Introduction

Influence of job analysis on employee recruitment and selection is one of the good sign for an
organization. Every institutions HR department concern about job analysis on employee
recruitment and selection. For measuring job analysis of an organization, work life balance of
that organization is important to know. Because job analysis as an independent variable . Like
other industry SHEPHERD GROUP, LINK 3, ROSHAWA SPINING MILLS LTD,
SOUTHEAST BANK LIMITED job analysis is important to be high. In this research, we will
try to draw the actual scenario of influence of job analysis on employee recruitment and
selection on SHEPHERD GROUP, LINK 3, ROSHAWA SPINING MILLS LTD,
SOUTHEAST BANK LIMITED in Bangladesh.

Rationale
Without balancing between job analysis on employee recruitment and selection never able to
serve his or her best for organization. Some time they leave organization for balance less
situation. So balance between job analysis is very important on recruitment and selection. Since
we want to know about of job analysis of SHEPHERD GROUP, LINK 3, ROSHAWA SPINING
MILLS LTD, SOUTHEAST BANK LIMITED obviously we should know about this employees
recruitment and selection.

Objective
The objective of our research is to find out Influence of job analysis on employee recruitment
and selection on pharmaceutical developer, and garments industry in Bangladesh. Moreover we
also want to know, which factor is most responsible for pharmaceutical developer, and garments
industry employees turnover.

Limitations
In the time of conducting this research we face some obstacle, those are
Some organizations employees were absent during survey.
Time play a vital role for such kind of research.
Sometimes respondent feeling shy or not interested in the time of filling questionnaire.

A successful research is depending on hard working, strong determination to find out the actual
reasons behind the research problem, un-biasness and willingly participation of all parties related
to the research. But we think that we could not devote our 100% effort should be. For this reason,
our project may not be beyond the limitations.

Organization overview
Shepherd Group
Shepherd Group, a 100% Taiwanese-funded company, is one of Bangladeshs fastest growing
company in yarn, textile, and food processing industries. Under Shepherd Group, there are 3
brands and one independent department: Shepherd Industries Ltd., Shepherd Textile (BD.) Ltd.,
Taiwan Food Processing Ltd., and the fancy yarn department. It began in 1997, Shepherd Textile
was officially registered in Bangladesh and had first production of dyed acrylic and acrylic wool
blended yarn in 1998 in Dhaka EPZ. Today the company has expanded into all kinds of yarn,
washing, dyeing, knitting fabrics, and food processing.
Shepherd Group specializes in fancy yarn, yarn-dyeing, garment dyeing, garment washing, jean
washing, auto stripe knitting fabrics, all kinds of knitting fabrics, and all kinds of canned fruit.
Shepherd Group is one of the pioneers in introducing Taiwanese advanced yarn, textile, food
processing technology into Bangladesh and also has been contributing huge financial earnings
into Bangladeshs economy both by global sales and foreign investments.

Our philosophy is to collaborate seamlessly with our clients to create the highest value in
products and services by providing consistent product quality in the most efficient manner with
the most competitive price in the local marketplace. This philosophy has lead Shepherd Group to
form strategic partnerships with our clients in creating win-win business models. Today
Shepherd Group is working closely with many world-class fashion brands.
.Southeast Bank Limited

Southeast Bank Limited was established in 1995 with a dream and a vision to become a pioneer
banking institution of the country and contribute significantly to the growth of the national
economy. The Bank was established by leading business personalities and eminent industrialists
of the country with stakes in various segments of the national economy. The incumbent
Chairman of the Bank is Mr. Alamgir Kabir, FCA, a professional Chartered Accountant. Mr. M.
A. Kashem a member of the Board and Mr. Yussuf Abdullah Harun were past Presidents of the
Federation of Bangladesh Chamber of Commerce and Industries (FBCCI).

Southeast Bank is run by a team of efficient professionals. They create and generate an
environment of trust and discipline that encourages and motivates everyone in the Bank to work
together for achieving the objectives of the Bank. The culture of maintaining congenial work environment in the Bank has further enabled the staff to benchmark themselves better against
management expectations. A commitment to quality and excellence in service is the hallmark of
their identity.

Vision
To be a premier banking institution in Bangladesh and contribute significantly to the national
economy.

Mission
*High quality financial services with state of the art technology
*Fast customer service
*Sustainable growth strategy
*Follow ethical standards in business
*Steady return on share holders equity

Link3 Technologies Ltd.

Link3 Technologies Ltd. is a full service IT Solution Provider that has been operating in
Bangladesh market for more than ten years with a very high level of success, achieved through
an uncompromised service quality and customer satisfaction. Link3's highly trained professionals
can ensure a standard of service that remains unmatched by any other player in the market.

