Concord Engineering and Construction LTD

Evaluation of Recruitment and Selection Process
of Concord Engineering and Construction Limited
Prepared for
Sheikh Md. Abdur Rahim
Assistant Professor and Head
Department of Real Estate and Department of Commerce
Faculty of Business and Economics
Daffodil International University
Prepared by
Md. Monir Hossain
ID No.: 091-11-792
BBA 22nd Batch
Faculty of Business & Economics
Date of Submission: 30 November 2014

LETTER OF TRANSMITTAL
30 November 2014

Subject: Submission of the internship report.
Dear Sir,
This is my great pleasure to submit the internship report of my 3 months long internship
program in “Concord Engineering and Construction Limited”. The title of the report is
“Evaluation of Recruitment and Selection Process of Concord Engineering and
Construction Limited”. I am fortunate enough that I got an experienced and professional
team in one of the most reputed local organization in Bangladesh. I believe that this
report will satisfy your requirements and expectations.
I have collected what I believe to be the most important information to make this report
specific and coherent as possible. I enjoyed the challenge of preparing the report as
provided me with an opportunity to enlarge my knowledge. I earnestly thank you for
your guidance during the preparation of this report. It is true that, it could have been
done in better way if there were no limitations.
I hope you will assess my internship report considering the limitation of the study. Your
kind advice will encourage me to perform better in future. I will be available for any
further query and clarification regarding this report whenever necessary.
Yours sincerely,
Md. Monir Hossain

ID No.: 091-11-792
Department of Business Administration
Faculty of Business & Economics
©Daffodil International University

i
LETTER OF ACCEPTANCE
I hereby declare that Md. Monir Hossain, ID: 091-11-792 is a student of Daffodil
International University. He completed his internship program at ‘Concord Engineering and
Construction Limited’. I am pleased to confirm that he has been able to submit a good report
on his study “Evaluation of Recruitment and Selection Process of Concord Engineering and
Construction Limited.” This is an original report prepared by Md. Monir Hossain under my
supervision and guidance. To the best of my knowledge, this report is an authentic work of
Md. Monir Hossain and it is now approved for presentation.
I wish him every success in life.
-----------------------------


ii
ACKNOWLEDGEMENT
To prepare this internship report considerable thinking & information input from various
sources were involved. But at the beginning I would like to convey my sincere
appreciation to the almighty Allah for giving me the strength & the ability to finish the
task within the planned time. Then I like to express my sincere gratitude to everyone
who contributed towards preparing & making this study successfully.
I would like to thank my honorable internship supervisor, Sheikh Abdur Rahim,

Assistant Professor, Daffodil International University, for his kind patience, guidance and
support for the preparation of this report. I will always be grateful to him for the valuable
suggestion and the time that she had spent for guiding me through the report.
I would also like to thank Mr. Chowdhury Aminur Rahman (Manager- HRIS & Payroll),
Mr. Md. Nurul Islam Talukder (Deputy Manager- HRD), Mr. Md. Abdullah Al Noman
(Executive- HRD), Miss Salma Hena (Executive- HRD), my supervisor Mr. Md. Kibria
(Assistant Manager- HRD) and other people associated with Human Resource
Department of Concord Engineering and Construction Limited for supporting me
throughout my three months internship program.
My peers and colleagues had also been very helpful and they made my internship more
enjoyable and eventful.
Finally, I want to keep my thanks to my parents who gave special attention to me from
the very beginning and during the preparation of the report and internship report.

iii
ABSTRACT
Concord Engineering and Construction Limited is one of the leading corporate houses in
Bangladesh. Concord Engineering and Construction Limited has been a partner in the
development journey of this nation for more than forty years now. They set themselves the
highest standards in responsible corporate behavior and their passion for success is aligned
with the development of the country journey of Bangladesh. They are committed to playing a
leading role in driving growth, prosperity, ethical values and social responsibility. They
continue to serve their customers through unparalleled quality excellence and service
superiority. Their business success has been complemented by their commitment to the
environment, society and community. Concord Engineering and Construction Limited is
committed to ensuring the best in quality standards and living the company’s motto
Commitment, Hard work, Honesty and Knowledge The key for being successful is that they
are always delivering good quality product & service to their customers. The uniqueness of
their products and services makes them leader in the market and also trustworthy
organization. This study starts with an introduction followed by objective, scope,
methodology and limitation of the study. But this report mainly focuses on experience that
has been gathered while working in the Human Resource Department of Concord
Engineering and Construction Limited. Firstly, I have integrated the organizational
background of Concord Engineering and Construction Limited, their products and services
offering. Secondly, I have to give an overview of overall recruitment & selection process. In
the report finally, I have analyzed all the activities associated with the recruitment &
selection process and have given some recommendations. The study ends with a conclusion
followed by appendix.

iv
Table of Contents
SL No. Topics Page No.

