Internship Report

On

Exploring Selective HR Practices and Its Impact on Performance at Rtsoft.BD Ltd.

Prepared for:

Abu Md. Abdullah

Assistant Professor,

Faculty of Business Administration

Eastern University

Prepared by:

Sumaya Akter

ID: 181200062

BBA

Human Resource Management (HRM)

Faculty of Business Administration

Date of submission: 7-10-2020

 LETTER OF TRANSMITTAL

August 07, 2016

Abu Md. Abdullah

Assistant Professor

Faculty of Business Administration,

Eastern University

Sub: Submission of internship report on ―Exploring Selective HR Practices and Its Impact on
Performance at Rtsoft.BD Ltd ‖.

Dear Sir,

With due respect and humble submission, I am the students of the Faculty of Business
Administration are delighted to submit the internship report on “Exploring Selective HR
Practices and Its Impact on Performance at Rtsoft.BD”. It is my immense pleasure to inform
you that I have completed this report under your kind and constructive direct supervision.

Now I would like to place the report before you for your kind approval. I hope and pray that, this
report will meet your expectation.

Sincerely Yours

………………………………..
Sumaya Akter

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 LETTER OF AUTHORIZATION

This is to certify that the dissertation on “Exploring Selective HR Practices and Its Impact on
Performance at Rtsoft.BD Ltd”is done by Sumaya akter, ID No: 181200062 as a partial
fulfillment of requirement for the degree of BBA, major in HRM, from Eastern University. The
dissertation has been carried out under my guidance and is a record of the sincere work carried
out successfully.

………………………………..
Abu Md.Abdullah
Assistant Professor
Faculty of Business Administration
Eastern University, Dhaka.

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 STUDENT DECLARATION

I declare that the Internship Report on “Exploring Selective HR Practices and Its Impact on
Performance at Rtsoft.BD” embodies the result of my own research works. I have found the
study is quite attention-grabbing, beneficial & insightful.

I tried my level best to prepare an effective & creditable report. I welcome your entire query &
criticismon the report is beneficial for me as it will give me the opportunity to learn more and
enrich myknowledge. I hope you will consider the mistakes that may take place in the report in
the spite of my besteffort.

Sincerely Yours

………………………………..
Sumaya Akter
ID-18100062
Bachelor of Business Administration
Eastern University

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 ACKNOWLEDGMENT

I would also like to thank my host organization supervisor BH Engr.Ripon ,Manager, Business
Development Team of Rtsoft.BD Ltd. for providing me an opportunity to work in his team as
an intern. I also like to extend my gratitude to the employee of others team like Teach team, QC
team, Designer team, administrator & logistic support team helped me to learn many new things
during my internship program. And, also special thank goes to our operation manager Md.Arif
Mia, HR manager Ashrafun Nayem. Finally I would like to thank all of the employees at
Rtsoft.BD Ltd. and friends who helped me to prepare this report directly and indirectly.

Last but not the least; I would like to thank those people who took part in survey and made this
report fruitful by providing their valuable insights

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 EXECUTIVE SUMMARY

Bangladesh is a developing country in south Asia. Its economy depends mostly on agriculture. In
the earliest period jute and tea industry were very raising industry. But the scenario is changed.
Now our economy mostly depends on Ready Made Garments industry. Apart from garments
industry outsource company (deliver different kinds of service) is a raising industry in
Bangladesh. So the scenario is changing. They are also contributing to earn foreign exchange in
our country. Rtsoft.BD Ltd. is one of the leading outsource company based on graphics design
service, deal with different countries. Human resource management focuses on the most key
element of the organization. There are several resources needed by the organization but most
effective one is the human resources. Human resource functions are broadly recognized by all
organization, among these important functions job analysis, recruitment & selection is a
remarkable one. The report has been titled as: “Exploring Selective HR Practices and Its
Impact on Performance at Rtsoft.BD Ltd” based on the qualitative and exploratory in nature.
Outsourcing is a business practice in which a company hires another company or an individual to
perform tasks, handle operations or provide services that are either usually executed or had
previously been done by the company's own employees. However, the current scenario of HRM
practices is far below than the expected level in the outsource firm of Bangladesh. Based on the
significance of the purpose and perception of PAS in the outsource sector, the study is titled as to
identify the Employees Perception and Purpose of Performance Appraisal System. In this study
data about employee‘s perception and purpose of performance appraisal system of Rtsoft.BD
Ltd. have been collected. The study has tried to make the sample data as heterogeneous as
possible for a perfect analysis; that‘s data were collected from employees of all the associated
departments such as HR, Operations, Accounts, QC department etc. The aim of this study is to
find out the employee‘s perception and purpose of performance appraisal system of Rtsoft.BD
Ltd. The study showed that the performance appraisal system at Rtsoft.BD Ltd. facilitates the
administrative purpose and enhance employee development. Besides, it‘s also important for the
employee's goals as well as organizational objectives. Although employees are committed and
willing to participate in a PA system but there are some errors present in the system which needs
to be dealt with first. After analyzing all the data it can be concluded that the performance
appraisal system at Rtsoft.BD Ltd. is helpful to carry out the administrative activities and
employee development. But they need to work on some issues to make it more fruitful such as

