ACKNOWLEDGEMENT

I would also like to thanks, Engr. Mizanur Rahman, Chairman of Sigma Pumps Ltd. And Engr. S.A. Reza (Managing Director of Sigma Pumps Ltd.), Mr. Sadat Salim (Executive, HRD Of Sigma Pumps Ltd.), I want to give thanks to Prof.Dr. Sahid Uddin Ahmed (Professor, Department of Management Studies, Dhaka University) for helping me to complete my HRM course, I learnt a lot about HRM throughout this period and can apply the knowledge in this report. Without the valuable advice and co-operation of him it would not have been possible to prepare this report successfully. All guided me for last ten weeks in gaining the real life experience which help me in writing this report, I will remain ever grateful to them for their co-operation.

EXECUTIVE SUMMARY
People are one of the most important elements of an organization. They are the only factor that represents a potential competitive advantage for the organization. To remain competitive or to expand businesses, a company needs to hire efficient persons who will lead the company to achieve its goals. Human resource Management has always been one of the key factors of an organization. Today it has taken more central role in building a companys competitive advantage. Recruitment is the process by which organizations locate and attract individuals who are capable of and interested in filling available job vacancies. And selection is the process of choosing the individual who can successfully perform the job from the pool of qualified candidates. Together, recruitment and selection play a fundamental and crucial role in the functioning and development of the organization. Successful recruitment and selection is an important factor in contributing to the organizational ability to retain wellqualified employees. This is a descriptive report of SIGMA PUMPS LTD named Analysis on Recruitment and Selection process of SIGMA PUMPS LTD. As the choices of planning for various level goes on like planning for aggregate level, planning for each job, planning at individual level, SIGMA PUMPS LTD centered its focus mainly to plan at aggregate level. When Planning is done the SIGMA PUMPS LTD mainly carries out the short term planning- just one year in advance and with particular emphasis on recruitment and downsizing needs. Sometimes long range planning more than three years into the futures is also carried out. SIGMA PUMPS LTD dont practice any kind of discrimination and Harassment. They always perform equal employment opportunity. They use an observation method for job analysis. They obtain information and data for job description by observation, maintain diaries and log books, reviewing of critical incidents and discusses with departmental head and supervisor. SIGMA PUMPS LTDs recruiting process is largely affected by their organizational and internal policy. Organizational policies such as candidates should have a good background or some internal policies prefer employing BUET persons for technical side, for entry level of CSD (Customer Service Department) they prefer smart, attractive, good looking graduate and postgraduate persons of DU, NSU, and other reputed Private University for mid level and higher level they prefer to recruit experience people from the same industry influences the recruitment process a lot. Sources of recruitment and methods of SIGMA PUMPS LTD as commonly in use can be classified into three major groups: Internal, External, and Advertising. SIGMA PUMPS LTD use mainly important and popular internal recruiting process from Present employees, Employees referrals/ recommendations, Temporary workers/ Internee. SIGMA PUMPS LTD use mainly important and popular external recruiting process: The Unsolicited Sources - Walk- ins and Write ins, Former Employees, Educational Institution, Competitors as source of manpower supply. SIGMA PUMPS LTD mainly strongly advocate the use of open advertisement feel that this type of advertisement is most helpful in building companys image and attracting companys reputation particularly in tight labor markets when labor availability is scarce, and for critical skills and lower level position. SIGMA PUMPS LTD prefers the internet as one of the outsourcing recruiting media. SIGMA PUMPS LTD places electronic advertisements on websites. In internet they mainly advertise in www.bdjobs.com. They have their own online application formats in SIGMA PUMPS LTD website. They provide application instructions along with the electronic application format.

For selection process SIGMA PUMPS LTD follows six steps: Written test, Preliminary Interview, Departmental Interview, Reference Checks, Medical Examination, and Placement. Useful guidelines to effective selection and employment interviewing of SIGMA PUMPS LTD are Job information, Preplanning, Encourage the applicant, Avoid leading questions, Avoid bias and prejudices, Avoid dominance, Tactful and courteous, Recording of interview findings. The qualifications of the SIGMA PUMPS LTD interviewers are: attractive personality, well adjusted or well balanced personality, have a positive consideration of the relative values and importance of the human beings, have through and intimate job knowledge, have Knowledge about the company, well conversant with the interviewing theory and practice, have high level intelligence, have flexible attitude, exercise sound judgment. The interview process (both Preliminary and department interview) of SIGMA PUMPS LTD involves five steps, these are: Preparation, Setting, Conducting interview, Close of the interview, Evaluation. For Reference Check SIGMA PUMPS LTD mainly use telephone for cross checking. If they cannot accessible on telephone then they go through by mail. In SIGMA PUMPS LTD, both the line managers and HR managers plays different role in the selection process. For written test, Preliminary Interview, Reference Checks, Medical Examination are performed by HR Department, Departmental Interview is performed by Department supervisor or department head, Placement is performed by department supervisor. Recruitment is not only concerned with engaging a required number of people, but also concerned with measuring their quality. After the analysis of facts the following recommendations can be taken into consideration: So they should carryout a systematic skill analysis for strong/better recruitment procedure. They can follow internal advertises like bulletin board, notice displaying specific job title and qualification a candidate must possess, employees newspaper for employee referrals - internal source of recruitment. SIGMA PUMPS LTD could use nationally circulated newspapers and job magazines along with website advertisement. SIGMA PUMPS LTD could use blind advertisement to avoid countless applications and intense public relation problems. By its nature, recruitment and selection are concerned with the future. Both implicitly and explicitly, it involves making judgment and forecasts about how people will adjust to new work

1.0 INTRODUCTION People are one of the most important elements of an organization. They are the only factor that represents a potential competitive advantage for the organization. To remain competitive or to expand businesses, a company needs to hire efficient persons who will lead the company to achieve its goals. Locating and attracting wellqualified individuals to fill job vacancies is really a challenging task for the organization. Improved technology and procedures in the recent years accentuated the need for specially trained and educated personnel in the workplace. From skilled tool-makers to senior executives, the demand for qualified human power is increasing day by day. It is becoming critical as business expansions as well as technological development make new demands for the quantity and quality of personnel. An organization cannot survive without the human resources to keep it alive, vigorous and growing. Recruitment is the process by which organizations locate and attract individuals who are capable of and interested in filling available job vacancies. And selection is the process of choosing the individual who can successfully perform the job from the pool of qualified candidates. Together, recruitment and selection play a fundamental and crucial role in the functioning and development of the organization. Successful recruitment and selection is an important factor in contributing to the organizational ability to retain wellqualified employees. This is a descriptive report on selection and recruiting process of SIGMA PUMPS LTD, one of the most prestigious and successful multinational company of Bangladesh.

