Introduction

1.1 Background of the study

There is no doubt that the world of work is rapidly changing. As part of an
organization then, HRM must be equipped to deal with the effects of the changing
world of work. For them this means understanding the implications of globalization,
technology changes, Workforce diversity. 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. Moreover, selecting attracting the suitable
candidates and selecting the best person in time is a challenge.

The cost of the recruitment is significant. So, proper planning and formulate those
plan is the task that require more focus and improvement. Equal opportunity and
sourcing is also a vital part. Realizing this need we tried to find the difference and
similarities between theoretical aspects with the practical steps taken by the
company. We took an attempt to demonstrate the feature for the further
improvement.

1.2 Significance of the study

Only the theoretical knowledge is less important when it is not applicable in the
practical life. Though I have completed so many theoretical courses in BBA
program, but I have no such practical knowledge for being successful in the real
business world. As a student of Business studies, I have no acquaint me with
practical knowledge to face the real-life situation. For this reason, the internship
program is so much helpful to all student of BBA.

1.3 Scope and Rational of the study

The report deals with the recruitment and selection process in terms of theoretical
point of view and the practical use. The study will allow learning about the
recruitment and selection issues, importance, modern techniques and models used to
make it more efficient. The study will help to learn the practical procedures followed
by the leading organizations. Moreover, the study will help to differentiate between
the practice and the theories that direct to realize how the organization can improve
their recruitment and selection process.

1.4 Objective of the Study

Broad Objective: The Broad objective of the study is to explore and evaluate the
recruitment and selection process of Janata Bank Limited.

Specific objective: The following aspects can be listed as the specific objectives to
achieve the broad objective:

a. To acquire the recruitment and selection Process of Janata Bank limited

b. To evaluate of the recruitment and selection process of Janata Bank limited and
to recommend necessary measures to get the process more effective.

1.5 Methodology of the Study

Research Design: This is descriptive types of research, which briefly reveals the
recruitment and selection procedure of Janata Bank limited. It has been administered
by collection both primary and secondary.
Sampling Plan:

Population: The target population was the employees who work in Janata Bank
Limited Paltan Branch. The population size was 40.

Sample Size: The sample size was 15respondents which includes both executive
and operative employees, here shown in following table:

Type of employees
Category Number pf respondents
Executive employees 2
Operative employees 13
Total 15

Sampling Method: The Non-Probability Purposive Sampling method was used for
collection the information and to identify the respondents.

Questionnaires Design: Questionnaire was prepared with both open ended and
closed questions. The average time of question is 15/20 minutes. A set of
questionnaires involving both open ended (for executive) and close ended (for
operative employee) are used to perform the study.

Types of Data Used:

Mainly Two types of data used:

a. Primary Data

b. Secondary Data
Sources of data:

Sources of data of this report can be divided into two categories:

Primary Sources:

A. Through questionnaire survey.

B. Through observation and face to face conversation

Secondary Sources:

A. Annual Report of Janata Bank Limited 2013.

B. Different text books.

C. Various reports and articles related to study.

D. Web base support from the Internet

Data Analysis:

Both the qualitative and quantitative analysis (Questionnaire analysis) has been
followed in this research. Quantitative question was scaled with well-known Linker
method. To analyze the gathered data different types of computer software used such
as Microsoft word, Microsoft Excel and Microsoft PowerPoint.

1.6 Limitations of the Report:

The limitations of the report and the study are follows:

The report has been conducted within a short time frame.

The study is self-financed.

Only Paltan Branch of the bank has been considered for the study.
 The sample size does not represent the total population. Samples were selected
conveniently.

For the convenient of the study, non-probability samples have been used.

In many cases, up-to-date information is not published. All weights given are
judgmental.

Information regarding the competitors is difficult to get.

 Chapter Two

Brief Company Overview

2.1 Introduction
Janata Bank Ltd. has its prosperous past, glorious present and prospective future.
Established as the first public sector Bank fully owned by Bangladeshi
entrepreneurs, JBL has been flourishing as the largest public-sector Bank with the
passage of time after facing many stress and strain. The member of the board of
directors is creative businessman and leading industrialist of the country. To keep
pace with time and in harmony with national and international economic activities
and for rendering all modern services, JBL, as a financial institution automated all
its branches with computer network in accordance with the competitive commercial
demand of time. Moreover, considering its forth-coming future the Bank has been
rearranging. The expectation of all class businessmen, entrepreneurs and general
public is much more to JBL. Keeping the target in mind JBL has taken preparation
to open new branches by the year 2000-2001.