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find out the type of errors and take corrective actions and revise the overall system time to time.
In this report, Rtsoft.BD Ltd. to identify the actual scenario and take necessary steps so that they
can overcome the gaps in the process of HR practices to ensure more effective and efficient
performance. Besides this case study can be also helpful for future researchers to get some
definite ideas about the HR practices and its impact on performance. The report has been a
means of significance, because it has contained so many dimensions including; describing the
key areas of assessment with relevant criticism and some realistic recommendations based on
descriptive assumptions. A perennial challenge for HR is the importance of showing that the
application of good HR practices contributes to better organization performance. The motivation
has been to prove that HR rather than being a cost to the organization „adds value‟. Most of the
research in this area is based on the premise that good HR practices enhance the motivation and
commitment of staff which in turn impacts positively on productivity and performance at
Rtsoft.BD Ltd-

In chapter one, defines HRM roles in the organization, HR origin, some theoretical prospects
about the HR, present and future aspect of outsource industry. Defines the board objective and
some specific objectives regarding my research area. Try to find out selective HR practices and
its impact on performance at Rtsoft.BD through the job analysis, recruitment and selection,
observes the some scholar articles, view point of HR policy and practices in the work area, list
down some scope and limitation about the study; to explore and get a clear understanding about
HR practices and its impact on performance at Rtsoft.BD Ltd. On the other hand time, lack of
sufficient information, some administrative privacy was the main limitations.

In chapter two, fulfilled the organizational overview, hierarchy position, mission, vision, and
goal, prospect their services as well. And also the relevant study structure about the title of this
report Exploring Selective HR Practices and focus Its Impact on Performance.

In chapter three, describes the research methodology used to collect and analyze the data
required to address the research questions and to test the hypothesized relationships developed in
this study. The chapter begins with a discussion of the research design, followed by the
population from which data will be collected and the approach used in sample selection. Finally,
the choice methods of data analysis are discussed and report writing pattern describes as well.

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In chapter four, the overall goals were firstly to establish the significance of the general field of
study, then identify the selective HR practices such as job analysis, recruitment and selection
process at Rtsoft.BD Ltd and its impact on performance at every level of working area.

In chapter five, conclusions drawn on the basis of the analyses given in earlier chapters are
given. Based on the conclusions, wherever possible, suggestions are given. Hence human
resource management is vital to the organization. Efficient management of the finances and
markets depend upon human resources. Hence there is the need for effective management of
human resources irrespective of the size and nature of the organization.

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 TABLE OF CONTENT

Particular Page
Chapter 1: Introduction
1.1 Background
1.2 Objectives of the study
1.3 Rationale of the study 11-14
1.4 Scope and Limitation

Chapter 2: Literature Review

2.1 About the organization
16-20
2.2 Review of other relevant study

Chapter 3: Methodology
3.1 Description of data
3.2 Survey period
3.3 Sample Selection Procedure
3.4 Sample size 22-23
3.5 Analysis tools used

Chapter 4: Result and Analysis

4.1Literature Review
4.1 Result and interpretation 25-29
4.2 Findings
Chapter 5: Conclusions and Recommendations
5.1 Recommendations 31-32