Origin of the Report Md. Tomal Tarek, internee supervisor of Southeast University, has assigned me to develop a topic which will cover my major course in the MBA program and which should contain real life perspective of the course. I have chosen selection and recruiting process of SIGMA PUMPS LTD as my topic. Problem Statement The problem statement of this report is as follows: Analysis on selection and recruitment process of SIGMA PUMPS LTD. Objectives of the Report This report is prepared primarily for the fulfillment of course requirement for selection and recruiting process, which is an essential part of the HRM Major Course curriculum at Southeast University

The prime objective of the study is to evaluate the selection and recruiting process of SIGMA PUMPS LTD, one of the fastest growing Garments accessories companies in Bangladesh. To facilitate achieving the prime objective, this study aims at attaining the following operational objectives To identify the recruitment goals and philosophy of the organization. To identify the sources of recruitment of the organization. To find out the methods of recruitment practiced in the organization. To go through the employee selection process of the organization. To identify what attributes in the applicant are examined. To identify different selection tools used by the organization. To evaluate their selection and recruiting process. To try to suggest a better recruitment and selection process. Scope The study covers the selection and recruiting process of SIGMA PUMPS LTD. The report is presented from three different angels (i) Recruitment goals and philosophy of the organization (ii) Methods of recruitment practiced in the organization (iii) Suggesting a better recruitment and selection process This is a descriptive type of report. The findings are presented upon collected information by gathered survey inside the organization. Few attempts are made to compare and analyze the performance of SIGMA PUMPS LTD and its Human Resource Department. The focus is on the presentation of facts as discovered, and followed by evaluation. Importance of the Topics Human resource management is a necessary activity in all organizations. Its focal point is the people. People are the lifeblood of organizations. The uniqueness of HRM lies in its emphasis on people in work setting and its concern for the well being and comfort of the human resources in an organization. Until the recent past, the necessity of HRM practices was ignored. Recognizing the growing need for proper HRM practices, significant responses have been observed among organizations and the researchers. Successful recruitment and selection is an important factor in contributing to the organizational ability to retain wellqualified employees. This is important to note that the recruitment and selection process has a long-term effect on the future of an organization. Thus, with a view to take an organization towards growth and stability, correct HRM practices and identifying the appropriate HRM process is essential.

Limitations This study is weak in some points. The notable ones are as follows: Selection and recurring process is a part of personnel policy which are intangible assets for an organization. So, selection and recruiting process of SIGMA PUMPS LTD is highly confidential. Only generic ideas about process were available. The questionnaire contains some questions that, if answered properly, might damage the companys image. In this type of questions, the respondents might provide socially acceptable answers. This risk was unavoidable. Information, which is not secret but relevant to the objectives, is presented here. Another limitation of this study is the companys policy of not disclosing some data and information for obvious reasons, which could be very much useful.

2.0

SELECTION PROCESS OF SIGMA PUMPS LTD

The selection process gets an initial start with the receipt by the personal department of a formal requisition from another department of the company for personnel either to fill in vacancy for a new job or for the existing job which has fallen vacant. Through the recruitment process, an organization gets a pool of competent employee and through selection process the organization selects the most competent employee who is willing to join their organization. The selection process is a series of specific steps used to decide which recruit should be hired. The process begins when recruits apply for employment and ends with the hiring decision. Though the final hiring decision is made by the immediate supervisor or manager in SIGMA PUMPS LTD, the HR department evaluates applications in regard to their potential suitability through the use of valid procedures. Selection Process has enormous importance in the total Human Resource Planning. On receipt of the requisition; the HR department of SIGMA PUMPS LTD checks up from the current manpower inventory as maintained by them to find out if these are employees within the organization who qualify and can be considered to fill in the vacancies. In case no such employees are available, the department takes up the pending files of those applicants who were at previous occasions found to be qualified but not engaged. Contacts are established with such persons to find out if they are still available and are interested employment with the company. However, if qualified personnel are not available, recruitment of the candidates becomes necessary. The first step is to identify the training needs and after the establishment of these needs, a job analysis is conducted. For presenting a clear picture of the selection process in its entirely and to avoid any repetitions, it will serve a useful purpose here to mention that the foremost relatively important initial considerations-the job analysis, the job description, the Job specifications and the man specifications, and the process of recruitment. Selection of persons

more or less depends on the approval of the manager, departmental head and supervisor of SIGMA PUMPS LTD. These assure the necessary quality to perform the jobs successfully. After assessing the necessary quality of the applicant against the job requirement the prediction of a successful candidate is made. The applicant then hired accordingly from a pool of qualified applicants. However, the process of selection involves a. sequence of steps. Such a procedure is adapted to economies both time and expense of the company. 2.1 Cost of Selection

The two major reasons of incurring cost in selection process have been identified. They are: Selecting people who are inadequate performers. Selecting people who leave the organization before contributing to profits. The total selection process is very expensive as it involves both time and money. So proper selection process is very important in selecting personnel who will perform well in their area and also will be able to result in large savings. Input and Challenges to Selection Process Job analysis, HR plans and recruits are the three major inputs of selection process of SIGMA PUMPS LTD. Other challenges to the selection process limit the actions of HR specialists. Organizational practices, labor market growth, equal employment laws, immigration and naturalization, service rule, other legal constrains, ethical consideration slow the HR departments selection activities. In the discrete selection approach the candidate goes through a number of steps. In doing so the candidates who pass through all the steps are selected. The alternative approach suggests that every employee should pass through every step whether they do well or not. The final selection is made after accumulating the total score of the tests. The disadvantage is that it costs a lot of time and money. Figure: Selection Process of SIGMA PUMPS LTD
Job analysis Job analysis

Human resource plans Human resource plans

Challenges Challenges

Selection Selection Process Process

Recruits Recruits

Orientation Orientation Training Training Development Development Career planning Career planning Performance evaluation Performance evaluation Compensation Compensation Relations Relations Assessment Assessment

2.2 Selection Decision Outcomes Any selection decision can result in one of the four possible outcomes. Two of these outcomes are right decisions and two are wrong decisions. TABLE: Selection Decision Outcome Grid
PERFORMANCELATER JOB

ACCEPT SUCCESSFUL Correct Decision Accept Error

REJECT Reject Error Correct Decision

UNSUCCESSFUL

SOURCE: SECONDARY Correct decisions involve: The applicants were predicted to be successful and later become successful in the job. The applicant was predicted to be unsuccessful and would have performed accordingly if hired. Wrong decisions involve: Rejecting candidates who would later perform successfully on the job. Accepting those individuals who subsequently perform poorly on the job. 2.3 Selection Device Selection devices are very important components in an organizations total selection process. Each of the devices is called a potential tool of the selectors tool kit. The selectors try to measure the affectivity of the devices under certain measurements. The selection devices of SIGMA PUMPS LTD are discussed follow: Application Form The Application form of the selection process generally appears in a traditional form. The form contains the information of sex, race, religion, color, national origin and age. The managers of SIGMA PUMPS LTD consider the weighted application form as a potential one. These forms include the number of years of schooling, number of previous jobs, number of months on potential jobs, number of months on last job, reasons for leaving last job, salary increase over all previous jobs, and military experience. Performance Simulation Test