1 Letter of Transmittal i
2 Letter of Acceptance ii
3 Acknowledgement iii
4 Abstract iv
5 Chapter-01 Introduction 01-04
6 1.1 Introduction 02
7 1.2 Origin of the study 03
8 1.3 Objective of the study 03

9 1.4 Scope of the study 03
10 1.5 Methodology 03-04
11 1.6 Limitations of The study 04
12 Chapter-02: Company Profile 05-12

13 2. Concord Engineering and Construction Ltd. at a glance 06-07
14 2.1 Management of Concord Engineering and Construction Ltd. 08
15 2.2 Location of Concord Engineering and Construction Ltd. 08
16 2.3 Brief organogram of Concord Engineering and Construction Ltd. 09
17 2.4 Departments of Concord Engineering and Construction Ltd. 10
18 2.6 Project at a glance of Concord Engineering and Construction Ltd. 11
19 2.7 Product & Service of Concord Engineering and Construction Ltd. 11-12
20 2.8 SWOT analysis of Concord Engineering and Construction Ltd. 12
21 Chapter-03: Analysis 13-24

22 3. Definition of Recruitment and Selection 14
23 3.1 Source of Recruitment 15

24 3.2 Methods of Recruitment 15-16
25 33 Recruitment & Selection process of Concord Engineering and Construction Ltd. 17

26 3.3.1 Identify vacancy and Manpower requisition 18-19
27 3.3.2 Corporate affairs approval 19

28 3.3.3 Job advertisement 19-20
29 3.3.4 CV collecting and short listing 20
30 3.3.5 Conduct interview 20-21
31 3.3.6 Interview feedback 22-23
32 3.3.7 Recruitment approval 23
33 3.3.8 Appointment and Orientation 23
34 3.4 Recruitment Policy of Concord Engineering and Construction Ltd. 24
35 Chapter-04: Findings, Recommendations and Conclusion 25-28

36 4. Findings of the study 26
37 4.1 Recommendations 27
38 4.2 Conclusion 28
39 Bibliography 29
40 Appendix 30

v
Concord Engineering and Construction Limited
CHAPTER- 1
INTRODUCTION
Evaluation of Recruitment and Selection Process of Concord Engineering and Construction Limited
1
© Daffodil International University
1. INTRODUCTION
Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. Human Resource Management is the organizational function that deals with
issues related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.
Human Resource Management is also a strategic and comprehensive approach to managing

people and the workplace culture and environment. Effective Human Resource Management
enables employees to contribute effectively and productively to the overall company
direction and the accomplishment of the organization's goals and objectives.
Human Resource Management is moving away from traditional personnel, administration,

and transactional roles, which are increasingly outsourced. Human Resource Management is
now expected to add value to the strategic utilization of employees and that employee
programs impact the business in measurable ways. The new role of Human Resource
Management involves strategic direction and Human Resource Management metrics and
measurements to demonstrate value.
Human Resource Management is dealing with several activities of an organization. One of

the most important jobs of Human Resource Management is Recruiting & Selection. Every
organization recruits their employees by the Recruiting & Selection process. Human
Resource department do their Recruiting & Selection process in such a way. Some
organizations are going through written exam, viva, medical test, etc. Some are following all
of the steps of Recruiting & Selection process. Concord Engineering and Construction
Limited is one of the most successful company and their Human Resource department also
following some rules to recruit their employees.
2
1.2 ORIGIN OF THE STUDY
This is an internship report prepared as a requirement for the conclusion of the BBA program
under the faculty of Business & Economics of Daffodil International University. A student
has to complete a 12 weeks internship program. The primary goal of internship is to provide
an on the job exposure to the students and an opportunity for translation of theoretical
conceptions in real life situation. Students are placed on enterprises, organizations, research
institutions as well as development projects. Thus this Study has been prepared after
completion of 12 weeks of organizational attachment in the Human Resource Management &
Development (HRD) department of Concord Engineering and Construction Limited (CECL).
1.3 OBJECTIVES OF THE STUDY
The study has been undertaken with the following objectives:
i. To investigate the recruitment and selection policies of Concord Engineering and

Construction Limited (CECL).
ii. To explore the recruitment and selection practices of Concord Engineering and
Construction Limited (CECL).
iii. To analyze the gap between recruitment and selection policies and practices of
Concord Engineering and Construction Limited (CECL).
iv. To recommend some suggestions based on findings.
1.4 SCOPE OF THE STUDY
The scope of the study is limited to the descriptions of the company. As intern at HRD of
Concord Engineering and Construction Limited (CECL).I mainly concentrated on the
Recruitment and Selection Process of Concord Engineering and Construction Limited
(CECL). This study contains recruitment process, policies of Concord Engineering and
Construction Limited (CECL). This report also provides clear idea about Human Resource
Department of Concord Engineering and Construction Limited (CECL).
1.5 METHODOLOGY
To prepare this internship report I had to collect data and information both from primary and
secondary sources. I followed various ways to collect data from primary and secondary
sources.
Primary Data:
i. Observation during the internship period.

