HumanResourcePracticesin BasundharaGroup

TableofContents Contents ExecutiveSummary Chapter1

heStudy 1.3ScopeoftheStudy 1.4Methodology 1.5D
iew Chapter2:Organization 2.1HistoryoftheOrgani
anogramofBashundharaGroup 2.4EnterprisesofBashundharaGroup 2.5FuturePla
r3:HumanResourcePlanning 3.1HumanResourcePlanningProcess 3.2Manageme
ngsandanalysis 4.1HumanResourcePlanninginBashundharaGroup
ent 4.4SourcesofRecruitment 4.5ConstraintsFacedbyBG 4.
saboutBashundharaGroup Chapter5:ConclusionandRecommendation 5.1Conclu
x 6.1References 6.2SampleQuestionnaire

iv 20 21 21 23 2

34 35

Acknowledgment The Human Resource Planning Research paper, Human Resource Practic
ndhara Groupisthemostimportantadditiontothepracticalapplicationoftheoreticalk
nceonHRMResearchCourseoftheteam.Thisisreallyadelightfulexperience. It is a
ding so many dependable people around, who have given necessary guidelines and
ormulating this paper. Learning what determines a good employer, the team rema
ul to them, who all have helped to write this report. We also extend our ack
ose, who helped us by answering our queriespertinenttothedatacollectionofour
s due to our instructor Mr. Kamrul Hassan, our respected faculty for the valua
parationofthisreport.Wehavebeenimmenselybenefitedfrom his valuable guidance in
erstanding and preparing this report. Without his activesupport,continuousencoura
onstructivecriticism,probablyitwouldnotbe possible to write an informative and
t. His active assistance in working out a frameworkforthepaperhashelpedtocom
ingiventime. Moreover, we would like to express gratitude to Mr. Kamrul Ahsan
a Group. WealsoacknowledgethecontributionsofthelibrarianofEastWestUniversity,
ka1212forallowingustoutilizetheirlibraryfacilities.

ExecutiveSummary Human resource planning or HRP is one of the widely cited top
zations now days.Itistheprocessbywhichoneorganizationmakessurethatitwouldge
herightpositionattherighttime.HumanResourcesPlanning(HRP)anticipates notonlyt
erofemployeesbutalsodeterminetheactionplanforall the functions of personnel
ource planning can be defined as the process of identifying the numberof peopl
anization in terms of quantity andquality.Allhumanresourcemanagementactivitiess
ourceplanning.So wecansaythathumanresourceplanningistheprinciple/primaryactivi
anagement. It has been said that supply of labor is always abundant but the
d dexterousworkforceisnotalwaysavailable.Hence,todaytheorganizationsaregivinga
nresourceplanning. Bashundhara group, one of the largest business ventures in B
also been practicinghumanresourceplanningvigilantlysinceitsbeginningintheyear1
s over 20 major concerns located in different areas of the country. Each of t
s separate manpower planning which is aggregated in the top level and that has
ughoutthereport. In the case of human resource planning, Bashundhara group uses
ed and decentralized form of recruitment. It relies on both internal and extern
ever, majority(90%)oftherecruitmentstakeplacethroughexternalsourcesusingmediums
agency, referral etc. There are several difficulties or constraints that Bashun
ces.Thesearelackofmotivation,strategicprioritizationetc. Human resource planning
rtant role with other HR functions like selection & recruitment,performancema
ganddevelopment,compensationandbenefits etc.ThisisalsotrueforBashundharagroup.
gisoneofthecharacteristics ofBashundharagroup.


Chapter1:Introduction

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1.1OriginoftheReport
ThemainpurposeofthestudyistofulfilltherequirementsofHumanresourceplanning(HR
BBA program bearing 3 credits. As the students of Human resource management,we
urseinstructorMr.KamrulHassantoinvolveinthis study.ThecourseHRM411aswellas
cessaryknowledge whichisveryusefulforthestudentsmajoringinHumanresourcemanagem

1.2ObjectivesoftheStudy
BroadObjective The main objective of this term paper is to get the practical
iques and strategiesoneorganizationemployswhiledoingtheirhumanresourceplanning.
ives To identify how the real business enterprises adapt the tactic
g. Toidentifythenatureoftheorganization Studythehumanresourceplanningprocesso
dentifyingtheunderlyingproblemsandconstraintsfacedbybusinessenterpriseswhile doi
standtherelationofHRPandotherHRfunctions. Tocomparethetheoreticalandpractical
1.3ScopeoftheStudy
BashundharaGroupandtherelativefieldswerethescopeofthestudy.

