It's often referred to as "recruitment and selection," as the two terms
represent a process. The company must recruit potential candidates, and then put them through a
rigorous application, review and selection process.



Background of Rahimafrooz Bangladesh
Limited

Rahimafrooz Bangladesh Ltd. (RABL) is the Group Parent Company that supports and guides
the Strategic Business Units (SBU) from the Rahimafrooz Corporate Office (RACO). It ensures
continuous management innovation, best utilization of technology, new initiatives, corporate
governance and adoption of best global practices. The organization comprises of the Group
Board Office, Group Information Technology Centre (GITC), and the functional teams of
Finance & Accounting, HR & Administration, Corporate Marketing, Group QMS and
Compliance.
The vision of Rahimafrooz is that it not only tries to incorporate in its products new concepts but
also tries to excel innovativeness with a comparatively stronger R&D than other Bangladeshi
companies. Their corporate mission statement ensure quality product and service excellence for
total customer satisfaction. In short their mission is to ensure performance oriented culture
through employee empowerment, to achieve zero effect by adapting an advanced process
technology and continuous cost improvement.

The company diversified by entering into type retreating, textile weaving and real estate. In
2001, the company was awarded the best enterprise of the year. It also established the first
grocery retail chain superstore in Bangladesh called AGORA in Dhaka. Rahimafrooz is
divided into various SBUs like Rahimafrooz Batteries Ltd, Rahimafrooz Distribution Ltd,
Rahimafrooz Solar, Rahimafrooz Superstore Ltd, Rahimafrooz Energy Services, Rahimafrooz
CNG. Currently it has around 1000 employees. All those employees are working sincerely for
increasing company profit as well as welfare. Rahimafrooz also motivates their employees using
several incentives. Rahimafrooz launched its first Customer Care Center on March 2011. A
customer can now dial 16213 from any land line or mobile phone and talk directly with the
customer care agents from 8.00 am to 10.00 pm any day of the year. Rahimafrooz Customer
Care Center is easily accessible to customers for any information, service request or complaint
regarding Rahimafrooz products and services.


Recruitment

Recruitment refers to the process of finding right people for the right job or function, usually
carried out by Human Resource Department. Different jobs require different skills. Evidence for
skills required for a job may be provided in the form of qualifications (educational or
professional), experience in a job requiring the relevant skills or the testimony of references.
Rahimafrooz follows the two main recruitment processes-
1. Internal Recruitment.
2. External recruitment.




Internal Recruitment:
This involves filling vacancies through internal means from existing employees. Initial
consideration should be given to the companys employees, especially for filling vacancies
above the entry level. If external efforts are undertaken without considering the desires,
capabilities and potential of present employees, a company may incur both short and long run
costs. In short run, morale may de-generate, in the long run companies with a reputation for
consistent neglect of in-house talent may find it difficult to attract new candidates available
through other channels.
External Recruitment:
To meet demands and vacancies from external sources for talent brought about by growth, desire
for fresh ideas or to replace employees who leave, company usually turns to the outside labor
market. The 5 most important external recruitment processes considered are:-
a) Job Consultants
b) Campus Placement
c) Online Application
d) Recruitment Advertising
e) Referrals


HR Forecasting

Forecasting a companys future demand in human resources is a necessary procedure in light of
organizational objectives and strategies Forecasting is based on information from the past and
the present to identify expected future conditions. Such information may come from external
environmental scanning or the evaluation of internal strength and weaknesses. There are
different methods for forecasting human resources demand that range from a managers best
guess to a complex computer simulation. Forecasting leads to projections for the future.
Depending on the forecasting method used, the projections may be more or less subject to error.
Once human resources needs have identified, the availability must be checked. The forecast of
availability of human resources is considering both internal and external supplies. Internally
Succession plans developed to identify potential personnel changes, due to
propotion,retirement,resignation etc for each department in an organization are examined. By
the end of this analysis, the organization is able to know if there are employees to cover
future demand from within its resources.