ii. Involvement with the recruitment activities.
iii. Discussion with officials of HRD of Concord Engineering and Construction
Limited.
3
Secondary Data:
I collected data by browsing websites, particularly from the websites of Concord

Engineering and Construction Limited. I also collected data from different sources like:
i. Various HR related websites and forum.

ii. Internal publications.
iii. Relevant file study as provided by the officials.
Finally, I have analyzed all those cohesive information to prepare this internship report.
1.6 LIMITATIONS OF THE STUDY
The study was limited by a number of factors. Some constrains are given below:
i. Limited sources of data.

ii. As I was mainly involved in the recruitment & selection, I could not get access to
others human resource activities perform by Concord Engineering and Construction
Limited.
iii. Human resource official did not provide some of information because those are highly
confidential.
iv. Work load during the internship program was a barrier to prepare this report.
v. Time was also limited to prepare to the report.
4
CHAPTER- 2
COMPANY PROFILE
5
2. CONCORD ENGINEERING AND CONSTRUCTION LIMITED AT A GLANCE
Concord Engineering and Construction Ltd is a largest real estate, engineering and
construction conglomerates in Bangladesh. Concord Engineers and Construction Limited was
set up in 1973 as a small Engineering and Construction firm. Currently the address of the
corporate office of the company is at 43 North Commercial Area, Gulshan - 2, Dhaka-1212,
Bangladesh.
In time, Concord Engineers and Construction Limited has grown to be one of the largest
Construction conglomerates in Bangladesh. Its capability and dedication to quality is well
established and has won them some of the most prestigious and technically challenging
projects in Bangladesh. Concord Engineering and Construction Limited is the market leader
in the real estate development. In the last 40 years it’s has successfully completed over 1000
projects in Bangladesh. Concord Engineering and Construction Limited is known for
introducing new design ideas to all their projects, making each one unique. Projects like
Concord Chameli, Grand President Concord, Lake Front Concord, Grand Palace Concord,
President Park Concord, Concord Badal Heights, Concord Asha, Surma Concord etc are
some landmarks of luxury apartments in Dhaka sector. The huge ambitious project “The Lake
City Concord” is a self contained township project by Concord for approximately 4000
families. These projects we believe will surely serve the people of the country to make their
dream home affordable. Beside these Concord installed prestigious projects like Police Plaza
Concord, IDB Bhaban, World Trade Centre (Chittagong), National Monument, Twin Towers
Concord, Concord Regency etc. Concord starts its journey with the construction of the war-
damaged bridges in 1973. Since then it’s has taken part in port construction, construction of
essential factory buildings, the international airport, defense installations and notable high
rise structures.
It is involved in all sectors of the market such as premium high end condominiums; media
range apartments, affordable housing, and luxury low-rate gated communities. Concord
Engineering and Construction Limited have undertaken many striking commercial projects
from shopping malls to ultra-luxury office blocks and mixed-use products.
Concord Engineering and Construction Limited is the leading engineering and construction
company in Bangladesh with some of the most prestigious and most technically challenging
projects in the country to their brand name. Concord Engineering and Construction Limited
have a very strong architectural and engineering design division and an interior design arm.
6
Vision:
To improve the quality of life of the people of Bangladesh.
Mission:
i. Changing the skyline.

ii. Facilitating the amusement needs of Bangladeshi people by providing comprehensive
and fastest process of construction and engineering solution.
iii. Developing new ideas in real estate and building products.
iv. Providing with class entertainment facilities in local areas which would easily be
accessible to the general people of Bangladesh.
Motto:
i. Commitment
ii. Hard work
iii. Honesty and
iv. Knowledge
Goal:
i. To operate a robust, financially sound and sustainable Housing Company.

ii. To provide a responsive, innovative, best practice service that understands and seeks
to meet the needs of its client groups.
iii. To contribute to the growth of a vibrant and diverse community through prioritizing
positive social and community outcomes.
iv. To establish a corporate culture in all aspect.
v. Create competitive compensation package for their employee.
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2.1 MANAGEMENT OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
Chairman
• Engr. S.M. Kamaluddin
Vice Chairman
• Mrs. Farida Kamal
Managing Director
• S.K. Lala
Deputy Managing Director

Shahriar Kamal
2.2 LOCATION OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
Location Map
8
2.3 BRIEF ORGANOGRAM OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
Honorable Chairman
Vice Chairman
MD (VC)
DMD
MIS Commercial Finance HRD Marketing Corporate