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1.4Methodology
The research is basically both exploratory and conclusive in nature. In the fir
erviewwithoneofthetopmanagersofBGwasheld.Secondly,asetofquestionnairewere
gtheHRmanagers.Basedonthedatagivenbythem,analysis wasdone.Finallywiththehe
ompleted. Primarydata 1.Interviewwithtopmanager 2.Questionnairesurvey Secondary
site 2.Newspapers

1.5DefinitionsandAcronym
HRP(Humanresourceplanning)istheprocessbywhichoneorganizationgetstherightnumb
tsintherighttime. BG:BashundharaGroup JD:JobDescription JS:JobSpecification H
ormationsystem

1.6LimitationsoftheStudy
Timeconstraintswereoneofthemostimportantfactorsthatimposedrestrictionson c
sively. ScarcityofSecondaryData
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LimitationofScopewasanotherimportantpointthatwasfacedduringexecutionof thestu
ncetodiscloseconfidentialdatawasanotherimportantproblem. Costconstraints. Lacko
roupmembers.

1.7ReportPreview
The report has been divided into four parts. The first part entails the descri
izationthatwasselected.Itrevealsthehistory,mission,vision,goalsandstrategiesof
It also tells about the organization size, structure, organograms and the enterp
rtconcludeswiththefuturegoalsoftheorganization. Second part is dedicated to t
cts of human resource planning process and managementresourceprocess. Third part
e HRP of Bashundhara group , the sources and the constraints. It also tells t
RP with different HR functions like selection, compensation, performanceappraisal
rtisdedicatedtotheconclusionandtherecommendationswederivedfromdoingthe entire

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Chapter2:Organization

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2.1HistoryoftheOrganization
The Bashundhara Group has started operation as a real estate venture known as
der the aegis of the Group's first concern the East West Property Developmen
his project turned out to be a very successful one and had helped foster the
nfidence of the urban people in "Bashundhara". Dhaka'sburgeoningpopulation,couple
cuouslyslowgrowthofhousingledtothe landmarksuccessofBashundhara. Driven by t
is success, Bashundhara geared up to invest in new fields, including manufacturi
g. More enterprises were established in the early 1990s, covering diverse activi
ng the production of cement, paper and pulp, tissue paper, steel, LP Gas bottl
ion, and a trading company, among others. The group experienced this tremendous
n of less than 10 years. During this period, additional schemes on land develo
ate were launched and those projects focusedmoresharplyonincreasingresponsivenes
.TheGroup'sfirstpublicly traded company, the Meghna Cement Mills Limited, is c
n the two Stock ExchangesofBangladesh. TheGroupnowhasover20majorconcernsloca
ountry.Themulti facetedshoppingmallandrecreationcentrecalledtheBashundharaCity
he growth of the group. The Bashundhara City Development Ltd is one step ahead
ngefforttostrengthenlinkswiththegeneralpeoplethroughtheuniqueofferingof comme
creationfacilitiesundersingleroof. EastWestMediaGroupLtdisthemassmediaenterpr
oupthatwas established in 2009. It now owns Bangla dailies The Kaler Kanth
in,EnglishnewspapertheDailySunandbilingualonlineportalbanglanews24.com.. Th
aunchaFMradioandatelevisionchannelsoon.
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TheGrouphascomealongwayinreachingitsgoalsbycomplimentingtoclientneeds,lear
ast projects, innovating and partnering its project implementation process. Throug
nvestment undertakings in all key sectors, Bashundhara has meaningfully contribute
ountrys economic stability in financial and capital markets. Underlying all of
ivities are the common threads of change, flexibility, and fosteringclosertiesw
t,theCityCorporationandBashundharaclients.Most of its projects have been succe
t alone is enough to justify a sense of confidenceintheGroup'sfuture.