The emergence of JBL in the public sector is an important event in the Banking area
of Bangladesh. When the nation was in the grip of service recession, Govt. took the
farsighted decision to allow in the public sector to revive the economy of the country.
Several dynamic entrepreneurs came forward for establishing a bank with a motto
to revitalize the economy of the country.
2.2 Janata Bank Limited
Janata Bank Ltd. was born as the first hundred percent Bangladeshi owned Bank in
the public sector. From the very inception it is the firm determination of Janata Bank
Ltd. to play a vital role in the national economy. We are determined to bring back
the long-forgotten taste of banking services and flavors. We want to serve each one
promptly and with a sense of dedication and dignity. The president of the peoples
Republic of Bangladesh Justice Ahsan Uddin Chowdhury inaugurated the bank
formally on March 28, 1983 but the first branch at 48, Dilkusha Commercial Area,
Dhaka started function on March 23, 1983.The second branch was opened on 11th
May 1983 at Khatungonj, Chittagong. Today we have total 76 Branches all over
Bangladesh.

Considering the need for remittance by the expatriates Bangladeshis residing abroad
the Bank during the year established drawing arrangement with the Pacific Bank
Berhad, Malaysia (now May Bank), Security Exchange Company Limited, State of
Kuwait and Dalil Exchange, State of Bahrain. Our Bank invested 25% equity in Gulf
Overseas Exchange Company LLC, a joint venture Exchange Company in Oman,
operating since November 1985 under the management of our Bank. The Bank
received Riyal Omani 12, 450 equivalents to TK. 1.74 million as dividend for the
year 2000. A representative Office was established in Yangon, Myanmar in October
1996 by our Bank and obtained permission from the Government of Bangladesh to
handle border trade with Myanmar. Opportunities are being explored for further
business avenues there. Now JBL is on line to establish trade and communication
with the Prime Inter Janata Bank Ltd. companies oh the world. As a result, JBL will
be able to build a strong root in inter Janata Bank Ltd.ing horizon. Bank has been
drawing arrangement with well conversant money transfer service agency Western
Union. It has a full time arrangement for speedy transfer of money all over the
world. Banking is not only a profit-oriented commercial institution but it has a public
base and social commitment. Admitting this true JBL is going on with its diversified
banking activities. JBL introduced Monthly Savings Scheme, Special Deposit
Scheme, Consumers Credit Scheme and Savings Insurance Scheme etc. to combine
the people of lower and middle-income group.

2.3 Vision of JBL

Efforts for expansion of JBL activities at home and abroad by adding new
dimensions to their banking services are being continued unabated. Alongside, they
are also putting highest priority in ensuring transparency, account ability, improved
clientele service as well as to their commitment to serve the society through which
they want to get closer and closer to the people of all strata. Winning an everlasting
seat in the hearts of the people as a caring companion in uplifting the national
economic standard through continuous up gradation and diversification of their
clientele services in line with national and international requirements is the desired
goal they want to reach.

2> To become the effective largest commercial bank in Bangladesh to support

socio-economic development of the country and to be a leading bank in South Asia.
2.4 Mission of JBL
Ensuring highest standard of clientele services through best application of latest
information technology, making due contribution to the national economy and
establishing themselves firmly at home and abroad as a front ranking bank of the
country are their cherished vision.

2>Janata Bank Limited will be an effective commercial bank by maintaining a stable

growth strategy, delivering high quality financial products, providing excellent
customer service through an experienced management team and ensuring good
corporate governance in every step of banking network.

2.5 Hierarchy of Position in JBL

Chairman
2.6 PRODUCT & SERVICES OF JANATA BANK
LTD. LTD Products & Services
Product and services is the main assets of any organization. The following product
and services are available of Janata Bank Ltd.