& & Sales
Account Affairs
s
Legal Engineering Admin
Figure: Organizational Chart
9
2.4 DEPARTMENTS OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
Concord Engineering and Construction Limited have various departments, which provide the
company a common service and simultaneously work for the business. These departments
separately do their respective jobs and activities for Concord Engineering and Construction
Limited.
These departments are:

Human Resource Department
Administrative Department
Commercial & Management

Department
Marketing &Sales Department
Business Development Department

Departments of
Concord
Engineering & Corporate Affairs Department
Construction Ltd.
Finance & Account Department
Engineering Department
Procurement Department
Product Management Department
Legal Department
10
2.5 PROJECT AT A GLANCE OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
Concord Engineering and Construction Limited have undertaken some of the most
prestigious and technically challenging projects in the country, and are known for innovation
and setting standards in the industry. Their biggest strength is their goodwill in this sector.
Concord Engineering and Construction Limited have completed over 1000 well known
projects in Bangladesh & abroad. Concord Engineering and Construction Limited is the only
company to set up Bangladesh’s first Satellite Township with 4,000 apartment units in
Dhaka. The most important aspects when it comes to choosing a developer are reputation,
financial ability & experience in constructing similar structures. Some significant projects
are:
i. National Monument at Saver
ii. The Independence Monument at Suhrawardi uddyan
iii. Hazrat Shahjalal International airport, Dhaka
iv. The VVIP Terminal Building of the International Airport
v. The 20 Storey Bangladesh Shilpa Bank Building (BSB)
vi. The 22 Storey Jibon Bima Tower
vii. The 24 Storey Janata Bank Head Office Building
viii. The 20 storey IDB Building at Agargaon
ix. The 23 storey Grameen Bank at Mirpur
x. The Telecom Building in Singapore
xi. The Head office Building of BRAC
xii. The National Stadium at Mirpur
xiii. The Prime Minister’s Secretariat at Tejgaon
xiv. The British High Commission Offices at Baridhara
xv. Central Hospital at Dhanmondi
xvi. Fantasy Kingdom Complex at Ashulia
xvii. Foy’s Lake Complex in Chittagong
xviii. 71 Meter High revolving Restaurant at Chittagong
xix. The World Trade Center in Chittagong
2.7 PRODUCT & SERVICE OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
i. Engineering Construction: It is the leading engineering construction company in the

Country with some of the most renowned and challenging projects to their name.
ii. Real Estate Development: It is the first that developed luxury apartments in Dhaka
with the most prestigious condominiums.
iii. Economy Housing: It has introduced low cost housing.
iv. City and Township Projects: It has undertaken large satellite town projects consisting
of high rise buildings (4000 apartments at Lake City projects with their own shopping,
11
schools and mosques etc.) with all modern amenities land project and gated luxury
villa projects.
2.8 SWOT ANALYSIS OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
SWOT is an abbreviation for Strengths, Weaknesses, Opportunities and Threats. SWOT

analysis is used for identifying those areas where an organization is strong, where it is weak,
the major opportunities the company can explore and the threats. SWOT analysis is a useful
tool for assessing the strategic position of a business and its environment.
Specifically, SWOT is a basic, straight forward model that assesses what an organization can
and cannot do as well as its potential opportunities and threats. The method of SWOT
analysis is to take the information from an environmental analysis and separate it into
internal (strengths and weaknesses) and external issues (opportunities and threats). Once this
is completed, SWOT analysis determines what may assist the firm in accomplishing its
objectives, and what obstacles must be overcome or minimized to achieve desired results.
Strength:
i. Strong brand value

ii. Huge capital
iii. Highly experienced work force
Weakness:
i. Autocracy in decision making

ii. Limited promotional activities
Opportunities:
i. Introduce new product

ii. Can develop smart village in rural area
Threats:
i. New competitors
ii. Experienced employees are shifting to competitor’s organization because of low range
pay scale
12
CHAPTER- 3
ANALYSIS
13
3. DEFINITION OF RECRUITMENT AND SELECTION
Recruitment:
Recruitment refers to the process of attracting, screening, and selecting qualified people for
a job at an organization or firm. It is undertaken by human resource department of a
company. It also may be under taken by an employment agency or a member of staff at the
business or organization looking for recruits. The recruitment and selection is the major
function of the human resource department and recruitment process is the first step towards
creating the competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time.
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace
those who leave or are promoted, and to permit organizational growth. It can be quite
expensive in terms of time effort and money. The success of the recruitment process mostly
depends on effective HR planning. Without accurate planning, an organization may recruit
the wrong number of or type of employees.
Selection:
Employee Selection is the process of putting right men on right job. It is a procedure
of matching organizational requirements with the skills and qualifications of people. At this
stage an indication is given that the interviews is about to be closed. The interviewers
evaluate the performance of candidate by using an assessment form and record their overall
impression based on notes taken during the interview session. The interview board members
rank all candidates and recommend candidate who is best suited to them. The basis of
preliminary selection is marks obtained in the oral test and their judgment about the
candidate’s suitability.
14
3.1 SOURCE OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources:
Internal Source:
When a vacancy arises in the organization, it may be given to an employee who is already on
the pay-roll. Internal sources include promotion, transfer and in certain cases demotion.
When a higher post is given to a deserving employee, it motivates all other employees of the
organization to work hard. The employees can be informed of such a vacancy by internal
advertisement.
External Source:
An external recruitment strategy is one which a human resources department will