2.2Mission,Vision,GoalofBasundharaGroup
Bashundhara Group (BG) is a leading privatesector industrial corporation in Bang
rrentlyhas14ongoingconcerns,rangingfromrealestatedevelopmentandmanagementto m
rvices. The BG strives to work in partnership with the Government for promoting
velopment, environment preservation, and employmentgeneration andpovertyreduction.
rticularfocusonurbanhousing,recreationcenters,and commercialventures.Thus,themo
ePeople,fortheCountry.Atthe cruxofallindustrialprocessesdeployedattheGroup
sure environmental stability. As a result, conscious efforts are made to use re
as industrialinput. TheestablishedmissionandvisionofBGare Create
etterlivingenvironmentandpleasantsurroundings. Ensureenvironmentalbalanceandsusta
Userecycledrawmaterialsinindustry Developameaningfulpartnershipwithothersford
ngbetterworkconditionsforthestaffmembers
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2.3OrganogramofBashundharaGroup

CoChairman CHAIRMAN

Sr.DyManagingDirector ManagingDirector ViceChairman ViceChairman ViceChairman V
AssistantManagingDirector

Sr.ExecutiveDirectors DyManagingDirector
Director

ExecutiveDirectors ExecutiveDirectors ExecutiveDirectors
Sr.GeneralManager(s)
GeneralManager(s) Figure:2.1OrganogramOfBashundharaGroup
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2.4EnterprisesofBashundharaGroup
BGiscomprisedofthefollowingenterprises. 1.EastWestPropertyDevelopmentLtd. 2
mentLtd. 3.MeghnaCementMillsLtd. 4.BashundharaPaperMillsLtd. 5.Bashundhara
riesLtd. 6.BashundharaTissueIndustriesLtd. 7.BashundharaStillComplexLtd. 8.
undharaTechnologiesLtd. 10.BashundharaCementSackPlant. 11.BashundharaTradingCo
dharaIndustrialComplexLtd. 13.BashundharaPaverManufacturingPlant. 14.Bashundhar
etworksLtd

2.5FuturePlanofBashundharaGroup
Theeraofinformationandcommunicationtechnologyhaschangedtheworldwithawhisker a
n has emerged as the key to trade and development. The rapid developmentofinf
ationtechnologyhasturnedtheworldintoaglobal village.Moreoverglobalizationandit
tsonstatesandtheireconomieshave madelifemorecompetitive,complexandtechnologyd
urnedmeaninglessastheworldisnowinthetipofafingerandeconomythe ultimate foc
ife. Interstate trading dependence, investment potentialsandfreeflowofinformatio
lshavemadetheworldthrivingonthe edgeofcompetitiveness.
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Nowstayingcompetitiveisthekeytosurvivalintodaysworldofbusinesswherequality
and services sneak in shedding physical boundaries. Now, the recent global reces
mpacts have shown yet another challenge and the bitter side of the globalizatio
he global challenges and its impacts on local economy, Bashundhara Group has ke
chwithvisionarygoal,bestuseofitshumanresourcesandmeticulous planning.Variedra
redstandard,qualityservicesandmosteffective managerialefficiencieshavemadetheco
erintherespectivesectorsofits operation. Keeping main focus on business expans
he most prospective sectors, the group is continuously taking up projects to ma
t conglomerate in the business arenaofBangladeshdespitefastchangingbusinesstren
ion. Dependingonthefirmfoundationandhighlyprofessionalhumanresources,theBashund
ill making good use of its business potentials and also contributing to the de
lcorporatecultureandmakingasignificantcontributiontotheoverall developmentofth
my. But despite intriguing growth and business expansion, the companys aims and
ain the same to serve people with maximum satisfaction and keep on working
e of the people and the country. Still each and every Bashundhara Group compan
ntsastheirobligationandcustomersatisfactionremainsthekeyto theirsuccess.

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Chapter3:HumanResourcePlanning

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Often, business timeframes are too short to encourage good strategic planning.
iestakethetimeanddoitwell.WorkforceplanningorHumanResourcesPlanningasit is
he most impactful aspects of business planning. Management literature is packed
ns why HRP is crucial to business success. Without it there is littlechanceof
ghtpeopleattherightplaceattherighttimedoing therightwork. Thisissuehasbee
sedonasurveyof53corporationsin the US and Canada and their approaches to bu
e planning Elmer Burackfoundthattherespondents,bothhumanresourceandbusinesspl
y endorsed the concept that strategic and longrange business plans should inclu
rce component. That position is one still held firmly by business executives gl
sourcesplanninginthebroadestsenseincludebothstrategicandoperationalhuman resour
inuousprocessratherthananactivitylimitedtoafixedsegmentof thebusinessplanning
ideredtobeahumanresourcesprogramratherthananecessarybusiness activity. Opera
ers often forget the real purpose of planning. By definition,thestrategicallyd
efunctionwillbedevotedtofindingwaysto help the organization gain important ad
mpetitors.Those advantages are oftendescribedintermsofthecapacitythatabusiness
tsobjectives. The capacity of an organization to achieve its strategic objectiv
d by human resourcesinthreefundamentalways:costeconomics;capacitytooperateeffe
toundertakenewenterprisesandchangeoperations.
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3.1HumanResourcePlanningProcess