HR Requirement Analysis
For effective recruitment and selection HR personnel of Rahimafrooz does job requirement
analysis at first. In which post they need how many employee(s), what should be the
qualifications of that employee(s), in which time they need the employee(s), for rural branch or
outside of Dhaka branches from where they have to recruit employee(s) etc. Without this
requirement analysis an organization cannot requite effectively and efficiently.

General Eligibility for Employment
An employee is eligible for benefits under the group policy contract. In every company, the
owner wants the employee who is eligible for that work which for he has been selected. Its very
important task for an owner to recruit an eligible employee for his/her company. Its because of
companys betterment mostly depends on the employees. So owner has to make sure that the
employees are eligible enough. So there are some rules to recruit an employee or there is some
eligibility for employment. Different company follow different rules, but their main motto is
same, so the main goal is select the right person to the right position. For Rahimafrooz Company
they follow the rules and those are given below

The candidates age must be 18 years or above


The candidate must not be convicted by any criminal court


Medically and physically fit for the job he or she is seeking may be confirmed by pre-
Employment medical check up


The company decision to employee will be based on competence for the job and
demonstrable behaviors


If found suitable , preference will be given to internal candidate who is already employed
at Rahimafrooz in some other job


So, we can say that for a good or successful company the eligibility must needed, because
success is depend on the right person in a company. In Rahimafrooz they follow these kinds of
rules and they strictly follow this. They are pretty sure about that if they work on these things
they can reach almost easily to their destiny and make more profit for their company based on
their better employment system, which is more logical.




Recommended Requirement for Selection

Job analysis identifies the duties and human requirements for each of the companys jobs. The
next step is to decide how many of these jobs you need to fill and to recruit and select employee
for them. They also recommend requirement for the selection. The best way to understand the
process is to go through the series which are given below:
1. Decide what positions to fill.

2. Build a pool of candidates for these jobs


3. Have a candidates complete application form and undergo initial screening
interview.

4. Use selection tools

5. Decide who to make the offer to, by having the supervisor and perhaps others

Recommended recruitment for selection table:
Grade Minimum Educational Qualifications and Competencies
1-4 SSC pass. However for technical jobs/ class 8 passed with authorized
trade course
& relevant experience are preferable. For the job like messenger/peon
educational qualification may be relaxed to Class 8
5,6 Fresh Graduate (4 years course) from recognize university.
Diploma in Engg. / equivalent degree, with Relevant Experience: 3 years
preferable
7 Graduate (4 years course), Minimum 2 years experience preferable. Technical
diploma, Minimum 7 years experience preferable
7S Graduate (4 years course), Minimum 4 years experience preferable.
Technical diploma, Minimum 9 years experience preferable
8 Graduate (4 years course)/ Professional degree, Minimum 6 years experience
preferable
9, 9S Graduate (4 years course)/ Professional degree, Minimum 8 years experience
preferable
10 Graduate degree (4 years course) / Professional degree, Minimum 9 years
experience with 1 to 2 years Sr. Manager role in the relevant area
10S Graduate degree (4 years course) / Professional degree, Minimum 10 years
experience with 1 to 2 years Functional head role in the relevant area
11 Graduate degree (4 years course) / Professional degree, Minimum 10 years
experience with 2 to 3 years Functional head role in the relevant area
11H, 12 Graduate degree (4 years course) / Professional degree, Minimum 12 years
experience with 2 to 3 years in General Management role
13 Graduate degree (4 years course) / Professional degree, Minimum 15 years
experience with 3 years in heading large diversified company or business


Selection procedure
Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organization will get quality performance of employees. Moreover, organization will face
less of absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested. But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While
selection is a negative process as the inappropriate candidates are rejected here. Recruitment
precedes selection in staffing process. Selection involves choosing the best candidate with best
abilities, skills and knowledge for the required job.

Selection

Initial Screening

Application Form

Employment Tests

Comprehensive Interview

Background Investigation


Medical or Physical Examination

Final Employment Decision

This is the main concept of selection process. Most of the organization as well as Rahimafroz
follow these steps.
Rahimafrooz Corporate Recruitment and Selection Policy:
There has to be a business requirement to fill up the vacancy. The direct line manager
should check first whether the role requirements can be met by rearranging current roles
& responsibilities. SBUs to create and maintain validated Manning Plan as part of their
ABP.

To ensure consistency across the Rahimafrooz Group, the responsibility for Recruitment
Grade-10S & above is with Group HR. Divisional HR will ensure full Recruitment
process (requisition to offer letter, three months & final probation Review) for Grade-10
& below for their respective divisions & SBU/Businesses under their divisions.
SBU/businesses who are not under divisional structure will be responsible for the full
recruitment process of G-7S & below.

Any exception to ABP approved headcounts must be approved by Divisional/SBU MD.
Group Head of HR will also be in the loop of approval process.

SBUs which are not under Division structure, original documents of candidate for Grade
8 and above will be maintained at RACO with copies to respective SBU HR and all
original documents for Grade-7S and below shall be maintained at respective SBUs with
copies to RACO.








The Main Process
Following process to be ensured in order to complete the whole recruitment and selection
process:
I. Job posting and Advertisement

II. Interview and Assessment
III. Job Offer
IV. Joining
V. Probation and Evalution
Job Posting and Advertising

Candidates sources and Advertisement
Candidates are sources are mainly two types. One is internal another is external .An internal
advertisement for placement must be put through appropriate media, i.e., emails, employee
notice boards, intranet etc. giving at least seven (7) days for application submission through line
Manager/ departmental head and SBU HR. This also applicable for internal candidate(s) who
applies job externally by advertisement.
In case of unavailability of right internal candidate external job posting may be done through
appropriate media or Advertisements. Collage recruiting,
All types of recruitment advertisements will be clear and will contain the following information:

a) Job title & Grade
b) Job Location
c) Key Roles & responsibilities (Role Definition)
d) Description of the organization/SBU/department
e) Minimum qualification need.
f) Last date for applying
g) How and where to apply for job.

h) Utilities available for any specific job or bonus

To make sure candidates can understand which and what job they are applying for.


Interview and Assessment

Initial screening of the CVs/ applications received considering job requirements will be jointly
carried out by HR and respective line managers.


Screening of Candidates

When screening the following criteria will be followed:
For the Executive position, candidate must be at least graduate (from preferred
universities)
For Executive and above, candidate must have at least 2nd class or CGPA 3.00 (in CGPA
4 scale) and GPA 4.00 (in GPA 5 scale) in all academic level. However, in case of
competent candidates with strong experience in the relevant field such educational
qualification may be relaxed.
For Non-Executive permanent employees, minimum educational requirement is SSC.
For Non-Executive contractual employees, candidate must be of class eight pass.
If they have any previous work experience or not.
A range of options to develop an interview process appropriate to the level of post on offer
should be used. Options that the Selection Panel may consider include:
a) Competence based interviews

b) Presentation by candidates, Assessment centre may be adopted depending on the role & grade
requirements
c) Practical test, Ability tests etc.
d) Ability test & competency review by Line Manager for contract management who are to be
made permanent in G 5-7.
e) Skills demonstration or trail work in company.
f) 3rd or final interview by top management
g) For selection the score has to be at least 65% of maximum score






Job offer

Rahimafrooz Ltd. has a recommended requirement for the selection. They have a benchmark
scale of selecting and recruiting through which they follow some procedure. They have created
some grading scale from 1 to 11. Using this grading scale they select the candidates from the
pool. Rahimafrooz Ltd. graded the candidates by their qualification, experience. Only the offer
of the employment shall be issued by the Group of HR (for 10s and above) which means the
candidate for that particular job need to be a graduate (4 years) or should have a professional
degree holder and he/she need to have Minimum 10 years experience with 1 to 2 years
Functional head role in the relevant area. There has to be a business requirement to fill up the
vacancy. The direct line manager should check first whether the role requirements can be met by
rearranging current roles & responsibilities. SBUs to create and maintain validated Manning Plan
as part of their ABP. To ensure consistency across the Rahimafrooz Group, the responsibility for
recruitment Grade-10S & above is with Group HR. Divisional HR will ensure full recruitment
process (requisition to offer letter, three months & final probation review) for Grade-10 & below
for their respective divisions & SBU/Businesses under their divisions. SBU/businesses who are
not under divisional structure will be responsible for the full recruitment process of G-7S &
below. Any exception to ABP approved headcounts must be approved by Divisional/SBU MD.
Group Head of HR will also be in the loop of approval process (through the requisition form).
All original documents up to Grade-10 shall be maintained by respective Division with copies to
Group HR and all original documents for Grade-10S & above shall be maintained by group HR
with copies to Division HR.
SBUs which are not under Division structure, original documents of candidate for Grade 8 and
above will be maintained at RACO with copies to respective SBU HR and all original documents
for Grade-7S and below shall be maintained at respective SBUs with copies to RACO.

Some of other factor to follow during offering the job:

Cost of executive search for any recruitment shall be done by the respective
Division/SBU.
Employment Offer Letter to be issued to the selected candidate having check the
reference (if necessary). The Employment Contract is given on the date of joining.

The date of appointment to be effective either 1st day or 15th day of the month.





Joining


The Following documents to be furnished to Group HR department within 3 days of joining to
start processing payroll. By the new incumbent:

Updated CV
Educational certificates
Latest photograph
Clearance from previous employer or acceptance of resignation letter
Application for employment

By SBU/ Div/Group HR:
Interview rating Form, duly signed by relevant interviewers
Offer letter
Employment contract
Joining Report


Observation and Evaluation
Selected candidate will be placed in probation for 6 months.
Within this time if a particular employee proves himself to be worthy for the job,
Divisional COO or the MD of that SBU will hire him. When the job is confirmed, he or
she will become eligible to receive companys long term benefits as per policies.
Between this 6 months observation time, a line manager will evaluate selected
candidates. The first review is after 3 months and the second one is at the end of 6
months.
If the employees performance is found not up to the expectation during the first 3
months, the line manager must clearly identify the competency gaps and help the
employee succeed in the role. This has to be documented and reviewed together with an
employee each month.
The final review shall refer to the previous review and clarify reflect employees level of
competency and recommendation for confirmation.



References

Bibliography
Arthur, D. 1998. Recruiting, interviewing, selecting & orienting new employees 3rd ed. NY:
Amacom.
Beatty, R.H. 1994. Interviewing and selecting high performers, New York: Wiley. Brounstein, M.
& Visconti, R. 1992. Effective recruitment strategies. Menlo Park: Crisp.
Cascio, W.F. 1998. Managing human resources, 5th ed. US: Irwin/McGraw-Hill.
Decenzo, A. Robbins, S.P. 2002. Human resource management, 7th ed. New York : John Wiley &
Sons.
Gary Dessler, 2013. Human resource management, 12
th
ed. New Jersey : Pearson
Web
http://smallbusiness.chron.com/definition-recruitment-selection-process-2526.html
http://recruitment.naukrihub.com/importance-of-recruitment.html
http://www.scribd.com/doc/59780128/Rahimafrooz-Case-Study-2
http://www.scribd.com/tafrihac/d/61675252-Final-Rahimafrooz
http://www.scribd.com/doc/39376533/The-Performance-Appraisal-System-of-Rahimafrooz
http://www.keysso.net/GenOrds/chapter%20006%20-%20recuitment%20selection.pdf