systematically search the employee pool outside its own employees to fill positions. Many
firms will use advertisements in newspapers, job search websites, job fairs and referrals from
current employees to fill positions.
3.2 METHODS OF RECRUITMENT
There are two types of recruitment method. Those are:
Internal Recruitment Method:
i. Promotion:
The employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.
ii. Transfer:
The employees are transferred from one department to another according to their
efficiency and experience.
iii. Retired and Retrenched employees:
Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment such people
save time and costs of the organizations as the people are already aware of the
organizational culture and the policies and procedures.
iv. Upgrading and Demotion:
Company sometimes upgrade or demote present employees based on their
performance.
15
External Recruitment Method
i. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and higher
staff. Advertisement can be given in newspapers and online job sites. These
advertisements attract applicants in large number of highly variable quality.
ii. Educational Institutes:
Direct recruitment from educational institutions for certain jobs which require
technical or professional qualification has become a common practice. A close liaison
between the company and educational institutions helps in getting suitable candidates.
The students are spotted during the course of their studies. Junior level executives or
managerial trainees may be recruited in this way.
iii. Recruitment Agency:
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment
of executives and specialists.
iv. Employment Exchanges:
Government establishes public employment exchanges throughout the country. These
exchanges provide job information to job seekers and help employers in identifying
suitable candidates.
v. Labor Contractors:
Manual workers can be recruited through contractors who maintain close contacts
with the sources of such workers. This source is used to recruit labour for construction
jobs.
vi. Employee Referrals:
Many organizations have structured system where the current employees of the
organization can refer their friends and relatives for some position in their
organization.
vii. Recruitment at Factory Gate:
Unskilled workers may be recruited at the factory gate these may be employed
whenever a permanent worker is absent. More efficient among these may be recruited
to fill permanent vacancies.
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3.3 RECRUITMENT and SELECTION PROCESS OF CECL
Step 1: Identify Vacancy & Manpower

Requisition
Internal Process External Process
In Internal Process
Step 2: Corporate Affair’s Approval
recruitment start with
requisition from, job
analysis & performance
evaluation and end with Step 3: Job Advertisement
promotion.
Step 4: CV Collecting & Short Listing
Step 5: Conduct Interview
Step 6: Interview Feedback
Step 7: Recruitment Approval
Step 8: Appointment & Orientation
Figure: Recruitment & Selection Process
Concord Engineering and Construction Limited provide equal employment opportunity for
all Bangladesh citizens. It is the policy of the Company to attract, retain and motivate
qualified and skilled employees package and provides an equal opportunity for career
development to all employees. It is believed that in order to achieve the company’s goal there
must have efficient and high caliber human resources. Therefore the Company pays
maximum attention and efforts in recruiting highly qualified and competent employees who
are willing to face challenges in achieving Company’s goals. The role of human resource in
17
respect to attracting, retaining and motivating qualified and skilled employees is enormous.
The formulation and implementation of a sound employment policy have great importance in
the fulfillment of desired objectives.
3.3.1 Identify Vacancy and Manpower Requisition
Concord Engineering and Construction Limited identify vacancy with resignation/

separation/ dismissal/ termination/ promotion/ transfer from previous employees. The first
step for recruiting and selection process in Concord Engineering and Construction Limited
which is start from any kind of separation, or existing vacant position or opens a new
position. Based on the HR Planning respective Division/Department Head inform HR
on personnel requirement through Manpower Requisition form, after obtaining necessary
approvals from the Managing Director.
Requisition form contains some information such as:
 Name of the position

 Type of the employment: New or Replacement
 Status of the employment
 Job description
 Job specification
 Job location
This requisition is come from the department head which department need employee. In
requisition form respective/concern department justify what type of candidate they need and
what are the qualifications of the candidate such as education qualification, experience etc.
Also they mention type of employment, name of the position, location etc so before submit
the requisition concern department did manpower planning. After this initiator of the
department give requisition with purpose of recruitment and head of the department is
support the requisition, if the position is existing in the company.
The use of Recruitment Requisition Form was practiced before.
Existing position:
Respecting department will inform the HRD about any vacant position so that HR can co-
ordinates /notify the other offices of the vacant position Whenever needed, the Head of HR
review the available records if there is any Qualified and suitable candidate available from
Concord Engineering Construction Limited Internal sources or prospective external
candidates already identified earlier.
18
New position:
For new position each department follows the following procedures:
i) New employee position has to be discussed with Head of HR will in advance. In