Selection Recruitment JobSpecification JobDescription JobAnalysis HRPlanning

Figure1.HRPlanningProcess

HRplanningprocessstartswithjobanalysis.Jobspecificationandjobdescriptionarep
ng job analysis. JD defines the task, duties and responsibilities necessary and
owledge,skillandabilitiesnecessaryforthejob.HRplanningentailsthetypeand numbe
y. Based on all these data, employees are recruited and finally selected. The
ften the basis for the planning process is to build networks of internal human
onalsandexternalhumanresourcesprofessionalsthatwillpromote thesharingofinformat
ndtoolstobeappliedtotheHumanResourcePlanning and Development activities; Colle
mplement tools, processes and resources; integratetoolsandresourcesintoaconsiste
chusesexistingresourceswhenever possible.Againandagainitisimportanttomakesure
matepieceof thecompanyplan.Humanresourcestrategicplanningtakesplacewithinthe
al organization strategic planning model.They will consult with and to human re
sandlinemanagementtoachieveahighutilizationoftoolsandresourcestoachieve
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functional goals. Those goals include creating and implementing a workforce inven
recasting tool customized for Line Organizations; and creating and consulting on
gementplanningtoolsandstrategiesforlineOrganizations. FigureAisanoverviewofh
omastrategicplanningviewpoint.The model shows the relationship of internal fact
l factors as they relate to the humanresourcesissues.Theyarefactorsthatnoton
hangethe issues.Thebusinessplanusuallyestablishesthebasicenvironmentwithinwhich
mpact in order to determine those issues. Out of those issues grow the human
es and plans that are most often developed and implemented by and with the as
ourcesdepartment.

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3.2ManagementResourcePlanning

A good human resource plan will almost always include a management resources
veofsuchaplanistoprovidestrategies,tools,technologyandexpertisefortheplannin
rentandpotentialmanagementhumanresourcesinordertoallow for enhanced management
See FIGURE D for a model of management resourcesplanning.Theprimarystrategyis
olsandresourcestomeet the longterm management needs; consult on the developmen
vidual strategiesanddevelopment.

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Chapter4:Findingsandanalysis

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 4.1HumanResourcePlanninginBashundharaGroup
Successfulhumanresourceplanningisdesignedtoidentifyanorganizationshumanresource
e aretheir most important asset. In Human Resources (HR), their culture is abo
htocontributetotheirbusinessobjectivesandtoachieveourown personal and career
an eye on the future, with their leadership behaviorsinitiativeaimingtoidenti
nofleaders. HR s overall function is to devise and implement strategies and p
at they havetherightpeoplewiththerightskills.Withinthat,therearenumerousopti
could be covering culture change, leadership development, strategic talent managem
ching and skills development or alignment of reward with performance. Followingf
kenintoconsiderationwhileplanningforhumanresources. 1. Stronginterpersonalandle
. 2. Theabilitytoseethebigpicturewhiledeliveringondaytodaygoals. 3. Areali
ess. 4. Thestrengthandintegritytotaketoughdecisions. 5. Aninterestincoachingan
6. Culture/StrategicAwareness