The increasing interest in the past decade in developing performance simulation tests has been arranged to avoid the criticism and liability. These are done through the following way: Work Sampling: In this case the applicants are given a sample work which they need to perform. To do this they need to apply their knowledge, skill and ability. In a word, this effort is called as a miniature replica of the job. Interview: The interview is considered to be the universal tool. However the affectivity of this tool is questionable due to some factors. Reasons for this might be that the interviewer already knows the applicant or the interviewee might hold the stereotype of what represents a good applicant. The information provided by the applicant in the board can also influence the situation. Unstructured interview can also lead it to an unsuccessful decision. To make the interview effective several methods are considered by SIGMA PUMPS LTD. These methods mainly include: Structured interviews Unstructured interviewers Mixed interviewers Understand Job Standardize evaluation forms Make Notes Avoid short interviews. Background investigation This step includes the checking out activities of a candidates provided data in his application. It is the process of verifying the facts given on an application. Medical Examination This step is necessary for jobs that need certain physical characteristics. These jobs mainly require the applicants with the minimum height or weight, whether the candidates are mentally and physically capable for work or not. It is also important to prevent communicable disease, affecting the company setting where so many employees are at work day in and day out. 2.4 Selection Steps of SIGMA PUMPS LTD To make the selection process effective it is necessary to have the steps from the written test to the physical examination if required. Every manager wants his personnel to perform according to the organizations necessity. The steps in the selection procedure certainly assures a manager in making decisions about a job applicant, which contains the fact of becoming successful in case he is hired.

Selection process of SIGMA PUMPS LTD begins with the written test and concludes with the final employment decisions. The total procedure follows six steps. The steps are: Figure: Selection steps of SIGMA PUMPS LTD Step 6 Placement . Step 5 Medical Examination Step 4 Reference Checks Step 3 Departmental Interview Step 2 Preliminary Interview Source: Primary Step 1 Written Test Each of these steps seeks to expand the organizations knowledge about the applicants background, abilities and motivation. It also helps the managers to make the prediction about the candidate and also to make the final choice. 2.4.1 Written test After the recruitment process is complete, they go for selection process through the six steps. First, through the written test process, HR department sort out the applications those have the actual qualifications (experience, Degree, age, (if necessary)) for the post. Then the applications are sent for departmental written test. Some applications are eliminated. The inadequacy in knowledge and experience play the major role in leading a negative decision about an applicant. As a culmination of the recruiting effort, SIGMA PUMPS LTD calls the candidates for written test to get a preliminary review of potential acceptable candidates. This test script can be used to check if the level of competency shown on paper by the candidate matched with the standard of solution provided. During written test, SIGMA PUMPS LTD considers following factors to accept the applicant. The ability of understanding the question Emphasisness of important issue Writing as well as thinking ability on a specific issue. Written Test helps to find out such abilities as general intelligence, numerical ability, written ability etc. Solving ability of some product related cases.

2.4.2 Preliminary Interview Preliminary interview is intended primarily to weed out unqualified persons. This is conducted by responsible official of HR department of SIGMA PUMPS LTD. Applicants who pass through the written test the HR department interviewers interview the applicants. This interview is helpful in assessing ones motivation, ability to work under pressure, and ability to fit in with the organization. The questions asked in an interview needs to be reflected with the specific characteristics of the jobs and the qualities sought for the job incumbent. They try to find out the candidates mentality, his future goals, his motivation level, his personality and his chance to join and continued services in the organization. The candidates who meet the specification and the standard are called for the department interview. This step also helps in settling their salary range. 2.4.2.1 Types of Interviews: While interviewing, SIGMA PUMPS LTD usually use a combination of mixed interview and behavioral interview. Mixed interview: Mixed interview is combination of structured and unstructured interview. This interview process is useful for interviewers. Because it is a realistic approach that yields comparable answers plus in-depth insights. Behavioral interviews: Behavioral interviews where questions limited to hypothetical situations. Evaluation is on the solution and approach of the applicant. Its help for interviewer to understand applicants reasoning and analytic abilities under modest stress. 2.4.3 Departmental Interview Individuals who come through Preliminary Interview very successfully are considered to be eligible for the Departmental Interview. The departmental head or the supervisor, as the case may be, makes the final interview of the individuals, who are referred to him by the HR department. Because they think it to be the relative manager so that it can work as a good fit between the boss and the employee. It needs to be emphasized here, that in case of rejection of the candidates, the departmental head or any of his nominees deputed for final selection should not be impolite with the candidates, but show courtesy to them to avoid creating poor image of the company. The supervisor is often able to evaluate the applicants technical ability. 2.4.3.1 The Objective of the Interview of SIGMA PUMPS LTD: The objective of the interview of SIGMA PUMPS LTD includes:

An effective interview enables the interviewer to view the total individual to learn more about the job applicants background, interests and values in reference to the requirements of a position and this further enables him to make out an accurate statement about the applicants probable performance on job. An intelligent and shrewd interviewer can get at the clues to discover applicants aspirations, his behavior and attitude in their different aspects personal, interpersonal and situational, his initiative and sociability in dealing with strangers. The interview is a good beginning in the direction of creating a feeling of mutual understanding and confidence between personnel department and the prospective employee of the company. 2.4.3.2 The Process of Interviewing: The interview process (both Preliminary and department interview) of SIGMA PUMPS LTD involves five steps, these are: Preparation Setting Conducting interview Close of the interview Evaluation Preparation: The step of preparation of SIGMA PUMPS LTD is concerned with, The establishment of interview objectives, that is, what the interviewers intends to achieve out of the interview. Identification of critical arrears in which question will be asked for judging ability and skills matching with the job requirements. The application blank can serve as a good aid in this respect. Broadly speaking these areas are: The applicants background (education and work experience). Personal qualification. Personal qualities: Personal qualifications of the applicant as the job demands include personality, health, dress, grooming, speech, language, manners, initiative, alertness and assertiveness. These qualities in the applicant are judged by the interviewers of SIGMA PUMPS LTD by means of observations. Academic attainments: Of the academic attainments include types of education received in school, college and university degrees and awards obtained, any special distinctions achieved, social and sport activities. Work experience: The interviewers of SIGMA PUMPS LTD also judge from the applicants work experience, the applicants technical competency, amount of the responsibility exercised by