case a new position needs to be created, then the Department Head will submit a
request to Head of HR for approval with proper justification attached with a
detailed job description.
ii) After receiving manpower requisition, it is forward to Managing Director.
iii) Upon the approval of Managing Director, HR recruitment process will begin or
whenever possible internal transferor promotion will be made to fill up the vacant
position.
iv) All new appointment must be in accordance with the approved department budget
and must be approved by the Managing Director and Head of HR give suggest
about the new position.
v) It is the function of HR to ensure consistency throughout the company in regard to
the creation of any new position. HR reviews and ensures that a position with
similar responsibility is placed in the same grade level.
3.3.2 Corporate Affair’s Approval
After getting manpower requisition from concern department HR prepare manpower planning
& organogram for that department where HRD show which position is currently vacant or
newly created. HR also prepare a forwarding letter, status of justification & job description
for required position and send all documents to Corporate Affair department to get approval
of recruitment from Corporate Affairs department.
3.3.3 Job Advertisement
After getting approval from Corporate Affairs’ department, Human Resource Department
(HRD post advertisement of the vacant/new position on newspaper, online job market place.
In advertisement they include:
i. Company name.
ii. Position/department.
iii. No of vacancy.
iv. A job description which contain duties and responsibilities of the job, role and its
relation to the department and organization.
v. Certifications and advanced degree are additional.
vi. Prior experience in a related area can be preferred.
19
vii. Minimum year of experience and age

viii. The minimum requirements should support the accomplishment of the essential
function:
o Organizational skills.
o Communication skills.
o Prior event planning experience.
ix. Salary range
x. Job location
xi. Dead line for application
3.3.4 CV Collecting and Short Listing
Human Resources Department go through CV shorting whenever they receive CV through

online or by mail and also some time CV is collecting internally. Human resource department
short listed CV based on educational qualification and experiences. After CV short listing
human resource department send those CV to the respective Head of the Department for more
scrutinize to select suitable applicant, date and time for interview.
3.3.5 Conduct Interview
Then the next step is the conducting interview for interview panel members. After CV sorting
Head of the department send those CV’s to the Head of HRD for conducting an interview.
Who will assist the interview is determined by the policy. Head of HRD select panel
members by discussed with management or concern department head. Basically there are
three interview panel members. One member come from concern department head, one is
head of HRD and another member is specialized of the area.
Preparing for the Interview:

i. Call for interview:
Invite all shortlisted candidates to face interview who were selected by the respective
department.
ii. Prepare interview schedule:

Make interview schedule in which the Designation, time, date, place, interview panel,
name of the interviewee with their cell number and designation and name of present
company are included.
iii. Make distribution of schedule:

After making the interview schedule it should be distributed to the interviewer,
reception and security check.
20
iv. Prepare Synopsis:

Make synopsis of the selected candidates that contain the name, address, cell phone
number, designation, age/date of birth, educational qualifications, year of experience,
name of the previous employers. Synopsis helps the interviewer to know the details
about the interviewee at a glance
v. Organize interview room:

In the day of the interview HRD arranged the interview room so interviewers need
not to face any kind of problem. Some things are needed in the interview room like
individual file for every member of panel which contain synopsis and resume of
every candidates, bell, stapler, white papers, calculators, first interview form etc.
Usually the selection & recruitment process in Concord Engineering and Construction
Limited is done in two ways depending on the nature of the job of the vacant position.
Therefore, the recruiting process of Concord Engineering and Construction Limited can be
classified to 2 types:
i. Written Test/ Practical Test

ii. Viva
Most of time Concord Engineering and Construction Limited take Viva test. In this method
the interviewer expects that the applicant should have good communication skills, has good
job knowledge and they negotiate with applicant about benefits. And they find out whether
he/she is suitable for the organization or not.
These tests measures:
i. The general ability to solve abstract problems and are considered the most reliable
predictor of a person´s learning potential.
ii. Ensure that candidate has mental capacity to deal with new problems.
iii. Evaluate the necessary abilities to undertake specific tasks and among the most used
are those of verbal and numeric aptitude, abstract reasoning, attention, memory,
space perception.
iv. Analyze the character or temperament of a person (emotional stability, extrovert
personality, self-confidence, independence, sociability, self-control, leadership
qualities) and which are used as predictor of their behavior in the job position.
These tests will enable us to know whether a candidate if selected, would be suitable for a
job, which may be clerical or mechanical.
21
SELECTION PROCESS
Sorting of applications based on specific Criteria
Preparation of preliminary selected list
Conducting Interview
Closing and Evaluation
Issuing Appointment Letter
By selecting right candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.
3.3.6 Interview Feedback
After conducting interview human resource department prepare interview feedback.