4.2FactorsAffectingRecruitmentProcess
The recruitment function of the organizations is affected and governed by a mix
rnalandexternalforces.Theinternalforcesorfactorsarethefactorsthatcanbecontro
.Andtheexternalfactorsarethosefactorswhichcannotbecontrolledby the organizati
external forces affecting recruitment function of BashundharaGrouparestatedbellow
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ExternalFactors: a)Image/Goodwill:Imageoftheemployercanworkasapotentialconstr
Anorganizationwithpositiveimageandgoodwillasanemployerfindsiteasiertoattract
han an organization with negative image. Bashundhara Group has built an imagewh
cruitmentprocessmucheasiertohandle. b) PoliticalLegalSocial Environment: Variou
gulations prohibiting discrimination in hiring and employment have direct impact
ment practices. Sometime government rules & regulations and labor union restrict
freedom to selectthoseindividualswhoitbelieveswouldbethebestperformers. c) C
itment policies of the competitors sometime have an effect on the recruitmentfu
haraGroup.Tostayaheadofthecompetition,manytimesBG had to change their recrui
ing to the policies being followed by the competitors. InternalFactors: a) R
The recruitment policy of an organization specifies the objectives of recruitment
es a framework for implementation of recruitment program. It may involve organiz
em to be developed for implementing recruitment programs and procedures by filli
es with best qualified people. Though BG has its recruitment policyitdoesnotf
. b)HumanResourcePlanning:Effectivehumanresourceplanninghelpsindeterminingthe
tingmanpoweroftheorganization.EveryyearBGdeterminesthenumberof employeestobe
icationtheymustpossess. c)Sizeoftheorganization:Thesizeofthefirmisanimport
ss.If theorganizationisplanningtoincreaseitsoperationsandexpanditsbusiness,it
ersonnel,whichwillhandleitsoperations.
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d)Cost:MinimizationofCostiswhateveryorganizationlookforandrecruitmentincurcos
refore, Bashundhara Group try to employ that source of recruitment which willbe
uitmenttotheorganizationforeachcandidate. e)GrowthandExpansion:Organizationwil
oyingmorepersonnelifit isexpandingitsoperations

4.3FormsofRecruitment
Theorganizationsdifferintermsoftheirsize,business,processesandpractices.Afewd
tmentprofessionalscanaffecttheproductivityandefficiencyoftheorganization. Organi
ifferentformsofrecruitmentpracticesaccordingtothespecificneedsof the organizati
o forms of recruitment; centralized and decentralized forms of recruitment: a)
rms of recruitment: The recruitment practices of an organization are centralized
itmentdepartmentattheheadofficeperformsallfunctionsof recruitment. Benefitsof
ecruitmentare: Reducesadministrationcosts Betterutilizationofspecialists
ment Interchangeabilityofstaff

b) Decentralized forms of recruitment: Decentralized recruitment practices are mos

lyseeninthecaseofmultinationalsoperatingindifferentanddiversebusinessareas.
sownHRdepartmentitusesCentralizedformsofrecruitmentin theirrecruitmentprocess

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4.4SourcesofRecruitment
Job openings can be filled internally or externally by the HR department. When
notbefilledinternallytheHRdepartmentfillitfromexternalsources,i.e.frompaperA
ional institutions etc. Bashundhara Group (BG) prefers outsourcing its employee.T
gpiechartshowsthesourcesofrecruitmentofBG.
95% Internal External
5%

Externalsources:Theexternalsourcesarelistedbelow. ExternalSources PeerAds J

lInstitute Internet EmployeeReferral Other Total Numbers 6400 400 0 0 400 800
5 0 0 5 10 100
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Above table shows the external sources from which peoples were recruited in Bas
. It has been found that majority 6400 (80%) peoples were recruited form the
iven in the Daily Newspapers, followed by 800 (10%) from other sources and 400
yandemployeereferrals

4.5ConstraintsFacedbyBG
Everyorganizationfacessomebarriersduringtherecruitmentprocess.HRprofessionalsof
mthat.Thebiggestchallengesuchprofessionalsfaceistosourceorrecruitthe best pe
idate for the organization. While asking them several questions aboutbarriersabo
ttheyhavepointedoutsomefactorswhicharestatedbelow. Lack of motivation: Rec
o be a thankless job. Even if the organization is achieving results, HR depa
ls are not thanked for recruitingtherightemployeesandperformers. Adaptability
eHRprofessionalsofBashundharagroupareexpected andrequiredtokeepintunewiththe
ngestakingplaceacross the globe. So sometime it becomes little bit difficult f
nt to align themselveswiththefrequentchangetakingplacearoundtheworld. Proce
yandspeedoftherecruitmentprocessare themain

concernsoftheHRinrecruitment.Theprocessshouldbeflexible,adaptiveandresponsive
rements.Therecruitmentprocessshouldalsobecosteffective. Strategicprioritizatio
ystemsarebothanopportunityaswellasa challenge for the HR professionals. There
iew thestaffing needs and prioritizingthetaskstomeetthechangesinthemarketwhi
therecruitmentprofessionalsofBashundharaGroup.
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4.6RelationshipofHRPwithotherHRFunctions
Human resource planning has direct relationship with other Human resource functio
formance appraisal, job analysis, training and development, compensation and benef
oyeerelationsetc.ThelinkageofthesefunctionswithhumanresourceplanningofBGis d
uitment and Selection: We know, Recruitment is the process of discovering potent
esforactualoranticipatedorganizationalvacancies.Itisaprocessofdiscoveringthe
sts which involves recruitment planning, job analysis and matching betweensupply
anresources. InBG,theprocessofrecruitmentandselectionarecomprisedofthesteps