Consumer credit Scheme

Special Deposit Scheme

 Monthly Saving Scheme

Saving Insurance Scheme

Credit Card

Western Union Money Transfer

JBL ATM Service

JBL Power Card

Consumer Credit Scheme

Janata Bank Ltd. Consumer Credit Scheme gives clients a great opportunity to buy
household and office items on easy installments. This scheme gives clients the
advantage of part payment to cope with the high price tags of many necessary home
and office appliances.

Television, Refrigerator, VCR, Personal Computer, Photocopier, Washing Machine,

Furniture, Microwave Oven, Car, and a number of other expensive items are now
within their buying range. With this scheme JBL makes better living possible for
people living on fixed income. Customers can buy those home and office
equipment's without over taxing their budget.
 Special Deposit Scheme

For most of the people on fixed income the opportunity to supplement their monthly
earning is a golden one. And JBL Special Deposit Scheme gives a customer just that.
Under this scheme, customers can deposit money for a term of 5 years. The deposited
money is fully refundable at the expiry of the term. At the same time, during the
term period they can enjoy a monthly profit corresponding to their deposited amount.
As for instance, under this scheme a deposit of Tk, 55,000/- gives a monthly income
of Tk.500/-.

Deposited Amount Monthly Benefit

Tk. 55,000/- Tk. 500/-

Tk. 1,10,000/- Tk. 1,000/-

Tk. 1,65,000/- Tk. 1,500/-

Tk. 2,20,000/- Tk. 2,000/-

Monthly Savings Scheme

This scheme is specially designed for the benefit of the limited income group
members. This helps to accumulate small monthly savings into a significant sum at
the end of the term. So, after the expiry of the term period the depositor will have a
substantial amount to appreciate on.

A monthly deposit of Tk.500/- or Tk.1000/- for 5 or 8 years period earns in the end.
Tk37, 896 /- or Tk.75, 791/- respectively

Credit card is the newest concept in our country. In our country Credit card was first
introduced by the Janata Bank Ltd. ltd. Master card and VISA card are name of
popular credit card band. Credit card is safe, instant and universal money. Janata
Bank Ltd.

ltd issued two types of credit card, which is as follows:

Local master and visa card

Local master and visa card are two types, such as gold card and silver card.

Gold card limit is 50000 taka to 1000000 taka

Silver card limit is 10000 taka to 45000 taka visa card

Requirement for local credit card:

FDR.STD account Loan

Tax identification number

 Two copy passport size photo

International master and visa card:

It has also two types, such as gold card and silver card.

For international purpose gold card limit is $ 4000 above

For international purpose silver card limit is $ 2000 blow $4000

Requirement for international credit card

Pass port photocopy (first five pages)

Two copy passport size photo.

TIN number

FDR, STD, SB account lien

JBL ATM Services

ATM means automated teller machine. JBL ATM card give opportunity to their
customer that they can withdraw their money at any time, any days even holidays.
By using ATM subscriber can give various utility bill such as telephone, gas,
electricity bills etc. actually ATM card is a debit card. Janata Bank Ltd. has
introduced ATM service to its Customers. The card will enable to save their valued
customers from any kind of predicament in emergency and time-consuming
formalities. JBL ATM Card will give their distinguished Clients the opportunity to
withdraw cash at any time, even in holidays, 24 hours a day, and 7 days a week.
 Charges for ATM card

ATM cardholders have to pay 1000 taka annually and in the case of card lost
subscriber also pay additional 300 taka.

JBL Power Card

It is a prepaid card. No need of any account of JBL branch. Application form

available at any JBL branch and card center. No annual fee for the first year. Renewal
fee Tk 200.00 only. Local card limit 1000at minimum or its multiple. International
card limit-US$ 500.00 at minimum. Refill through any JBL branch. Drawing cash
from JBL ATMs free of charge & from ATMs under Q-Cash network-Tk 10.00 per
transaction from other ATM-Tk 100.00. Loading fee for international card will be
charged @1% of the loaded amount. Cash withdraw fee (abroad) 2% of the cash
drawn amount or US $.2.00, whichever is higher. Accepted at all VISA POS
merchants. Cash withdrawal at all ATM booths bearing VISA and Q-Cash logo. (
Except HSBC Bangladesh). Utility bill payment. It is a prepaid card. No need of any
account of JBL branch. Application form available at any JBL branch and card
center. No annual fee for the first year. Renewal fee Tk 200.00 only. Local card limit
1000at minimum or its multiple. International card limit-US$ 500.00 at minimum.
Refill through any JBL branch.
 Chapter Three