5.2 Conclusions

Bibliography 33

References 33-34

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 Chapter One

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 CHAPTER-1: INTRODUCTION

 1.1 BACKGROUND OF THE STUDY

The basic idea of HRM is first appear from 1980s; and defined in very simple term as managing
people in organization and now in modern society, technological changes and production of
product and services demand more than just managing people in an organization (Newell and
Scarbrough, 2002). The term ‗Human Resource Management‘ and ‗Human Resource‘ emerged
after replacing the term ‗Personnel Management‘ with almost same definition of managing
people in an organization; it is a deliberate and consistent approach of managing organizational
imperative asset (i.e. people) in order to operate business smoothly and achieve objectives which
functions through human resource system including HR strategies, HR policies, HR process, HR
practices and HR programs (Armstrong, 2006). HRM systems can be drive through
organizational competencies to permit firms and industry to discover and utilize existing and
upcoming opportunities (Ulrich and Lake, 1990). Organizational effectiveness, Human Capital
management, Knowledge Management, Reward Management, employee relations, Meeting
Diverse needs, bringing the gap between rhetoric and reality are the specific aim of human
resource management (Armstrong, 2006:8). ―Consider all human abilities to be either innate or
acquired. Every person is born with a particular set of genes, which determines his innate ability.
Attributes of acquired population quality, which are valuable and can be augmented by
appropriate investment, will be treated as human capital‖. (Schultz, 1981, p.21 quoted in fitz-enz,
2000, p. xii).

The outside company, which is known as the service provider or a third-party provider, arranges
for its own workers or computer systems to perform the tasks or services either on site at the
hiring company's own facilities or at external locations. Companies today can outsource a
number of tasks or services. They often outsource information technology services, including
programming and application development as well as technical support. They frequently
outsource customer service and call service functions. They can outsource other types of work as

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well, including manufacturing processes, human resources tasks and financial functions such as
bookkeeping and payroll. Companies can outsource entire divisions, such as its entire IT
department, or just parts of a particular department. Outsourcing business functions is sometimes
called contracting out or business process outsourcing. Outsourcing can involve using a large
third-party provider, such as a company like IBM to manage IT services or FedEx Supply Chain
for third-party logistics services, but it can also involve hiring individual independent contractors
and temporary office workers. Billah & Islam (2009) reported that HR practices have a
remarkable impact on hierarchical responsibility and employee turnover. Bangladeshi economy
is going to change drastically due to stepping into the digital economy in the coming years.
There‘s a huge global market for IT outsourcing and Bangladesh has already become the second-
largest supplier of the online service provider, according to the Oxford Internet Institute (OII).
There are 500,000 active freelancers who are working regularly, out of 650,000 registered
freelancers in the country. These active freelancers are generating $100 million annually,
according to the Bangladesh ICT Division. We are 2nd to India but serving 16% of the global
market at this point in time. Many countries now are focusing on different sectors of freelancing
services. For instance, technology and software development is dominated by Indian freelancers,
while Bangladesh is the top supplier of sales and marketing support services but IT outsourcing
is also there. And IT outsourcing / Bangladeshi software development industry is also stepping
up to compete and grow even far in the global competition.

Based on the significance of the selective HR practices such as job analysis, recruitment &
selection in this area, the aim of the research is to explore and get a clear understanding about
HR practices and its impact on performance at Rtsoft.BD Ltd.

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 1.2 THE OBJECTIVS OF THE STUDY

The broad objective of the study is to: “Exploring Selective HR Practices and Its Impact on
Performance at Rtsoft.BD Ltd”.

The specific objectives are:-

1. To identify the job analysis process at Rtsoft.BD Ltd.

2. To explore the recruitment procedure at Rtsoft.BD Ltd.

3. To find out the selection steps at Rtsoft.BD Ltd.

4. To evaluate the impact of selective HR practices like Job analysis, recruitment and
selection on the performance at Rtsoft.BD Ltd.

 1.3 THE RATIONAL OF THE STUDY

In recent years, scholars and practitioners have increasingly recognized the importance of
effective human resource management practices for organizational performance (Grant, 1996;
Hitt, Biermant, Shimizu, & Kochhar, 2001). In particular, strategic human resource management
(SHRM) scholars have suggested that organizations can use performance and commitment
oriented human resource (HR) practices to drive organizational effectiveness (Becker & Gerhart,
1996; Dyer & Reeves, 1995; Wright, Dunford, & Snell, 2001)—a claim now supported by a
large body of field research (e.g., Delery & Doty, 1996; Huselid, 1995; MacDuffie, 1995), as
well as subsequent confirmatory reviews and meta-analyses of this literature. However, studies
of the selective HR–practices have provided proper insight into the effects of performance. HR
systems on the more proximal employee outcomes that they are likely to affect most directly
.Thereby leading to gaps in the field‘s understanding of the mechanisms linking HR practices to
performance. Although a few recent empirical studies have provided support for the claim that
high-performance HR practices work most immediately through employee attitudes and
behaviors such as job satisfaction, affective service-oriented citizenship behaviors, turnover and
social exchange . Recent theoretical work on the HR–performance causal chain suggests that