a)HumanResourcePlanning:ThisisthefirststepintherecruitmentprocessofBashund
ar BG determines the number of employees to be recruited and what qualification
voidHRsurplusordeficiency. b)SpecificRequesttothemanager:AfterasuccessfulHR
tthan sendsarequisitiontotheconcerningmanagerforitsupcomingHRneeds. c)Job
artmentidentifythejobopeningsfromthehistorical data,Statisticalanalysis,newvent
dgetandplanninganalysis. d) Job analysis: In this step HR department defines
ibilities and accountabilitiesofthejobsithasidentified.
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e)Recruitment:Inthefifthsteptheyselectthesourcesofrecruitmenti.e.internalore
t. f) Selection: Among the applicants applied for the vacant posts, eligibl
ected. b. Training and Development: Training and development is the field concer
nizational activity aimed at bettering the performance of individuals and groups
tionalsettings.Ithasbeenknownbyseveralnames,includingemployeedevelopment, human
opment, and learning and development. Training: This activity is both focusedupo
dagainst,thejobthatanindividualcurrentlyholds Education: This activity focuses
t an individual may potentially hold in the future,andisevaluatedagainstthose
his activity focuses upon the activities that the organization employing the ind
ttheindividualispartof,maypartakeinthefuture,andisalmostimpossible toevalua
mberof people received training in BG where we can see that out of 200 peopl
g majority ( 170 or 85%) of them were maleandrest(30or15%)werefemale.
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Male 85% 0% Female 15% 0%

 ThepiechartPromotionsshowsthenumber ofpeoplereceivedtraininginBGwherewe
o received trainingmajority(2750or86%)ofthemwere maleandrest(450or14%)wer
it:Employeebenefitstypicallyreferstoretirementplans,healthlife insurance, life
ability insurance, vacation, employee stock ownership plans, etc. Benefits are in
y expensive for businesses to provide to employees, so the range and optionsof
grapidlytoinclude,forexample,flexiblebenefitplans. Benefitsareformsofvalue,ot
eprovidedtotheemployeeinreturn for their contribution to the organization, tha
ir job. Some benefits, such as unemploymentandworker'scompensation,arefederally
er'scompensationis really a worker's right, rather than a benefit.) Bashundhar
eral systems to determinethecompensationandbenefitpackagesforitsemployees. d.
alizationandOrientation: Socializing, Orienting and Developing Employees are refe
rocess of helping new employees adapt to their new organizations and work respo
hese programs are designedtoassistemployeestofullyunderstandwhatworkingisabout
nd to get them to become fully productive as soon as possible. This means tha
andandacceptthebehaviorsthattheorganizationviewsasdesirable,andthatwhen
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Male 86% Female 14% 0% 0%

exhibited,willresultineachemployeeattaininghis/hergoals.BashundharaGroupdoesthi
eofexplorethearenaofsocializing,orienting,anddevelopingemployees.

4.7SomefactsaboutBashundharaGroup
BG believes that they offer candidates a strong company reputation and hig
earningopportunities. BG offer a positive culture and learning environment and
tisfiedemployeesandaremoresuccessfulatretainingthem. BG use resumes and appli
eir selection process. Behaviorbased interviews are used extensively in s

Applicanttestingandassessmentarenotwidelyusedintypicalselectionsystems. BG uti
al resources when recruiting both internal and external candidates. BG gives st
n training and experience evaluationsproviding a checklistofspecificskillsand/or
hileselectionprocess. Though BG has its own recruitment policy sometime it doe
assupposedto. It gives emphasis on developing its own HR resources providing
cilities.