him, knowledge and any specialized skills he gained in the various jobs as held in the past, the position level, salary gradation, and promotions and reasons fro leaving past jobs. Social background: Social background points to the applicants ability and competence to get along with other people. Here his/her family history, his a vocational activities, social contacts, form the subject- matter of special questions for the interviewers of SIGMA PUMPS LTD. Career planning: Career planning essentially pertains to the applicants careers aspirations, both his/her immediate and long term aims and objectives and his/her promotional potential. The preparation step also deals with the location and time allocation for the interview. Setting The setting of interview of SIGMA PUMPS LTD counts considerably in the success of the interview. The important factors of the setting are: Privacy: Interview being a subject of confidential nature, concerned as it is, with the personal history or other matters of confidential nature as the interviewers of SIGMA PUMPS LTD, during the course of the interview, would wish the applicant to divulge out and the applicant naturally feel hesitant to discuss such a matters openly, it is essential to provide fro privacy. Let the interviewee feel secured about establishment and maintenance of confidentiality as a safeguard against its disclosure or leaking out. Clean surroundings: The room should be well ventilated, neat and clean. Establishing rapport: With the establishment of rapport with the interviewee by the interviewers of SIGMA PUMPS LTD, there prevails a congenial and friendly atmosphere. This helps much in taking away tension, anxiety and fearfulness which is but natural, from the mind of the interviewee, who feel at ease and much comfortable. This also helps in building up mutual trust and confidence between the interviewer and the interviewee- so essential in the effectiveness of the interview. Freedom from interruption: There is complete freedom from an interruption like telephone calls from outside and otherwise when the interview is taken. This make the interviewee feel that the interviewer is all attention to him/her. Conducting interview Interview sequence in every interview of SIGMA PUMPS LTD there is a definite sequence. This much facilitate the systematic and orderly achievement of SIGMA PUMPS LTDs interview objectives. There are generally four sequences to an interview of SIGMA PUMPS LTD, namely, Establishing a climate Getting information Giving information Summarizing

Establishing a climate: This has been discussed under Setting above. This helps of interviewers of SIGMA PUMPS LTD abundantly in the free flow of information from the applicant. This also gives an added feeling in the mind of the interviewee that the interviewer of SIGMA PUMPS LTD is genuinely interested in him/her. This generally takes about fifteen percent of the allocated time. Getting information: This information getting sequence differs with the type of interview. However, if the interviewee placed as he/she is, feels impressed with the attitude of the interviewer towards him/her, he/she will continue with the flow of information as the interviewer of SIGMA PUMPS LTD asks for. Rather this provides a good opportunity for the interviewer of SIGMA PUMPS LTD even to open up certain sensitive areas for eliciting some very useful and valuable information. As their opinion this sequence is likely to take about fifty five percent of the total allocated time. The interviewers of SIGMA PUMPS LTD do not ask questions in quick succession but with a pause, so that the interviewees have time for thinking and giving reply. After reply has been given in full to the earlier question by the interviewee, next question is addressed by the interviewer of SIGMA PUMPS LTD and so on. Giving information: This is an important task of the interviewers to give information and provide details about the job in all their aspects or about SIGMA PUMPS LTD and its policy in clear terms as asked for by the applicant. This sequence in the conducting of the interview, mostly depending on the type of interview consumes from fifteen and even up-to forty percent of the total allocated time. While conducting the interview the interviewers are with an open mind, without any pre-conceived notions, free from any biases or prejudices clinging to their mind. Summarizing: When the interview has already consumed about eighty percent of the total allocated time, the interviewers of SIGMA PUMPS LTD try to bring it to a close. At this stage the interviewers has a complete idea about the basic strengths and weaknesses of the applicant, and the applicant understand the job opportunity and about SIGMA PUMPS LTDs important policies. Before final closing of the interview the interviewee is given another chance to ask questions to remove misgivings if any, in his mind. Taking notes: During the interview, the interviewers of SIGMA PUMPS LTD take notes of the observations as they makes of the applicant, while the interview is in progress, as they are fresh and are likely to be overlooked or forgotten even, if delayed. This also creates a good impression on the interviewee that somebody of the company is sincerely concerned to know from him certain details and is interested in him. While closing the interview, the interviewers of SIGMA PUMPS LTD express their appreciation for the opportunity of talking with the interviewee and his/her continue interest. Close of the interview With the close of the interview and having summarized the interviewers of SIGMA PUMPS LTD notes, they have collected and recorded during the interview, the interviewers of SIGMA PUMPS LTD indicate if necessary, of the next step in the selection process to the applicant, provided they

have all chances of being accepted for employment, otherwise they tell interviewee that the discussion will be communicated to him within a couple of days. Now comes the stage when the interviewers of SIGMA PUMPS LTD are ready to fill up their evaluation form. Evaluation Evaluations are generally recorded on the rating form. This evaluation is based on certain factors relevant to the job, as observed by the interviewers of SIGMA PUMPS LTD during the course of interview. The overall assessments of the applicant by the interviewers of SIGMA PUMPS LTD are also taken into consideration in this evaluation. In the matter of evaluation, it is emphasized that the rating practice is continuous upgraded and improved. Techniques followed during interview Session in SIGMA PUMPS LTD: For an effective selection and employment interviewing, the interviewers of SIGMA PUMPS LTD follow certain well established principles, rules and procedures. SIGMA PUMPS LTD follows bellow mention techniques for interviewing the job applicants: Job information: The interviewers of SIGMA PUMPS LTD have thorough knowledge of the job. They are well identify and aware of the job and its requirements in term of skills, social environments, promotional aspects and such other information as pertinent to the job requirements for a good placement. Preplanning: The interviewers of SIGMA PUMPS LTD being possessed with a fairly good idea about the nature of the applicant and the particular areas to be probed, it is always better if the objectives of the interview in terms of duration, desired information and the questions to be addressed to the applicant be planned in advance. Proper setting: They provide a proper setting with congenial and friendly atmosphere. For more effective results the interview is conducted in private and in setting free from any interruption so that the interviewee feels at ease. Sometimes the interviewers of SIGMA PUMPS LTD exchange of information in general terms about the company and the job or on some familiar topics with the interviewee. This quick exchange of information can relieve the candidates tension a little. Encourage the applicant: The questions for eliciting any information the interviewers of SIGMA PUMPS LTD usually not asked in quick succession. The applicant has to give time to think and then reply. The interviewers also encourage applicant to talk freely and also ask relevant questions with an open mind to get as much information as would make him sure of the various good points aspects of the job. Because this is a question of his career. The interviews listen to the interviewee attentively and with an engaging interest. This way there are good chances of the applicants revelations of his personality characteristics. Avoid leading questions: The interviewers of SIGMA PUMPS LTD asked those questions which are open up important topics. They always try to avoid asking leading questions which are prompt yes/no answers, or any embarrassing questions.