Interview panel select the suitable candidate for the position. Human resource department
provide interview form to the Panel member where they mention the candidates name,
position, present salary (if he/she current job holder), expected salary and give the comment.
In interview feedback panel members mark applicant knowledge about the job,
communication skill, percentage (%) of accuracy give answer the question and know about
the notice period about joining. Most of the time head of human resource department give
comment in interview form about candidate.
22
Human resource department of Concord Engineering and Construction Limited follow two
types of interview feedback format:
i. Note feedback:
In note feedback they mentioned the name of panel member, date of interview and the
position. Then they give a short description about shortlisted candidates like Name, Present
Position & Present Employer of the Candidate, proposed position by panel member, year of
experience, educational background, present salary, expected salary which is negotiable or
not and notice period for joining.
ii. Scoring feedback:
In scoring feedback human resource department mentioned the name of panel member, date
of interview and the position, name of the candidates, present position & present employer of
the Candidate, their Academic Qualification, Institution & Passing Year, age, present salary,
negotiated salary and notice period for joining. The main part of this scoring feedback is that
the Panel member scored the candidates on the basis of their ability which include:
i. Job Knowledge both in theory & practical
ii. Accuracy in replying to the asked questions relevant to the position interviewed
iii. Communication Skill
iv. Maturity to hold the position
After preparing interview feedback HRD send that to interview’s panel members for
signature & wait for further instruction.
3.3.7 Recruitment Approval
After getting signed interview feedback copy from interview’s panel member human resource
department prepare recruitment approval for selected candidate (s) and send to Managing
Director for approval. Before that human resource department negotiate with candidate about
salary and other benefits.
3.3.8 Appointment and Orientation
After getting approval of recruitment from Managing Director human resource department
call selected candidate to know when he/she can join and after that human resource
department issued appointment letter on behalf of management.
On the date of joining human resource department give candidate (s) an orientation about
organization, organization rules, employee’s benefits etc.
23
3.4 RECRUITMENT POLICY OF CONCORD ENGINEERING AND CONSTRUCTION LTD.
Human resources are recruited according to the need. All the Directors and Head of the
Department of the different company & projects site together and take decision whether the
requested manpower is necessary to be recruited or not. The recruitment certain number of
manpower has to be justified.
Recruitment Policy:
i. The interview board will with The Head of Department of that post, The Supporting
Department Head and The Head of HRD.
ii. The new recruited will get the probationary period of one year
iii. Appointed employee can’t do anything office time or any other jobs in other
company.
24
CHAPTER- 4
FINDINGS, RECOMMENDATIONS
AND CONCLUSION
25
4. FINDINGS OF THE STUDY
Positive Findings
i. Human resource department is very alert for selecting candidates and also the
process is very transparent so that they can choose the best candidates among
applicants.
ii. When Concord Engineering and Construction Limited search for any experienced
people they give more concentration on Previous experienced, Educational
background, length of services etc so that human resource department can select
the most suitable experienced people.
iii. When human resource department of Concord Engineering and Construction
Limited select entry level candidates than they concentrate more on pro-activeness,
creativeness, ideas which related with the post.
iv. Human resource department of Concord Engineering and Construction Limited
have its own CV bank. At the time of selection process they collect CV form the
bank.
v. In the recruitment process there is no bias so there are higher possibilities to be
selected without having any back up.
Negative Findings
i. Strong influence of external references in some cases.

ii. Insufficient manpower in human resource department.
iii. Sometimes recruitment and selection of employees become time-consuming.
iv. Human resource department of Concord Engineering and Construction Limited
does not have proper succession plan.
v. In some cases human resource department of Concord Engineering and
Construction Limited does not attract more candidates for recruitment because of
poor salary structure.
26
4.1 RECOMMENDATIONS
i. Different sources of recruitment should be utilized.