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Chapter5:Conclusionand Recommendation

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5.1Conclusion
Theglobalizationofbusinessisforcingmanagerstostrugglewithcomplexissuesastheys
petitiveadvantage.BashundharaGroupisoneofthelargestGroupof CompaniesinBanglade
ndingrecruitmentandselectionpracticesineach successfulemployeehired.So,theirhir
irworkgroups.Theyalsoshare values,traitsandbehaviorsthatarehighlyregardedfor
on.Theyreach the qualified applicants through the use of innovative recruiting
itionally, employers have focused on assessment methods that are highly correlate
tent of thejob,hencemostabletopredictabilitytoperformtherequireddutiesandta
onshavecometorealizethatsuccessofthecandidatehingesonmorethanjustthe abilit
ties well. The foundation of superior performance lies in the synergy created b
h the work group and with the organizations culture. No processiscompletewith
ccess. So to crown all, it can be said that successful human resource plannin
ndhara group to achieve one of the leading places in the business area of Ban
tly.

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5.2Recommendation
Effectiverecruitmentandselectionprocesscangiveanorganizationacompetitiveedgeove
s by saving both time and cost. Bashundhara Group recruits major part of its
nal source, especially form Newspaper Ads which cost them much. However, we hav
ome ideas that might help them to improve their recruitmentandselectionprocess:
m: The Company may draw required personnel from outsourcing firms. The outsourci
rganizationbytheinitialscreeningofthecandidatesaccordingto theneedsoftheorgan
itablepooloftalentforthefinalselectionbythe organizationaspertheirneeds. Po
alent (rather than developing it) is the latest method being

followedbytheorganizationstoday.Poachingmeansemployingacompetentandexperienced
rkingwithanotherreputedcompanyinthesameordifferentindustry;the organizationmig
ndustry.Acompanycanattracttalentfromanother firm by offering attractive pay pa
erms and conditions, better than the currentbenefitandcompensationpackages. Usin
anresourceinventorysystem,isaonlineportalordatabankthathelps oneorganization
ghtpositionsintherighttime.BGcanmaintaina wellequippedHRIS. Someotherrecomme
aGroup(BG)aregivenbelow. In case of recruitment and selection process BG e
spapers

advertisement. But it should go for online and arrange program in educational i

ttractqualifiedpeopletheirentryandreentryperiod. TheapplicationformofBGis
lete,so itshouldbe

easytocomplete. BGshouldconsiderdifferentfactorslikecostofliving,taxation,f
.
inrecruitingpeople.
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Severaldaysorientationprogramshouldbeundertakentoprovideaclear
pictureabout

theorganization,itsculture,rules&regulation,employeesandmanagementbody. They
eir recruitment policy and should focus on recruiting the best

potentialpeople. It should ensure that every applicant andemployee is treated

ty and

respect. Itshouldalsofocustoaidandencourageemployeesinrealizingtheir
ntransparency,taskorientedandmerits. Optimizationofmanpoweratthetimeofselectio
gthecompetentauthoritytoapproveeachselection. legislationonhiring potential.
Recruitmentandselectionpolicyshouldabidebypublicpolicyand
andemploymentrelationship.
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6.1References
BookReference 1.D.K.Bhattacharya,HumanResourcePlanning,1stedition. 2.G.Dessler,
agemnet,9thedition. WebReferences 1. Human Resource Planning: an Introduction,
m http://www.employment studies.co.uk/pubs/summary.php?id=312 2. Human Resource
P , retrieved from http://www.investopedia.com/terms /h/humanresourceplanning.asp
el Resources for Human Resources Management , retrieved from http://www.hrps.org/
aGroupWebsiteretrievedfromwww.bg.com.bd

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6.2SampleQuestionnaire
WearethestudentsofEastWestUniversity,arecollectingdatafromyourorganizationto
equirementofourHumanResourcePlanning(HRM411)course.Yourparticipationis highly
ssure that these data are purely confidential and will be used for academic pu
imatelyhowmanypeopleareemployedbyyourorganization? Intotal________Male________
pproximatelyhowmanyemployeeshavereceivedtrainingwithinthelast5year?(Pleasement
al________Male________Female________ 3. Approximately how many employees have rec
otion within the last 5 year? (Please mentioninnumbers) Intotal________Male___
___ 4.Whatarethesourcesofyourrecruitment?(Pleasementioninnumbers) a.Interna
uitedfromexternalsources?(Pleasementioninnumbers) a.PressAds: b.JobAgency:
.InternetAds: e.Jobagency: f.EmployeeReferrals: g.Others: 6.Howmanypeople
s? a.Internal: b.External:. 7.Numberofpeopleselectedinlast5years?(
_______Female________
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