Organizational Development

HRM: 420

Employers Preferred competencies for Business Graduate

Recruitment

SUBMITTED TO . . .

Laila Zaman

Lecturer,

Department Of Business Administration

SUBMITTED BY . . .

STUDENTS OF BUSINESS ADMINISTRATION

Name ID
Kanij Rabby Lopa 2009-1-10-069
Farhat Binte Hasan 2009-1-10-104
Md. Shakur Uddin Ahmed 2008-2-10-263
Sobhana Nowshin 2009-2-10-053
Mahmud-Ul-Hasan 2008-1-10-160
Sourav Chakrabarty 2009-2-13-071

DATE OF SUBMISSION – 30TH JULY, 2012

East West University

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TRANSMITTAL MESSAGE
March 21st, 2020

DR. Joanne Hee

MGT 6193

Segi University

Subject: Letter of Transmittal.

Dear Madam,

With great pleasure I submit my assignment on Business Plan for International Entrepreneurship
that has been assigned to me as an important requirement of the International Entrepreneurship
Development course. I have found the study quite interesting, beneficial and insightful. I have
tried my level best to prepare an effective and creditable report. I honestly hope that my analysis
will help to give idea of the international entrepreneurship development.

I hope you will find this assignment worth all the labor I have put in it. I shall be available to
answer any question for clarification. Thank you for your sincere support.

Yours sincerely,

Kanij Rabby Lopa ……………………………………………

Farhat Binte Hasan ……………………………………………

Md. Shakur Uddin Ahmad ………………………………………---------- -----

……

Sobhana Nowshin ……………………………………………

Mahmud-Ul-Hasan ……………………………………………

Sourav Chakrabarty …………………………………………

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Table of Contents:

No. of items Name of items Page number

1 Acknowledgement 4

2 Executive Summary 5

3 Introduction 6

4 Theoretical Background 7

5 Objective of the study 8

6 Methodology 9

7 Survey Analysis & Findings 10

8 Competencies 12

9 Findings 14

10 Conclusion 15

11 Recommendation 15

12 Reference 16

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Acknowledgement
“The hardest steel goes through the hottest furnace.”

The same was the case with us. We faced many problems when we started the work on report but

we are greatly thankful to Almighty Allah for enabling us to get successfully through our

responsibilities.

Very warm and special thanks to our respected course instructor, Laila Zaman, whose real

dedication and devotion kindled in our hope and light. Madam, we thank your ability of

extracting the very best out of us, for your patience and perseverance, and also for

acknowledging the efforts made by us during the whole semester.

We would like to give thanks especially to our friends and group members, for their enthusiastic

encouragements and helps during the preparation of this term paper by sharing ideas regarding

this subject and for their assistance in typing and proof reading this manuscript.

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Executive Summary

This report is the part of Human Resource Management course requirement. The objective of the
report is giving an overall idea about the Human Resource process of employer’s preferred
competencies for business graduate recruitment.

In this report we have shown the five multinational banks and they are World Bank, Worry
Bank, Standard Chartered Bank, HSBC Bank & City bank NA. Then we have shown the analysis
of employer’s preferred competencies of these banks. We have tried to explain this system step
by step. From overall analysis we have seen that these banks are very much careful about this
Organizational development as well as Human Resource Process.

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Introduction

Basically we have made this report by a survey which is conducted in some multinational bank.
These banks mother company situated beyond our border. These banks are World Bank, Worry
Bank, Standard Chartered Bank, HSBC Bank & City bank. The World Bank is a number one
global bank in the world & provides financial facilities all over world. The worry bank is a
company based on South Korea. Then the mother company of standard chartered bank is
England & the mother company of HSBC bank is England as well as in Canada. We conducted
survey in this company’s employee & find the answer that which type of person is applicable for
this company. The answer giver are so much cordial for us & give the answer by this survey
which contains some specific questions which motto is to identify their recruitment process. We
design this report by the help of this survey. This report contains some parts such as theoretical
background, objective of the study, methodology, Analysis & findings, conclusion &
recommendation etc. We finalized this report under this mechanized part.