Mission: Facilitate seamless information flow through innovative ICT infrastructure and
services.

Vision: Link3 will be the largest broadband user based ICT solutions service provider in
Bangladesh.

Roshawa Spinning Mills Ltd.

Roshawa Spinning Mills Ltd. is a 100% export oriented yarn manufacturing unit, engaged in
producing same percent cotton yarn. This unit has been established in 14 acres of land with
33,264 Ring Spindles. Erection of the unit commenced in 1996 with world class textile yarn
producing machineries of European and Japanese origin. Commercial production started in 2003.
ROSHAWA as a prime group of apparel industries in Bangladesh is firmly committed to
excellence.
A position work ethic, attraction to order. Claudius have been developed with persistent and
meticulous care with a view to achieving ISO certification for competing on a level playground
in the highly competitive international market.
As manufacturer, we ensure quality control strictly to maintain the high standard and produce at
short notice to meet any deadline. We value our customers as business partners.

Literature Review
The objective of our research is to find out Influence of job analysis on employee recruitment
and selection on service and garments industry in Bangladesh. No study was found about this
subject. But there are some relevant study exists. Job Analysis is defined as a satisfactory level of
involvement or fit between recruitment and selection. Although definitions and explanations
vary, job analysis balance is generally associated with equilibrium, or maintaining an overall
sense of an organization. Job analysis involves the examination of peoples ability to manage
simultaneously the multi-faceted demands of job. Although job analysis has traditionally been
assumed to involve the devotion of equal amounts of time to paid work and non-work roles,
more recently the concept has been recognized as more complex and has been developed to
incorporate additional components. Retaining the best and brightest employees has been called a
crisis, a talent war, a shortage and a talent drain. Whatever the definition, its not going away
anytime soon. Attracting and retaining talent continues to top the priority list of organizations of
all sizes and industries. Its the difference between success and failure, reaching quarterly targets
or not. High attrition cripples innovation, and customer service goes AWOL. Recruiting the
best and brightest is only half the game; recruitment and selection is the other half. Competitors
face the same issues. Gaining a competitive advantage is the key. Inflexible work arrangements
are a primary reason top talent leaves an organization. it used to be that an employees
relationship with their manager was the No. 1 reason for employees voluntarily leaving an
organization," says Kate Martine, senior vice president, human resources and corporate
communications for the Trustmark Cos. in Lake Forest, Illinois. "Now its a lack of employer
work schedule flexibility.

Hypothesis : Influence of job analysis on employee recruitment and selection.

Methodology
We have collected the research data by questionnaire method. That data we used in this study
primary in nature. Our group discussion and class lectures also help to make it completed
successfully. The data gathered were coded, organized, and processed using the Statistical
Package for the Social Sciences (SPSS).Here we conceder recruitment as independent variable &
job analysis as dependent variable.

Sampling & Data collection

Science we want to conduct our research on service and garments industry. Service and garments
industry employees are our population. We randomly take 50 employees from 5 different
manufactures and service companies and collect data by questionnaire filling method. We
provide a simple questionnaire and our respondent fill it.

Data analysis & Presentation

COMPUTE Rec.selec=MEAN(q.candidate,poor.process,r.selection,S.respons,Selection,innovation).
EXECUTE.
COMPUTE Job.analysis=MEAN(Machanical,computer,Driving,Customer).
EXECUTE.
FREQUENCIES VARIABLES=Rec.selec Job.analysis
/ORDER=ANALYSIS.

Frequencies

Statistics
Rec.selec
N

Valid
Missing

Job.analysis

28

28

Rec.selec
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

Missing

2.22

3.2

3.6

3.6

2.36

6.5

7.1

10.7

2.39

6.5

7.1

17.9

2.44

3.2

3.6

21.4

2.56

12.9

14.3

35.7

2.58

9.7

10.7

46.4

2.64

3.2

3.6

50.0

2.75

6.5

7.1

57.1

2.78

6.5

7.1

64.3

2.83

6.5

7.1

71.4

2.94

6.5

7.1

78.6

3.03

3.2

3.6

82.1

3.14

3.2

3.6

85.7

3.17

3.2

3.6

89.3

3.36

6.5

7.1

96.4

3.42

3.2

3.6

100.0

Total

28

90.3

100.0

9.7

31

100.0

System

Total

Job.analysis
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

Missing
Total

1.25

3.2

3.6

3.6

1.50

12.9

14.3

17.9

1.75

16.1

17.9

35.7

2.00

10

32.3

35.7

71.4

2.25

22.6

25.0

96.4

2.50

3.2

3.6

100.0

Total

28

90.3

100.0

9.7

31

100.0

System

MEANS TABLES=Job.analysis BY Rec.selec

/CELLS MEAN COUNT STDDEV.