Theoretical Aspects
3.1 Human Resource Management:
The process of hiring and developing employees so that they become more valuable
to the organization. Human Resource Management includes conducting job
analyses, planning personnel needs, recruiting the right people for the job, orienting
and training, managing wages and salaries, providing benefits and incentives,
evaluating performance, resolving disputes, and communicating with all employees
at all levels. Examples of core qualities of HR management are extensive knowledge
of the industry, leadership, and effective negotiation skills.

According to Armstrong (1997), Human Resource Management can be defined

as a strategic approach to acquiring, developing, managing, motivating and gaining
the commitment of the organizations key resource the people who work in and
for it.

Ricky W. Griffin has defined; Human Resource Management is the set of

organizational activities directed at attracting, developing and maintaining an
effective work force.

3.2Functions Human Resource Management:

The role of human resource management is to plan, develop, and administer policies
and programmers designed to make expeditious use of an organizations human
resources. It is that part of management which is concerned with the people at work
and with their relationship within an enterprise.

Acquisition
Training & development.
Motivation.
Maintenance.

These functions are described here briefly:

Acquisition: It deals with human resource planning. It includes job analysis,

recruitment, selection and socialization of employees.
Job Analysis: is the procedure which one can determines the duties of the
positions of an organization and the characteristics of the people to hire for
them. It produces information for waiting job description and job specification.

Recruitment refers to the process of attracting, screening, and selecting

qualified people for ajob at an organization or firm. It is undertaken by
recruiters. It also may be undertaken by an employment agency or a member
of staff at the business or organization looking for recruits.

Selection: is a process of hiring suitable people for job. Right person for right
job is the main goal of selection.

Socialization: is a process of getting new employees acquainted with the

organization, its culture, rules and regulation.
 Training and Development: The training and development function gives
employees the skills and knowledge to perform their jobs effectively. In
addition to providing training for new or inexperienced employees,
organizations often provide training programmers for experienced employees
whose jobs are undergoing change. Large organizations often have
development programmers which prepare employees for higher level
responsibilities within the organization. Training and development
programmers provide useful means of assuring that employees are capable of
performing their jobs at acceptable levels.
Motivations: Motivations is the process that account for an individuals
intensity, direction and persistence to effort toward attaining a goal.
Maintenance: Maintenance refers to maintaining employee commitments
and loyalty to the organization. It is willingness to stay in the company.

3.3 Principle of Human Resource Management:

There are some Principle of Human Resource

Management-
a. Deal with people as complete individuals.

b. Make people feel worthwhile and related.

c. Treat all employees with justice gender colon race and religion.

d. Human resource management is not personal

e. Reward should be earned not give.

 f. Supply employees with relevant information

g. Do not underestimate the intelligence of people

h. Treat people with respect and dignity.

i. Sell the personnel program.

3.4 Importance of Human Resource Management:

a. Objective:
HRM helps a company to achieve its objective from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use of
resources etc.

b. Facilitates professional growth:

3
Due to proper HR policies employees are trained well and this makes them ready
for future promotions. Their talent can be utilized not only in the company in
which they are currently working but also in other companies which the
employees may join in the future.

c. Better relations between union and management:

 Healthy HRM practices can help the organization to maintain co-ordinal
relationship with the unions. Union members start realizing that the company is
also interested in the workers and will not go against them therefore chances of
going on strike are greatly reduced.

d. Helps an individual to work in a team/group:

Effective HR practices teach individuals team work and adjustment. The
individuals are now very comfortable while working in team thus team work
improves.

e. Identifies person for the future:

Since employees are constantly trained, they are ready to meet the job
requirements. The company is also able to identify potential employees who can
be promoted in the future for the top level jobs. Thus one of the advantages of
HRM is preparing people for the future.

f. Allocating the jobs to the right person:

If proper recruitment and selection methods are followed, the company will be
able to select the right people for the right job. When this happens the number of
people leaving the job will reduce as the will be satisfied with their job leading to
4
decrease in labor turnover.
g. Improves the economy:

Effective HR practices lead to higher profits and better performance by companies

due to this the company achieves a chance to enter into new business and start new
ventured thus industrial development increases and the economy improves.