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Theoretical Background

This report made by a survey which is conducted some high official person of some
multinational bank. These employees provide their feedback in the viewpoint hoe they recruit the
position holder for the different post. They answer from their view point by based some
question. All banks are commonly concentrated on result as well as some skills & competent like
interpersonal skill, decision making, and analytical ability, calculative capacity, hard working
power, supersonic ability, good manner & character, high responsible & so on. They are fully
focused on their company mechanism. Although they are the company multinational they give
the chance of home citizen employee who is passing their graduation from inbound institution.
They collected both English & Bengali medium student. We give a calculative measurement for
find easily how they select an employee as well as in what basis. The report contains some part
which gives real understanding view for the readers. Basically these banks which we can discuss
earlier they give the smart salary. So obviously they want to smart person who are well qualified.
They also give their opinion in the survey paper. So if a person needs to get job in this types
bank obviously they need to earned some exceptional quality & so on.

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Objective of the Study
Our objective is to know the current policy of recruiting people in multinational
banks. How a multination bank recruit their employees, on which basis they select
them, on the basis of which quality a student can apply for the job. What types of
quality a multinational bank wants from a business graduate like their CGPA,
achievements, extra-curriculum activities etc. Our objectives are:

1. To apply theoretical knowledge with practical situation.

2. To understand the recruitment policy of a Multinational Bank.
3. Current trend and activities of Multinational Banks
4. Identify the quality that a Multinational Bank wants from a business
graduate.

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Methodology
This study is basically prepared on the basis of survey of some multination banks, which is
always a disheartening task to conduct. Desk study is fairly inexpensive method of market
research. It means consulting the various information sources. Based on primary and secondary
data the situation has been analyzed and on the basis of that analysis, accumulated perception is
given. Organization’s structure and functions are collected from human resource managers of
that individual multinational bank, and from website.

Source of Data

We have collect information from both primary and secondary sources as given below:

Primary data: we have collected primary data from:

 Face to face interviewing of multinational banks Employees

 Official websites of those multinational banks

Secondary data: we have collected secondary data from:

 Wikipedia
 Newspapers
 Magazines
 Websites (hrbangladesh.com)

Survey Analysis and Findings

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Question 1: Give same quality of the potential applicants what is your preferred
mode of the candidate?
As you know that, we did our survey on five multination banks (Standard Chartered, HSBC, City
Bank, Woori Bank, World Bank) those banks prefer bangle medium potential applicants because
they are well in adopt the domestic culture. Those banks are foreign bank for domestic operation
they need domestic well known people.

Question 2: Preferred graduating institute for recruitment:

All the five multinational banks first choice of institute is public university because of their
reputation but in the second choice it is vary from bank to bank like Standard Chartered, City
bank they preferred privet university and Woori bank, HSBC preferred foreign university.

Question 3: Preferred gender for graduates:

Preferred gender for graduate is varying from post to post but there are some guide lines that if
the candidates have to perform more out door activities that time the entire multinational bank
preferred male candidate. For the indoor activities gender is not the main factor, factor is
candidate’s capability to perform the task.

Question 4: Preferred graduating major for recruitment:

Banks Finance Banking HRM Accounting Marketing MIS Managemen Others

t
Name

SCB 8 7 4 6 5 2 3 1

Woori 7 8 4 6 3 2 5 1

City 8 6 3 7 4 5 2 1

HSBC 8 6 3 7 4 2 5 1

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 WB 6 5 7 4 3 2 8 1

Depending of the survey result it is easy to go for a conclusion that the entire five multinational
banks preferred the finance, accounting & marketing background candidates but the exception is
WB they preferred management background candidates.

Question 5: Preferred CGPA of graduate for recruitment:

Bank Name 3.80-4.00 3.50-3.79 3.30-3.49 3.00-3.29 2.70-2.99

SCB 3 5 4 2 1

Woori Bank 1 5 4 3 2

City 5 4 3 2 1

HSBC 5 4 3 2 1

WB 3 5 4 2 1

Before recruitment banks are sate a benchmark for screening the potential candidates for the
post. This five multinational bank’s CGPA benchmark is above 3.50 but the only exception is
WB their benchmark is 3.30. Through our survey we came to know that some multinational
banks provide more emphasize on high CGPA, those banks are City bank & HSBC bank.

Competencies

Interpersonal Skills:

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In our survey, interpersonal skills analysis part we try to set a benchmark and then try to evaluate
the whole survey results upon that benchmark. Since our survey copy was 5, in each survey copy
there are four parts in first part there are 4 questions. If we set the benchmark than the highest
benchmark point will be 4*5=20. Thus we conduct our survey analysis part through Bar chart,
pie chart as well as other flexible charts to make our analysis part easy to its reader.