ii. They should increase the manpower of human resource department to handle the
regular operation smoothly.
iii. Make proper succession planning to ensure right people are placed right place at right
time.
iv. Human resource department of Concord Engineering and Construction Limited firstly
should look at company’s existing manpower while searching candidates for any
senior level position.
v. Make salary structure more attractive to the employees by doing competitor (s)
analysis yearly so that company can attract more candidates for recruitment.
vi. The recruitment and selection procedure of Concord Engineering and Construction
Limited should be standard and short.
27
4.2 CONCLUSION
Concord Engineering and Construction Limited is careful for enough benefit for their
employee, ensures a safe and good working environment and makes a friendly and helpful
environment for career development. Human Resource Management (HRM) is the part of
any organization that is concerned with the “people dimension”. Its role is to provide
assistance in Human Resource Management (HRM) matters and directly involved in
producing organization goods and services. Concord Engineering and Construction Limited
are composed of sincere and efficient workforce. According to their service, acquiring their
knowledge, developing the skills, motivating to high levels of performance and ensuring that
they continue to maintain their commitment to the organization are essential in achieving
organizational objective. Selection process is good but it should also be modified according
to the requirements and job profile so that main objective of selecting the candidate could be
achieved.
Concord Engineering and Construction Limited have a very discipline, strong and very well-
managed Human Resource Department (HRD). Matching with requirement of modern era, it
has technology and efficient workforce which are the main component of success. The
organization is rapidly growing with prosperity. Human Resource Department of Concord
deals the workforce with very efficiently. In Concord Engineering and Construction Limited
All employees recruited here based on their academic and professional background but
management should be differentiate them based on their performance and promote them by
giving an upper post. In this way they are evaluated and motivated their employees. Concord
Engineering and Construction Limited can take pride for their successful business work
because they have built lot of historical structure in Bangladesh.
28
BIBLIOGRAPHY
i. HRD team of Concord Engineering and Construction Limited
ii. http://www.concordgroup.net
iii. http://www.baci-bd.org/member_details.php?mem_id=4
iv. http://www.businessdictionary.com/definition/recruitment.html
v. http://www.businessdictionary.com/definition/training-and-development.html
vi. http://www.whatishumanresource.com/Human-Resource-Management-functions
vii. http://yourbusiness.azcentral.com/key-functions-hr-department-1146.html
viii. http://www.workplacedynamics.com/general%20human%20resources%20compliance.php
29
APPENDIX
Job Advertisement
5%
Online Job Market

Newspaper
95%
Figure: Job Advertisement
30

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Evaluation of Recruitment and Selection Process

of Concord Engineering and Construction Limited

Date of Submission: 30 November 2014

Sheikh Md. Abdur Rahim

Subject: Submission of the internship report.

Md. Monir Hossain

©Daffodil International University

I wish him every success in life.

Sheikh Md. Abdur Rahim

©Daffodil International University

I would like to thank my honorable internship supervisor, Sheikh Abdur Rahim,

©Daffodil International University

©Daffodil International University

SL No. Topics Page No.

7 1.2 Origin of the study 03

8 1.3 Objective of the study 03

10 1.5 Methodology 03-04

11 1.6 Limitations of The study 04

12 Chapter-02: Company Profile 05-12

14 2.1 Management of Concord Engineering and Construction Ltd. 08

15 2.2 Location of Concord Engineering and Construction Ltd. 08

16 2.3 Brief organogram of Concord Engineering and Construction Ltd. 09

17 2.4 Departments of Concord Engineering and Construction Ltd. 10

18 2.6 Project at a glance of Concord Engineering and Construction Ltd. 11

20 2.8 SWOT analysis of Concord Engineering and Construction Ltd. 12

21 Chapter-03: Analysis 13-24

23 3.1 Source of Recruitment 15

25 33 Recruitment & Selection process of Concord Engineering and Construction Ltd. 17

27 3.3.2 Corporate affairs approval 19

29 3.3.4 CV collecting and short listing 20

30 3.3.5 Conduct interview 20-21

31 3.3.6 Interview feedback 22-23

32 3.3.7 Recruitment approval 23

33 3.3.8 Appointment and Orientation 23

34 3.4 Recruitment Policy of Concord Engineering and Construction Ltd. 24

35 Chapter-04: Findings, Recommendations and Conclusion 25-28

©Daffodil International University

Human Resource Management is also a strategic and comprehensive approach to managing

Human Resource Management is moving away from traditional personnel, administration,

Human Resource Management is dealing with several activities of an organization. One of

1.2 ORIGIN OF THE STUDY

1.3 OBJECTIVES OF THE STUDY

The study has been undertaken with the following objectives:

i. To investigate the recruitment and selection policies of Concord Engineering and

1.4 SCOPE OF THE STUDY

i. Observation during the internship period.

I collected data by browsing websites, particularly from the websites of Concord

i. Various HR related websites and forum.

1.6 LIMITATIONS OF THE STUDY

i. Limited sources of data.

2. CONCORD ENGINEERING AND CONSTRUCTION LIMITED AT A GLANCE

To improve the quality of life of the people of Bangladesh.

i. Changing the skyline.

i. To operate a robust, financially sound and sustainable Housing Company.

2.1 MANAGEMENT OF CONCORD ENGINEERING AND CONSTRUCTION LTD.

Deputy Managing Director

2.2 LOCATION OF CONCORD ENGINEERING AND CONSTRUCTION LTD.

2.3 BRIEF ORGANOGRAM OF CONCORD ENGINEERING AND CONSTRUCTION LTD.

MIS Commercial Finance HRD Marketing Corporate

Legal Engineering Admin

Figure: Organizational Chart

2.4 DEPARTMENTS OF CONCORD ENGINEERING AND CONSTRUCTION LTD.

These departments are: