MGT 301 | final presentation

Abrar Hassan Saadi

13104186
Faisal Karim Akib
13304001
Oli-Ur-Reza 13304035
Saba Farhana
07105009
Company overview | Recruitment & selection process | Problems in the process |
Recommendation

Introduction
Founded in 1981
Largest food processing company
Largest agro-exporter of
Bangladesh
RFL: Furniture, PVC and other
plastic items

Objectives of HR department
Attract energetic
and high-caliber
individuals
Acquire the best people
from the candidate pool
Develop the new employees
Retain top performers

Core sections in HR department

Recruitme
nt section

Training
section

Human
resource
departme
nt

QMS & OD
section

Personal
section

Recruitment & selection process | functions

Need
assessme
nt

Defining
position
descriptio
n

Checking
recruitme
nt option

Conductin
g written
tests

Employm
ent
decision
and offer
letter

Orientatio
n

Recruitment & selection process | sources

Internal
the existing
manpower is shuffled
to place the selected
person in the new
post.

External
Advertisements
Employee referrals
Employment agency
Walk-ins and writeins

Recruitment & selection process | selection

process

Employm
ent
decision
IV

Reference
checks
III

Conductin
g written
tests
II

Screening
and shortlisting
applicatio
ns

Recruitment & selection process | problems

Not using
structured
questionnaire
in interviews

No particular
grading system

Interviewers
are not trained
in assessing
individual
potential

Recruitment & selection process | problems

Not using structured
questionnaire in
interview

Almost
impossible to
compare
candidates
responses
against each
other

High
chance of
short-sight
bias

Recruitment & selection process | problems

No specific grading
or benchmarking
policies

No answers are benchmarked good/bad previously

Instant judgment of responses

Inefficient evaluation

Recruitment & selection process | problems

Interviewers are not
trained in assessing
individual potential

No training for
recruitment/sele
ction

The sessions
rely on
interviewers
job related
experience

The Chief of
Human
resource
gives the
final card

Recommendations
Improving recruitment & selection process
Incorporate Use of structured questionnaire, deploy particular grading
strategies for accurate assessment
Training employees who take part in conducting interview sessions

Attract candidates who are dynamic and retain them with

better offerings
Conducting marketing campaigns to better attract quality workforce
Offering work-life balance schedules, job rotations and better
compensation

Creating more HR Generalists

Dynamic skills pooled with higher expertise in most of the HR areas

Versatile experience of more people helps making better decisions in all
aspects

Conclusion

Improving everyday human resource practices such as assessing

and solving employee concerns in real-time, helping them to collaborate
better with each and motivating them to Perform their best are
Simplistic yet great achievements, because ultimately its a satisfied
Workforce that can help an organization to outperform the benchmarks.
PRAN-RFL can create a more functional human resource department,
and the end result would be better people with greater performance.