3.5 Objectives of Human Resource Management:

The objectives can be as under:

Organizational Objectives:

HRM is a means to achieve efficiency and effectiveness. It serves other functional

areas, so as to help them to attain efficiency in their operations and attainment of
goals to attain efficiency. Acquiring right man for the right job at right time in right
quantity, developing through right kind of training, utilizing the selected workforce,
and maintaining the workforce is the organizational objectives of HRM. Succession
planning is an important issue to be taken up as a contemporary organizational
objective.

Functional Objectives:

HRM performs so many functions for other departments. However, it must see that
the facilitation should not cost more than the benefit rendered.
Personal Objectives:

In todays world there is shortage of requisite talent. Employees are encouraged by

competitive firms to change the jobs. HRM has the responsibility to acquire,
develop, utilize, and maintain employees.

This would be possible only when the HRM helps employees to achieve their 5

personal goals to get their commitment. Creating work-life balance for the
employees is a personal objective.

Societal Objectives:

HRM must see that the legal, ethical, and social environmental issues are properly
attended to. Equal opportunity and equal pay for equal work are the legal issues not
to be violated. To take care of farmers (whose land has been acquired for the factory)
and tribals (who are displaced by industries and mining companies) are the ethical
issues.
3.6 Definition of Recruitment:

Recruitment is a process of locating individuals with sufficient qualification &

number and encourages them to apply for jobs. From other perspective it is a process
of identifying and hiring the best-qualified candidate for a job vacancy, in a most
timely and cost-effective manner.

According to David A. DeCenzo and Stephen P. Robbins, Recruitment is the

6
process of discovering potential candidates for actual and anticipated organizational
vacancies.

From the above definition we can say that, Recruitment is the process of finding and
attraction capable applicants for employment. The process begins when new recruit
are sought and ends when their application are submitted. The result is a pool of
applicants which new employees are selected. The quality of an organizations
human resources depends on the quality of its recruit.
3.7 Sources of Recruiting :
Recruiting is more likely to achieve its objectives if recruiting sources reflect the
type of the position to be filled. Certain recruiting sources are more effective than
others for filling certain types of jobs. Every organization has the option of choosing
the candidates for its recruitment processes from two kinds of sources.
Those are

Internal Sources.
External Sources.
1. Internal Source: The sources within the organization itself (like transfer of
employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. In 3 three ways internal
candidates are recruited:
Job Posting:
Posting notice of job openings on company bulletins boards is an effective
internal recruiting method. It informs employees about openings & required
qualifications & invites qualified employees to apply. The notices usually
posted on company bulletin boards or electronic bulletin boards or are placed
in the company newspaper. Qualifications & other facts are drawn from the
job analysis information.
Skill Inventories:
Making use of HRIS can find the best suited candidate and this must be secure
and confidential source of internal candidate. This source gives adequate but
relevant employee information.
 Nominations:
Recommendation from potential supervisor, employees who are interested in
the posted opening report to the HR Department & apply.

2. External Sources:
7
Recruitment candidates from all the other sources (like outsourcing agencies etc.)
are known as the external sources of recruitment. In addition to looking internally
for candidates, it is customary for organizations to open up recruiting efforts to the
external community. These efforts are discussed below:
Advertisement:
When an organization wishes to communicate to the public that it has a
vacancy advertisement in one of the popular method used. Want ad describes
the job, the benefits and tells those who are interested how to apply. It is the
most popular method.
Employee Referrals/Recommendation:
An employee will recommend if he believe the individual can perform
adequately. Employee referrals also may have acquired more accurate
information about their potential jobs. The recommender often gives the
applicant more realistic information about the job than could be conveyed
through employment agencies or newspaper advertisement.
Employment Agencies:
There are certain professional organizations which look towards recruitment
and employment of people; they supply required manpower to needy
concerns.

Schools Colleges & Universities Recruiting:

 Whatever the educational level required for the job involves a high-school
diploma, specific vocational training, or a collage background with a
bachelors, masters or doctoral degree, educational institutions are an
excellent source of potential employees. Sending an employers
representatives to college campuses to pre-screen applicants and create an
applicant pool from the graduating class.