Avoid bias and prejudices: The interviewers of SIGMA PUMPS LTD, while conducting the interview in a dispassionate manner try to take care that no such topics or subjects as touching race, religion, national origin, political views, which are likely to give feelings of bias and prejudice may come in the way of the interview. The interviewers of SIGMA PUMPS LTD are not hasty in judgment about the applicant. The judgment is well discerned and evaluated after careful observation when the areas of an applicants background have been covered and all relevant facts gathered. Avoid dominance: The interviewers of SIGMA PUMPS LTD do not try to dominate and or in any way create any personal impression on the mind of the applicant. They refrain from expressing their personal views about any episodes in the applicants career or offer any suggestions. Tactful and courteous: Through out the interview the interviewers of SIGMA PUMPS LTD remain tactful and courteous. They see that due care is taken to recognize the dignity and value of the individual applicant. Recording of interview findings if facts are obtained during the interview the interviewers note during the interview. The findings concerning assessment or evaluation of the applicant may be taken immediately after the applicant has left. 2.5 Reference Checks Reference checks usually help in the investigation of the previous history of the prospective employee. These are brought in use only when the candidate has been evaluated as almost an acceptable person to be employed. The managers are interested to investigate the background of the applicants who pass through the previous steps. To some managers it is of immense value. This procedure mainly includes contacting the former employers to confirm the candidates work record, obtaining their appraisals of the employees performance and to verify the educational accomplishments shown on the application. There are many methods for checking references. Different companies make use of different methods- by telephone, by mail or by personal visit. SIGMA PUMPS LTD mainly make use of the method by telephone. If they cannot accessible on telephone then they go through by mail. Telephone: The telephone is most useful and advantageous method of checking references, more particularly for responsible jobs. SIGMA PUMPS LTD use this method when they cannot get any answer or any satisfactory answer by mail. It is quicker, cheaper and more popular than written enquires through mail. The reliability of such personal contacts is also greater. The people are more likely to give an honest opinion orally, than if they have commit themselves in writing. Mail: The mail method serves a useful purpose in soliciting opinions of SIGMA PUMPS LTD. Of course it is useful but suffers from certain drawbacks. There is always possibility of the

address not answering to the letter or answer may be delayed sometimes unusually or he may send a incomplete answer. There is also possibility of the person answering a letter feel more inclined to give benefit of doubt to the applicant. Such letters, therefore, serve little purpose. Family, friends and acquaintances are likely to be more favorable towards the applicant and therefore, unreliable in this regard. 2.6 Medical Examination The last step before making the final decision is the medical examination. This step mainly requires meeting the minimum standards for the organizations group life and medical insurance programs and to provide base data in case of future workers compensation claims. After the background investigation, the candidates need to go through a medical examination. Usually medical examination is the last step in the selection and employment process. However, SIGMA PUMPS LTD have made it a practice not to give medical examination until the new employee - has been placed on the job and starts working. 2.7 Placement The prospective employee who has passed successfully even through the medical test is assigned to the vacant post in a department where he already stands accepted. Accurate selection and placement, it may be stated, go together, in contributing to the welfare of not only the company alone, but the community at large. Placement has come to be recognized as very important both for his supervisor as well as his new subordinates. It is a matching of what the supervisor ahs reason to think about the prospective employee that he can do with the job demand (job requirements), it is matching of what he imposes (in strain working conditions), and what he offers in the form of payroll, interest, companionship with others, promotional possibilities etc. A proper placement of a worker reduces employee turnover, absenteeism and accident rates and improves records. 2.8 Issuing Appointment Letter or Signing Contract of Employment Different practices prevail in individual companies in the matter of issuance of a letter or signing contract of employment with the individual employees taken in the service of the company. SIGMA PUMPS LTD sign a regular contract of employment which in typical cases includes basic details such as: duties, (with a saving clause that the employee will perform such duties and will report to such persons as the company may from time to time direct), basis for counting tenure of service, salary, allowances, overtime, mode of payment, working conditions, grievance procedure, provision of disciplinary procedure, work rules clauses, notice on either side and termination of services clause, and a special clause appended at the end regarding employer's right to vary terms and conditions of employment, subject to proper notice being given.

2.9 Role of Operating & HR Managers in Selection Ideally human resources managers should work hand in hand to make the whole selection process successful. In SIGMA PUMPS LTD, both the line managers and HR manager plays different role in the selection process. Table : Role of Operating & HR Managers in Selection Selection Steps Written test Preliminary Interview Departmental Interview Reference Checks Medical Examination Placement Source: Primary 2.10 Section Findings For selection process SIGMA PUMPS LTD follows six steps: Written test, Preliminary Interview, Departmental Interview, Reference Checks, Medical Examination, and Placement. SIGMA PUMPS LTD tactfully avoid written test because it requires time, place and huge expense. SIGMA PUMPS LTD requires a physical test for their candidates before employment which is time consuming and expansive. SIGMA PUMPS LTD doesnt follow the standard testing procedure for employee selection. They examine the applicants personality test during interview session. SIGMA PUMPS LTD use mail and telephone as a methodology for reference check. They dont use personal visit for reference check which is time consuming. Useful guidelines to effective selection and employment interviewing of SIGMA PUMPS LTD are Job information, Preplanning, Encourage the applicant, Avoid leading questions, Avoid bias and prejudices, Avoid dominance, Tactful and courteous, Recording of interview findings. The qualifications of the SIGMA PUMPS LTD interviewers are: attractive personality, well adjusted or well balanced personality, have a positive consideration of the relative values and importance of the human beings, have through and intimate job knowledge, have Knowledge Role Performed by HRM Performed by HRM Performed by Department supervisor or department head Performed by HRM Performed by HRM Performed by department supervisor

about the company, well conversant with the interviewing theory and practice, have high level intelligence, have flexible attitude, exercise sound judgment. The interview process (both Preliminary and department interview) of SIGMA PUMPS LTD involves five steps, these are: Preparation, Setting, Conducting interview, Close of the interview, Evaluation. For Reference Check SIGMA PUMPS LTD mainly use telephone for cross checking. If they cannot accessible on telephone then they go through by mail. For the reference check SIGMA PUMPS LTD use Telephone as a media which is time saving and cheaper but dont authenticate applicants information. In SIGMA PUMPS LTD, both the line managers and HR managers plays different role in the selection process. For Written test, Preliminary Interview, Reference Checks, Medical Examination are performed by HR Department, Departmental Interview is performed by Department supervisor or department head, Placement is performed by department supervisor. 3.0 RECRUITMENT PROCESS OF SIGMA PUMPS LTD The quality of an organizations human resources depends on the quality of its recruits. Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Recruitment is the process of discovering potential candidates for actual or anticipated organizational vacancies. From another perspective, it is a linking activity bringing together those with jobs to fill and those seeking jobs. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if offered. It should also provide information so that unqualified applicants can self-select themselves out of job candidacy; that is, a good recruiting program should attract the qualified and not attract the unqualified. The recruitment process of SIGMA PUMPS LTD is quite efficient as per our consideration. According to SIGMA PUMPS LTDs HR recruitment and training manager Nazly Sultana, there is a lack of competent employee in the job market. They found it hard to select a competent employee from a pool of applying candidates, though number of applicants was significant. 3.1 Factors Influencing Recruiting Effort Recruitment is a critical process. Finding out competent employees from a pool of candidates (competent as well as incompetent candidates) is not easy. The friendly working condition and attractive compensation package of SIGMA PUMPS LTD has always attracted a large pool of candidates. So far SIGMA PUMPS LTD is a profitable venture and thus potential candidates have

always shown interest to working. The cost of recruitment was never to a level to effect SIGMA PUMPS LTDs recruitment. SIGMA PUMPS LTDs recruiting process is largely affected by their organizational and internal policy. Organizational policies such as candidates should have a good family background or some internal policies prefer employing BUET persons for technical side and smart, attractive, good looking graduate and postgraduate persons of reputed University for entry level of CSD (Customer Service Department), for mid level and higher level they prefer to recruit experience people from the same industry influences the recruitment process a lot. 3.2 Recruitment Goals

SIGMA PUMPS LTD is a very rapidly growing company. To reach their mission, it needs superior performance in all over the countries. No doubt, the best and well-qualified human resources will derive the best performance. So SIGMA PUMPS LTDs recruitment goal primarily is to attract and recruit highly qualified human resources who will perform best in their respective areas. Here the company not only tries to attract well-qualified candidates but also tries to identify and recruit persons seriously interested in working in the company for a relatively acceptable time period. 3.3 Recruitment Philosophy SIGMA PUMPS LTD neither promotes largely from within the organization nor hire from the outside for vacancies at all levels. When there is a sudden vacancy in any position and someone within the organization is found suitable to fill the position, internal recruitment takes place. External recruitment is practiced when suitable candidates for a position are not found. SIGMA PUMPS LTD always emphasizes on hiring for long term career. It tries to attract and select those people who will move through the organizational hierarchy to the top positions in the future. To find the right person the company can tolerate delays if needed. SIGMA PUMPS LTD always recruits people with some creative ideas. Here recruitment is a part of constant development of business. SIGMA PUMPS LTD wants its employees develop innovative ideas which, if implemented, will bring about a great advancement to the organization. SIGMA PUMPS LTD has developed a corporate culture where employees are not treated as mere employees. They are treated as associates of the organization. Together they form a family and all associates are the members of the family. 3.4 The Overall Recruiting Process of SIGMA PUMPS LTD In SIGMA PUMPS LTD, specialized in the recruiting process, called recruiters are used to find and attract capable applicants. Recruiters identify job openings through HR planning or request by the manager. The HR Plan is especially helpful because it shows the recruiter both present openings and those expected in the future. Advance knowledge of job openings allows a recruiter to be proactive. Once openings have been identified the recruiter learns what each job requires by reviewing the job analysis information, particularly the job descriptions and job

specifications. Recruiters also may supplement their knowledge about a jobs requirements with talks with the appropriate manager. Figure : Recruiting Process of SIGMA PUMPS LTD
Human Human resource resource planning planning

Job

Job Job Analysis Analysis informatio informatio n n

Method Method Of recruitment Of recruitment Job Job

Satisfactory Satisfactory Pool of Pool of Recruits Recruits

Opening Affirmative Affirmative Action Action Plan Plan

Identified

Managers Requirements Managers Requirements comments comments Internal Recruitment Internal Recruitment

Specific Specific requests requests of of managers managers

Present employees Present employees Employee Employee Referrals/Recommendations Referrals/Recommendations Temporary Workers/Internee Temporary Workers/Internee

External Recruitment External Recruitment Walk- ins and write ins Walk- ins and write ins Former employees Former employees Educational institution Educational institution Competitors as source of Competitors as source of manpower supply manpower supply

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3.5 Sources of Recruitment While locating best possible sources for recruitment of employees as need for SIGMA PUMPS LTD, activated efforts of the management generally are directed towards attracting really good and suitable candidates for recruitment. It may be emphasized here that really good and effective selection, management will do well to make use of widest possible range of labor markets and other places wherefrom they can obtain qualified and suitable applicants in term of the required characteristics determined by job analysis according to their demands. Recruitment is more likely to achieve its objective if recruitment sources reflect the type of position to be filled. Certain recruiting sources are more effective than the others for fulfilling

certain type to jobs. But while choosing the source, the strength or weakness of the sources needed to be considered. Professional recruiting and a truly discriminating selection today demands the tracing and use of all the possible available sources now open to alert management. Sources of recruitment and methods of SIGMA PUMPS LTD as commonly in use can be classified into three major groups: Internal. External. Advertising. The recruiting sources that SIGMA PUMPS LTD use are as follows. 3.5.1 The Internal Search It has been observed that operating of internal sources to meet organizations manpower demand is gaining a wide acceptance, through still many of the companies have yet to understand and realize its deep significance and value. SIGMA PUMPS LTD also recruits from internal search. The Human Resource Department of SIGMA PUMPS LTD searches for the capable person for any vacant post within the organization. SIGMA PUMPS LTD uses the mainly following important and popular internal recruiting process: Present employees Employees referrals/ recommendations Temporary workers/ Internee. 3.5.2 The External Source If requisite talents are not available from within the company, managements of SIGMA PUMPS LTD go for outside sources of requirement for needed manpower. While making use of these sources, one of the fundamental pre-requisite is to choose or select the best type of source or sources for recruitment of candidates, full regard being had of the particular requirements of the jobs, prevalent economic and labor markets condition and after having reviewed and evaluated the source or sources already tried, how effective and successful they have proved to be in attracting really potential employees. SIGMA PUMPS LTD use the mainly following important and popular external recruiting process: The Unsolicited Sources - Walk- ins and Write ins Former Employees Educational Institution Competitors as source of manpower supply 3.5.3 Advertisement

Advertisement is the most popular source of recruitment. Advertising through the mass media like, newspapers, magazines and professional society journals, radio, television and so on, is another source of manpower. When the organization requires quite a large number of workers at one time, SIGMA PUMPS LTD go for advertisement. This is widely used and important method of recruiting, particularly when there exists an intensive labor shortage or there is dire need for filling in certain employment openings. Advertisement is one of the more selective recruitment sources, because of the fact that the employment opening is clearly indicated and it is understood that the individuals who respond to the advertisement should have matching qualifications. Normally service or junior level and technical positions in SIGMA PUMPS LTD but sometimes, senior officers are also recruited through this process. SIGMA PUMPS LTD mainly follows the basic and important contents of an effective classified advertisement include: They are specific about skills, educational qualifications and experience required of the applicants. Listing of the salary ranges are also mention there. Job location must be stated. There are two type of advertisement system: open ads and blind ads. SIGMA PUMPS LTD mainly strongly advocate the use of open advertisement feel that this type of advertisement is most helpful in building companys image and attracting companys reputation particularly in tight labor markets when labor availability is scarce, and for critical skills and lower level position. The objectives of SIGMA PUMPS LTDs advertisement are: Attracting attention: while making use of advertising for recruiting, SIGMA PUMPS LTDs main objective is to attract really potential candidates having specialized distinctions when compared with other employees. Such type of advertisement gives them an excellent choice of selection amongst a wide range of candidates. Arousing and keep going the interest: Their advertisement communicates in an attractive and interesting way, information about the job, the company, terms and conditions of employment and the qualifications required. Being lured of this information, an interest is aroused and keeps going in the mind of the prospective applicant. Stimulating action: The massage as conveyed in the advertisement has already aroused interest in the mind of the person. He/she feels stimulated and well reads through the advertisement, and is impelled to apply for the job advertised. This is how an advertisement generates an encouraging response from quite a good number of candidates. Selection of Media Selection of choice of media is the most important thing in recruiting advertising. In fact in any advertising program, this should receive first and foremost consideration by SIGMA PUMPS

LTD. An influencing factor in the choice of media range could be the urgency of the need and tightness or looseness of labor markets. It is always advisable to avail of the services of a good recruitment advertising agency for selection or choice of media. Advantage of this source: Can attract a large pool of competent applicant. Can be used to access current labor market scenario. Disadvantage of this source: Advertisement is costly. At times too many applicants apply. Different Media of Recruitment advertising An organization might advertise their vacancy though papers, bulletin boards, web sites and some other Medias. SIGMA PUMPS LTD places electronic advertisements on websites. 3.5.3.1 Electronics computer Technology - Its Use in Recruiting: With the sophisticated scientific and technological developments taking place with greater rapidity all around, electronics- use of computers has gained considerable importance in the field of recruiting. SIGMA PUMPS LTD prefers the internet as one of the outsourcing recruiting media. In internet they mainly advertise in bdjobs.com and they have their own online application format/application blank in SIGMA PUMPS LTD website. They provide application instructions along with the electronic application format. This format also helps them in building an interested applicants database. Incase of this huge database helps them to manipulate the applicants pool quicker and faster. 3.5.3.1.1 Job Application Blank: Job application blank is one kind of application format where information about recruits in a uniform manner. In internet SIGMA PUMPS LTD have their own online job application blank where applicants voluntarily input their personal details. Here the details of the Job application blank are given bellow how it helps SIGMA PUMPS LTD recruiter to take any decision: Personal Information: The application blank of SIGMA PUMPS LTD begins with a request for personal data. Name, fathers name, address, and telephone number, date of birth, nationality, gender, e-mail, and marital status are kept for fill up. Education and skills: The contents of this section are: Applicants educational background,

Name and address of schools and colleges, Years passed out, major courses completed, Professional qualification and distinction achieved, Degree with grades or division secured, Any training experience, Languages known ability to read write and speak. Purpose for evaluate this section: Education has been a major criterion in evaluating job seekers. Questions about the special skills are also used to judge prospective employees. More than any other part of the application blank, the skills section reveals the suitability of a candidate for a particular job. Career Information: The contents of this session are: Name and address of the present and past Company and the nature of the business, Tenure service of each with dates, Position title, Brief description of job responsibility Purpose for evaluate this section: Job seekers must frequently list their past jobs. From this information, the recruiter of SIGMA PUMPS LTD can tell whether the applicant is one who hops from job to job or is likely to be a long-service employee. A quick view review of the stated job title, duties and responsibilities also shows whether the candidate is a potential capable applicant. Memberships, Awards and Hobbies: The contents of this session: Membership (if any), Award (if any), Hobbies (if any). Purpose for evaluate this section: SIGMA PUMPS LTD also check this session. Because it is an important issue to take any decision. Memberships in civic, social and professional organizations that are related to the job indicate the recruits concern about community and career. 3.6 Section Findings SIGMA PUMPS LTD recruits fresh graduates for entry level. For mid level and higher level they prefer to recruit experience people from the same industry. SIGMA PUMPS LTDs recruiting process is largely affected by their organizational and internal policy. Organizational policies such as candidates should have a good background or some internal policies prefer only employing BUET persons for technical side, for entry level of CSD (Customer Service Department) they prefer smart, attractive, good looking graduate and postgraduate persons of NSU, EWU, for mid level and higher level they prefer to recruit experience people from the same industry influences the recruitment process a lot.

In Application Blank there is no space for mentioning Reasons for leaving each job in career section. Sources of recruitment and methods of SIGMA PUMPS LTD as commonly in use can be classified into three major groups: Internal, External, and Advertising. SIGMA PUMPS LTD use mainly important and popular internal recruiting process from Present employees, Employees referrals/ recommendations, Temporary workers/ Internee. SIGMA PUMPS LTD use mainly important and popular external recruiting process: The Unsolicited Sources Walk - ins and Write ins, Former Employees, Educational Institution, Competitors as source of manpower supply. SIGMA PUMPS LTD mainly strongly advocate the use of open advertisement feel that this type of advertisement is most helpful in building companys image and attracting companys reputation particularly in tight labor markets when labor availability is scarce, and for critical skills and lower level position. Like other rival companies, SIGMA PUMPS LTD recruits expertise in mid level and senior level offering huge remunerations and benefits which is unethical according to the standard system. It helps SIGMA PUMPS LTD in gaining skilled employee. SIGMA PUMPS LTD prefer the internet as one of the outsourcing recruiting media. SIGMA PUMPS LTD places electronic advertisements on websites. In internet they mainly advertise in www.bdjobs.com. They have their own online application formats in SIGMA PUMPS LTD website. They provide application instructions along with the electronic application format. In SIGMA PUMPS LTD international recruiting is followed at corporate level. But according to standard procedure this international recruitment should be in all executive level. 3.7 Evaluation of the Source of Recruiting Process 3.7.1 Evaluation of the internal recruitment 3.7.1.1 Barriers of Their System: The barriers of their system are: Organization structure of SIGMA PUMPS LTD is horizontally integrated. So, the scope of promotion or placement in a new post is not possible in current structure. Current aggressive marketing strategy requires more dynamic and energetic work force, which SIGMA PUMPS LTD still requires badly. Market expansion in the intense rivalry among the competitors creates emergent recruitment in the industry.