Means

Case Processing Summary

Cases
Included
N

Excluded

Percent

Job.analysis * Rec.selec

28

90.3%

Job.analysis
Rec.selec

Mean

Std. Deviation

2.22

2.0000

2.36

2.1250

.17678

2.39

1.6250

.17678

2.44

2.0000

2.56

1.9375

.31458

2.58

1.8333

.28868

2.64

1.2500

2.75

2.0000

.70711

2.78

2.0000

.35355

2.83

2.1250

.17678

2.94

2.2500

.00000

3.03

2.2500

3.14

2.0000

3.17

1.7500

3.36

1.7500

.00000

3.42

2.0000

Total

1.9375

28

.30142

REGRESSION
/MISSING LISTWISE
/STATISTICS COEFF OUTS R ANOVA
/CRITERIA=PIN(.05) POUT(.10)
/NOORIGIN
/DEPENDENT Job.analysis

Percent
3

Report

Total

9.7%

Percent
31

100.0%

/METHOD=ENTER Rec.selec

Here we see that recruitment&selection and job analysis mean1.9375. there

recruitment&selection and job analysis std. Devitaion is .3074

Regression
[DataSet0]

Variables Entered/Removeda
Model

Variables Entered

Variables

Method

Removed
1

Rec.selec

. Enter

a. Dependent Variable: Job.analysis

b. All requested variables entered.

Model Summary
Model

R Square

Adjusted R Square

Std. Error of the

Estimate

.060a

.004

-.035

.30662

a. Predictors: (Constant), Rec.selec

This table provides the R and R2 values. The R value represents the simple correlation and is
0..060 (the R Column), which indicates a low degree of correlation. The R2 value (the "R
Square" column) indicates how much of the total variation in the dependent variable, Retention
can be explained by the independent variable, work life balance. In this case, 4% can be
explained, which is very low.

ANOVAa
Model

Sum of Squares
Regression

df

Mean Square

.009

.009

Residual

2.444

26

.094

Total

2.453

27

a. Dependent Variable: Job.analysis

b. Predictors: (Constant), Rec.selec

Sig.
.093

.763b

Look at the "Regression" row and go to the "Sig." column. This indicates the statistical
significance of the regression model that was run. Here, p < .763, which is less than 0.05, and
indicates that, overall, the regression model statistically significantly predicts the deendent
variable (it is a good fit for the data).
Coefficientsa
Model

Unstandardized Coefficients

Standardized

Sig.

Coefficients
B
1

Std. Error

Beta

(Constant)

1.786

.501

Rec.selec

.055

.181

.060

3.568

.001

.304

.763

a. Dependent Variable: Job.analysis

The Coefficients table provides us with the necessary information to predict Retention rate from
work life balance, as well as determine whether work life balace contributes statistically
significantly to the model (by looking at the "Sig." column). Furthermore, we can use the values
in the "B" column under the "Unstandardized Coefficients" column

Correlations
[DataSet0]

Correlations
Rec.selec
Pearson Correlation
Rec.selec

Sig. (2-tailed)
N

Job.analysis

Job.analysis
.060
.763

28

28

Pearson Correlation

.060

Sig. (2-tailed)

.763

28

**. Correlation is significant at the 0.01 level (2-tailed).

28

Conclusion
We make a report on services companies job analysis . For an employee balance his or her job
analysis and recruitment and selection is very important we know that throw out this report. It is
also important for the organization because if they cannot balance than it will be give an effect
on organizations output. Organizations are depended on their employees, organizations have
keep eyes on it, and their HR department has to motivate their employees in proper way. They
have to find out those issues which are related on work life balance. We observe that here HR
manger has to pay more attention. As a HR manger take some decision about motivation of
employee. That all about time spending with family, so give some free time to spend time with
their family and try to solve any kind of employees personal problem with talk them. Then it
will be close to solve the balance problem, and employees can also give more focus on their
work, at last organization get good output from them reach their goal.

Reference
http://www.assignmenthelp.net/assignment_help/human-resources-job-analysis
http://myassignmenthelp.info/assignments/hr-management-assignment-essay-on-recruitmentselection-approach/
http://roshawa.com/index.php/2013-04-09-19-21-16
https://www.southeastbank.com.bd/home.php
http://www.shepherd-group.com/shepherd-group-engineering.html
http://link3.net/about-us/

Table of content

No

Content

Introduction

Rationale

Objective

Organizational Overview

Shepherd Group

Southeast Bank Limited

Link 3 Technologies Limited

Roshawa Spinning Mills LTD

Literature Review

10

Methodology

11

Sampling & Data Collection

12

Data analysis & Preseryion

13

Means

14

Regression

15

Correlations

16

Conclusion

17

Reference