Unsolicited Application:
Many job seekers visit the office of well-known companies on their own.
Moreover without encouragement from other sources applicants go directly
to the organization. In addition courteous treatment of any applicant is a good
business practice.

Temp Agencies:
These types of different organization can be a source of employees when
individuals are needed on a temporary basis. Temporary employees are
particularly valuable in meeting short-term fluctuations in HRM needs. It does
8
not provide recruits. They are a source of supplemental workers. The
temporary workers actually work for the agency. During vacation and peak
season-these agencies can be a better alternative.

3.8 Factors governing recruitment:

There can be various internal and external factors which affect the recruitment
Internal factors: The factors which are under the control of an organization are
called external factors.
Those could be:
I. Recruitment Policy of the organization.
II. Human Resource Planning.
III. Expansion plan.
IV. Cost of recruitment.

External factors: The factors which are not under the control of an organization are
called external factors.
Those could be:
I. Image of the organization
II. Political-Social- Legal Environment
III. Labor Market

3.9 Recruitment Process:

Recruitment Process is given below:

1. Job analysis.
Decide what job is needed &what the colleague will have to do

2. Job description. 9
Describes the tasks the colleague will undertake

3. Job specification.
Describes the characteristics &skill required for the role

4. Deciding the recruitment method.

Recruitment methods include online and social recruiting, advertisement and
employment branding campaigns that are run in parallel with the effort of the
marketing department.

5. Deciding the application method.

Application method for a job organization may be asked to fill in an application form
of use online application formats for submitting job application.

6. Marketing the job.

When organization decide to recruitment process, then searches the job market &
used the method.

3.10 Definition of Selection:

The Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. In other words, selection means weeding out
unsuitable applicants and selecting those individuals with prerequisite
qualifications and capabilities to fill the jobs in the organization.

Heinz Weihrich and Harold Koontz have defined, Selection is the process of
choosing form the candidates, from within the organization or from outside, the
most suitable person for the current position or for the future positions

Decenzo & Robbins: Selection activities follow a standard pattern, beginning with 10

an initial screening interview and concluding with final employment decision.

3.11 Selection Process:

Selection is the process of choosing from a group of applicant that individual deemed
to be best qualified for particular job opening. The process of interviewing and
evaluating candidates for a specific job and selecting an individual for employment
based on certain criteria is called selection process.

1. Short listing.
A list of preferable candidates that have been selected for final consideration.

2. Preparation for Interview.

When short listing are complete , in case of walk-in-interview including CV, photo,
certificates photocopy, original academic certificate etc, are verified & then send the
candidtes to the interview board.
3. Making a decision and offer.
When holding selection event are complete, organization make a decision to
employees , if they make a decision then they offer a job to the candidate.

4. Taking up references.
When you are considering offering a stranger a jonb as your personal assistant,it is
important to find as much relevant information about him or her as possible.

5. Inducting new Employee.

The process of preparing the successful candidate for the job.

The Generalized Selecting Method:

Selection begins where recruitment ends- with applicant pool. Selection goes

through five steps:

11

1. Initial Screening: A systematic examination of employment application, resume

analysis is done in this stage. This is the primary stage where short listing is done
from a huge applicant pool.

2. Secondary Screening: This stage eliminating unqualified employees and identify

prospective employees for open position. Selecting process starts with testing. Test
can be different type. We can conveniently classify test according to whether the
candidates

Cognitive abilities
Motor and physical abilities
Personality and interest
Job Knowledge
3. Candidacy: The basic component of this stage is the employment interview or
series of employment interviews, which focus on an in depth evaluation of the
applicants qualification. In some organization, individuals successfully sent to an
assessment center where they may complete batteries of tests and engage in various
simulations to further assess their capabilities. Applicants completing this stage are
potential employees.

4. Verification: This stage is concerned with verifying the reference information

furnished by applicant. Due to the increasing number of negligent hiring cases,
organizations must be careful to exercise due diligence in verifying and documenting
references.