Interpersonal Skills
18
16
14
12
10
8
6
4
2
0
SCB City Bank Woori HSBC WB

From this bar chart we can see the outcome of our 1 st part of the question from these banks. As
we can see through chart that SCB & HSBC provide more emphasize of interpersonal skills and
their point is 16. City bank sore 15, Woori bank 13 and WB 12, it indicates that this three banks
are far more behind than SCB & HSBC incase of interpersonal skills.

Decision Skills:

In our survey, interpersonal skills analysis part we try to set a benchmark and then try to evaluate
the whole survey results upon that benchmark. Since our survey copy was 5, in each survey copy
there are four parts in second part there are 6 questions. If we set the benchmark than the highest
benchmark point will be 6*5=30. Thus we conduct our survey analysis part through Bar chart,
pie chart as well as other flexible charts to make our analysis part easy to its reader.

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 Decision Skills
25

20

15

10

0
SCB City Bank Woori HSBC WB

In this pie chart we can see that at the time of preferred candidate choice HSBC give priority in
decision making skills the point is 25. Other four banks sore SCB-19, City bank-20, Woori bank-
24, WB-18.

Information Role:

In the field of information role all the five banks are situated in the same stage requirement from
the preferred candidates. Because they are operating their operation in multiple countries for that
their preferred candidates have a clear idea about the company. This big organization use latest
technology for getting competitive advantages from others, so that their preferred candidates
have the proper knowledge about information technology.

Personal Values & Characteristics:

In our survey, interpersonal skills analysis part we try to set a benchmark and then try to evaluate
the whole survey results upon that benchmark. Since our survey copy was 5, in each survey copy
there are four parts in fourth part there are 13 questions. If we set the benchmark than the highest
benchmark point will be 13*5=65. Thus we conduct our survey analysis part through Bar chart,
pie chart as well as other flexible charts to make our analysis part easy to its reader.

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 Personal Values & Characteristics
50 50
50 49
49
48
47
46 45
45 44
44
43
42
41
SCB City Bank Woori HSBC WB

In this survey we can see that, Standered Chartered & Woori bank focuse more on personal
values & characteristics and their point is 50. HSBC point is 49 that means that they are also
focuse on personal values & characteristics for choosing the preferred candidates but in some
criteria they are behind than the SCB & Woori bank that’s why it is reflect in the point.

Findings:
At the end of the day from our survey we have come to know that each of the respondents of
these banks knows the importance of competencies needed for their preferred business graduate
recruitment. Because each of above graph shows only positive response, which indicate that all
of these bank use some tools to identify the preferred candidate for their organization. From our
survey we came not know that SCB & HSBC go through a rigorous process to find out preferred
competent business graduate for their organization.

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Recommendation
We can recommend some issues regarding employers preferred competencies for business
graduate recruitment. These can be-

 If these multinational banks want to be successful you need emotional intelligence. This
is an awareness of how their actions affect other people, and how their behavior is
influencing them, also the ability to pick up, verbally and non-verbally, the mood of other
people, and more or less predict how they’re feeling before they come and tell them.
 Business graduates from public universities are preferred first. So, private universities
and overseas universities can possess leadership skill much more which is usually
preferred by employers.
 As highest C.G.P.A. is much more required, so less C.G.P.A holders can improve them
other ways, such as they can develop their communication skills much more.
 Interpersonal skills and personal values should be improved by graduates so that they can
have a good chance in multinational banks.

Conclusion
The result above shown that there is still a gap between the employer’s perception and the actual
performance of business graduates. The results also recognized which competencies strappingly
possessed by business graduates. Thorough comparisons also able to acknowledged strengths
and weaknesses of business graduates from each type of universities. As a conclusion this study
donates new finding to the issues of business graduates competencies particularly for
multinational banking sector. The banks as well as the graduates should focus on the preferred
issues or competencies for their future jobs as the task to bridge the gap is very necessary in
order to equipped business graduates with a more competent set of skills.

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References
Nothing can be done without proper information. It is true for our project report also. For
reference we use:

 Survey of five multinational bank’s employees

 Prospectus of multinational banks

 Website:

 http://www.hsbc.com.bd/1/2/
 http://eng.wooribank.com/
 https://www.asia.citibank.com/bangladesh/corporate
 http://www.standardchartered.com/bd/en/
 http://www.worldbank.org/

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