Recently, SIGMA PUMPS LTD faces some qualified candidate problems from the new recruiter are recruited on employee referrals/recommendation. 3.7.1.2 Benefits of Their System: The benefits of their system are: In the beginning, SIGMA PUMPS LTD gains a group of loyal employees by posting the former employees of Milnars Pumps Ltd. From temporary/intern pool, SIGMA PUMPS LTD can pick the most potential employee by their dexterity and skillfulness after working in the organization for a time being. This source gives SIGMA PUMPS LTD the freedom to pick from a limited applicant. This source gives SIGMA PUMPS LTD a loyal and easily track able workforce. 3.7.2 Evaluation of the External recruitment 3.7.2.1 Barriers of Their System: The barriers of their system are: As an emerging organization in the mobile industry, SIGMA PUMPS LTD requires huge skilled and fresh manpower. This source causing heavy financial setback in its emerging way. External source also causing culture and ego clashes between the old and new groups in SIGMA PUMPS LTD, which may slow the rapid expansion. Hiring expertise manpower from rival companies causing greater financial risk in SIGMA PUMPS LTD. In SIGMA PUMPS LTD, external sources causing lower morale and commitment of current employees that are deprived of promotion opportunities. 3.7.2.2 Benefit of Their System: The benefits of their system are: Externally recruited employee in SIGMA PUMPS LTD starts with a clean slate and has no internal political affiliation, which helps it in flourishing smoothly. SIGMA PUMPS LTD always tries to recruits expert manpower, which reduces training costs and time. External recruitment especially in case of hiring experts from rival mobile companies helps SIGMA PUMPS LTD in flourishing quickly in the present market.

SIGMA PUMPS LTD always prefers external source as the means of recruitment. It gives SIGMA PUMPS LTD a greater applicants pool from which it can select skilled and qualified candidates for fulfill its requirements.

3.7.3 Evaluation of Advertisement Recruitment 3.7.3.1 Barriers of Their System: The barriers of their system are: At times too many applicants apply. So it is time consuming for them to find out valuable candidates among mass of application. SIGMA PUMPS LTD circulates their recruitment advertisements on their own website and on bdjobs.com, which is also barrier for potential candidates who are not frequently browsing internets. SIGMA PUMPS LTD dont gives ads in any kinds of print media which apart them from getting staffs (Clerical, secretarial and manual workers) for the employer. 3.7.3.2 Benefit of Their system: The benefits of their system are: By advertisement on internet SIGMA PUMPS LTD can attract a large pool of competent applicant. Electronic data processing through computer technology helps SIGMA PUMPS LTD by generating and providing with a flow of information and personnel data pertinent to recruitment needs and requirements. The computer helps in finding the right person for the right job by identified a particular persons qualification, experience to match with the specific job characteristics as already determined. As it is on internet so people can apply according to their convenient time.

4.0 CONCLUSION By its nature, Recruitment and Selection is concerned with the future. Both implicitly and explicitly, it involves making judgment and forecasts about how people will adjust to new work and how they are likely to behave next week, or next month, or next year. Human behavior predictions about the behavior of other people are fallible and all recruiters should have the humility to admit they will be wrong sometimes. They will be wrong less often if they adapt a systematic approach to this task than if they rely on superficial hunches. The risk of mistakes and the probable margin of error can be reduced by a systematic discipline of collecting and

weighing the relevant evidence. In this way SIGMA PUMPS LTD can also improve and learn from earlier mistakes.

5.0 RECOMMENDATION Recruitment and Selection is not only concerned with engaging a required number of people, but also concerned with measuring their quality. It is not only a matter of satisfying a companys present needs, but also an activity that influences the shape of companys future. After the analysis of facts the following recommendations can be taken into consideration: SIGMA PUMPS LTD carryout job analysis to ascertain job description, job specification and job evaluation and make use of the process for their benefit. But they dont follow any systematic way for skill analysis. So they should carryout a systematic skill analysis for strong/better recruitment procedure. In their job description they can also use this content Hazards and hardships involved that means whether the job open to any hazards or hardships. Most application blanks begin with a request for personal data. Requests for name, address and telephone number are nearly universal. But requests for some personal data, such as place of birth, sex, race, religion or national religion may lead to charges of discrimination. The HR department of SIGMA PUMPS LTD must be able to show that these questions are job related or collect this information after the applicant is hired. In Application Blank there is no space for mentioning Reasons for leaving each job in career section. So they should update their Application Blank. They can follow internal advertises like bulletin board, notice displaying specific job title and qualification a candidate must possess, employees newspaper for employee referrals - internal source of recruitment. For filling in senior positions like managerial, executive, supervisory and for highly specialized technical job openings, more specially with those skills that are becoming increasingly scarce, they can use consultancy firm like Rapport, Monowar Assosiation, Eshna as a recruitment source. They can also recruit other External Source like Customers and Suppliers because the advantage of this source is the candidate can be sized up in his/her natural environment. SIGMA PUMPS LTD also can recruit from Retired Military Personnel. They are an important source. Because many military personnel retire after a relatively early age and they prove to be quite fit and productive for any jobs of responsibility.

SIGMA PUMPS LTD could use nationally circulated newspapers and job magazines along with website advertisement. These Medias are widely circulated and cheap to the job seekers. SIGMA PUMPS LTD could use blind advertisement to avoid countless applications and intense public relation problems. In SIGMA PUMPS LTD they should follow international recruitment at all executive level. SIGMA PUMPS LTD could arrange a small screening session just prior to the assignment of a practical problem like written test. During screening SIGMA PUMPS LTD can consider following factors for rejected the applicant. Inadequacy of applicants experience and education. Too many job of short duration changes of job in quick succession shows a person in poor records Frequent changes of residence (may be a result of changes) shows instability in the makeup of the applicant. Those with a recent separation and divorce shows instability in the make-up of the applicant. Unemployment gaps in employment through checking of the records will show some particular information, not desired for the employment. Application Bank poorly written, replete with misspelling discard at the first sight. Initial screening should be done according to a preset guideline. Provision for outstanding past performance and achievements, human aspects, excellent interpersonal skills should be included in the guideline. SIGMA PUMPS LTD should introduce personality test, aptitude test, intelligence or learning ability test, interest test, achievement and proficiency test systematically. SIGMA PUMPS LTD requires a physical test for their candidates before employment. This test has no relation with employment as is done only as a customary selection step. They can avoid this step as physical examination takes time. Avoiding the step will fasten the selection process. SIGMA PUMPS LTD use mail and telephone as a methodology for reference check. They could include personal visit for reference check methodology. It has greater benefit than the telephone or mail method. This methodology will help SIGMA PUMPS LTD to cross-check the applicants authentication. SIGMA PUMPS LTD should devise a more attractive compensation and benefit plan to attract competent employees. SIGMA PUMPS LTD should undertake reengineering of the HRM system. If they dont review their HRM practices and take corrective measures immediately, they are likely to suffer the risk of stagnation.

These recommendations may help SIGMA PUMPS LTD to improve its current recruitment and selection process.

BIBLIOGRAPHY Books 1. Decenzo, D.A & Robbins, Stephen P (2000), Personnel / Human Resource Management, Third Edition, Prentice Hall, New Delhi, India. 2. Lesikar Raymond V.; Marie E. Flatley. Basic Business Communication, 9th edition (International), New Delhi: The McGraw-Hill Companies, Inc.,2003. References Interview with Engr. Mizanur Rahman, Chairman of Sigma Pumps Ltd. And Engr. S.A. Reza (Managing Director of Sigma Pumps Ltd.), Mr. Sadat Salim (Executive, HRD of Sigma Pumps Ltd.)