5. Final Selection: This is decision making stage. The information furnished by the
applicant and gathered by the organization is evaluated. If the information is
favorable, a job offer is made; if the information is unfavorable, no job offer is
extended. The tentative job offer is subject to a physical examination and a
background investigation. If the candidate successfully completes these two final
hurdles, a final job offer is made.
 Chapter Four

Recruitment and selection Process

of

Janata Bank Limited

4.1Introduction
Every organization follows their own recruitment and selection process to get their
desire employees for achieving their ultimate goal. Through this intern program I
went through various aspects about recruitment and selection process of Janata Bank
Limited. During this internship program the major aspects of recruitment and
selection process of Janata Bank Limited that come to my notice are stared here.

To know the future demand of human resources, the HR division of Janata Bank
Limited usually provides all the other divisions and branches with a general
form at the beginning of the year. From the information collected from these
forms, the HR division gets an estimate of the human resource requirement for the
year. No long term human resource forecasting is done in JBL.
The recruitment goals of Janata Bank Limited are to attract and retain highly
qualified human resources who will perform best in their respective areas. The bank
not only tries to attract well qualified candidates but also tries to identify and recruit
people who are really interested to working the bank for an acceptable period of
time.

4.2Types of Recruitment
Janata Bank Limited practices two types of recruitment

Yearly recruitment: this is done each year, according to the HR plan

Need-based recruitments: this is done when there is a sudden vacancy

4.3 Recruitment Sources and Methods

JBL usually promotes from within the organization. But it also recruits from external
sources. The

External sources are:

Different universities

Competitors and other organizations

Unsolicited applicants

Campus recruiting will be handled by the HR Division and the overall planning for
this will be done based on the Annual Manpower Plan. However, the respective
business department/function requiring the profiles should have the responsibility
and mandate to short-list the campus-based candidates. The skill base generally
recruited through this route will be entry level positions. Therefore, the plan for
campus recruitment will have to tie up with the placement season of various
universities that are targeted for recruitment. The HR Division needs to identify a
set of campuses based on the courses conducted there, any past experience of
candidates from these campuses and the emerging requirements of the bank.

The HR Division will need to take a decision regarding the source of external
recruiting considering variables like

Available spread of candidates

Cost impact

Time needed

And the external recruitment methods include:

Advertising in newspapers, company website etc.

Employee referrals

Internships

4.4 Recruitment Process of Janata Bank Limited:

Recruitment Process:
The Recruitment Process of Janata Bank Limited follows a

Image:
A. Identify vacancy:

Janata Bank Limited first identifies the vacancy. They Follow:

Posts to be filled

Number of persons

Duties to be performed
 Qualifications required

B. Advertising the response:

Janata Bank Limited mainly advertising their vacancy through the Newspaper.
Traditionally, advertising is seen a person specification, Advertising helps the HR
professionals of the organization to concentrate on the strategic function and
processes of human resource management routing work.

C. Short-listing:

Applicant tracking systems provide following tips:

Resume writhing: Applicant tracking systems work best with text and resume
should be designed accordingly.

Resume Front: There are a few reasons important to keep resume simple.

Format of Cover Letter: Depending on the hiring organization either it viewed on

not.

Resume File Format: The file format may vary based on the bank applicant
system.

D. Arrange Interviews:

Janata Bank Limited arranges interviews and ask questions about the applicant`s
experience and skills work history, availability, and the qualifications the bank is
seeking in the optimal candidate for the job. Interview can be a more in-depth one-
on-one interview with the persons. It can be day-long interview that including
meetings with bank staff.

E. Decision Making:
Cognitive processing has a primary role in decision making. The regulation and
knowledge of cognition, affects decision making in a consistent and predictable way.
Data collection involved four strategies on managerial decisions have received little
attention.

4.5 Selection Process of Janata Bank Limited:

Image:

Receipt of Applications:

This is the first selection hurdle to join JBL. Candidates either send their CVs in
application for a specific vacancy, or they send unsolicited CVs for any suitable
position. The HR division collects job applications against each job vacancy. In case
of newspaper advertisements, the applicants are given at least 3 weeks to apply. After
a specific period, each and every job is closed for applying.

Sorting out of Applications:

The next step is the short listing of CVs. Usually the HR division is engaged in the
short listing. But the HR division may delegate this step to the respective divisions
(for which the selection is being carried out) to save time. To recruit experienced
bankers, CVs may be sorted out from the collection of unsolicited CVs received. Or,
another possibility is to find out experienced and competent bankers in other banks.
Once potential candidates are thus found out, they are contacted and called for an
interview.

Informing Candidates:

After the applications are sorted out and a preliminary list is prepared, the candidates
are informed and are called for a written exam (for entry level positions) or an
interview (for experienced banker for mid-level or senior level positions). For
written tests, the bank issues admit cards through courier services seven to ten days
prior to the exam.

Written Tests:

The employment test is generally an aptitude test which measures the candidates
verbal ability, numerical ability, reasoning ability etc. The HR division contacts
IBA/BIBM to design and conduct the recruitment tests on behalf of the bank.
The HR division provides them with the desired academic qualification and the name
of the vacant posts to construct the question paper for the test.

Interview:

The interviews that are conducted are panel interviews and not structured. The
interview board consists of the MD. DMDs and the Head of HR. Even in the
selection of fresh graduates for TA or MT positions, those top level and executive
level managers are present. Usually only one interview is conducted for selecting a
candidate for a position. But in case of recruiting experienced bankers, sometimes
more than one interview is conducted.

Final Approval by Competent Authority:

After the interview is conducted and the interviewees are evaluated, the management
committee decides who is to be selected and who is to be rejected. After this final
decision, an Offer Letter is made for each selected candidate. Once the candidates
accept this offer, they are given the Appointment Letter. The candidates that are
rejected are not informed.

Physical Examination

After the appointment letters are printed, the candidates are given one month for
joining. First, the candidates have to go through physical examinations. If the result
of these physical examinations is satisfactory, then the candidate is eligible to join
the bank.

Joining and Placement

After the physical examination, the candidate needs to bring the result of the medical
tests along with all the necessary documents and academic certificates for joining.
After going through the formal joining and placement process, the candidates
are finally employees of Janata Bank Limited.

4.6 Questionnaire Survey Analysis:

A pool of fourteen employees was interviewed to uncover their perception about
Recruitment and Selection Process of JBL. Their opinions are shown in pie chart.

1. Which of the following recruitment sources are followed for recruitment

and selection in Janata Bank Limited?
 Chapter five

Conclusion and Recommendations

1.1 Conclusion:
The success of a commercial bank depends largely in the quality of service
rendered to the clients. Quality of service depends on the competence and the
quality of the employees of the organization. Therefore, the authority of JBL has
to be careful in recruiting the right person for each job. As has been seen, the
recruitment and selection process of JBL has rooms for improvement. The policy
and process should be revised. So although the process they have been adopting
so far has been somewhat effective, to adapt to the changing times, the process
should be revised and streamlined.

The human resource department so strong to maintain their acquisition,

training and development, provide compensation task properly. Their
recruitment and selection is also noticeable. Their recruitment and selection
process is much goal oriented and they are achieving their goal. They take
 more interviewees but it is not cost effective .JBL`s recruitment and selection
process is an effective but few employees think the recruitment and selection
process should be improved.

1.2 Recommendations

The Following recommendation may come in to analyze the finding:

Janata Bank only depends on advertising through the daily newspapers but
they should use the electronic media for recruitment purpose.
Forecasting the needs for human resources are not long term oriented so
they should forecast for long term human resource need.
According to my observation the turnover rate is high so the bank should
identify the reason of regular employ turnover and also should take the
initiative to reduce it.
They should follow some strategies to retain effective employees
The training program is not routine activity of JBL so they should arrange
it in every two months.
A single step interview may not be effective to get the right candidates so
they should take interview at least in 2 steps. They further can take IQ test for
selecting employees.
Appendix -A Reference:

Decenozo D A and Robbins SP 2006, Human Resource Management, 7th

Edition, John Wiley &sons (Asia) Pte. Ltd.
Dessler G 2005, Human Resource Management, 10th Edition, Pearson
Prentice Hall, United States.
Mello AJ 2007, Strategic Human Resource Management, 2nd Edition, Baba
Barkha Nath Printers, Haryana.
Annual report JBL 2013.
www.Janatabanklimited.com
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