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these studies may oversimplify the relationships between HR practices and employee outcomes.
Furthermore, empirical work has demonstrated that employees‘ perceptions of HR practices
significantly vary from managerial reports of the HR practices in use (Liao, Toya, Lepak, &
Hong, 2009). Thus, whereas recent empirical studies linking managerial reports of high-
performance HR practices to employee outcomes are methodologically consistent with previous
SHRM research and valuable for their contribution to our understanding of the beginning steps
of the HR–performance causal chain, additional work is still needed assessing the role of
employees‘ perceptions of HR practices in determining their attitudinal and behavioral.

 1.4 SCOPE AND LIMITATIONS

 Scope
Based on the significance of the selective HR practices in the Outsourcing Industry, the aim of
the research is to explore and get a clear understanding about HR practices and its impact on
performance at Rtsoft.BD Ltd. It will help the policymakers of Rtsoft.BD Ltd. to identify the
actual scenario and take necessary steps so that they can overcome the gaps in the process of HR
practices to ensure more effective and efficient performance. Besides this study can be also
helpful for future researchers to get some definite ideas about the HR practices and its impact on
performance in this area.

 Limitations
As it‘s a qualitative analysis but I have worked only one organization and data size is also
minimum so I will not have a specific result. Limitation of time creates constraints to make an
intensive study. But in the future, if I can work with multiple organizations with a large number
of data, I can have a more reliable and valid result of the study.

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 Chapter Two

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 CHAPTER-2: LITERATURE REVIEW

 2.1 ORGANIZATION OVERVIEW

 Rtsoft.BD Ltd.
Rtsoft.BD Ltd has been co-founded by like-minded resources, to provide value to business. They
are committed to provide superior service to your business, to your everyday operations, to every
business needs, that need to be connected with customer. Rtsoft.BD Ltd. committed to provide,
untapped business excellence through machine learning and connectivity to businesses, helping
the businesses move forward to the next revolution. They are providing services for: internet
connected device, Customized Application Development, Static and Motion Graphics design,
Mobile App development in all platform and Data Science as Service. Excellent service is our
commitment to your business, and by doing so, help the business achieve more in every aspect
possible.

Rtsoft.BD Ltd (Clipping Path Zone) provides solution for images. They provide different kinds
of services like Clipping path, Image masking, Photo retouching, Neck joint, Book magazine,
Natural shadow, Vector, Color correction, photo restoration etc. Be it simple or super complex,
they provide what you want, how you want and just in time. For business or personal, they
provide different level of professional graphic editing services, within the budget.

They have 60+ full time highly skilled experienced professionals providing different level of
services including all types of clipping path, image masking Image colorization, Raster To
Vector, Photo Retouching and other editing services. Clipping Path Zone serves 24×7 all
throughout the year. Rtsoft.BD Ltd. production site is at a low labor cost region in Bangladesh.
They have a management team also located at the production site. So they are able to provide the
best customer service.

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  The vision of Rtsoft.BD Ltd.
-Reliability, efficiency and quality are the core values of our team and they are at
the heart of everything we do.

 Organizational structure

Managing Director /Chairman

Top Management Chief Operation Officer
Chief Finance Officer

Executive Level Management General Manager

Assistant General Manager

Sr. Manager
Mid - Level Management Manager
Deputy Manager

Designer Trainee
Junior Level Management Sr. Designer
Quality Controller

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  2.2 REVIEW OF OTHER RELEVANT STUDY

In the age of knowledge economy, the most significant resource of the organizations is human
resource. Human resource has become requisite for success of any organization (Moyeen and
Huq 2001; Schuler 1990; Werther and Davis 1996). Katou (2008) conducted a study to find out
the impact of HRM practices on organizational performance especially in the manufacturing
sector of Greece. The summery of the survey find out the relationship between HRM practices
(resourcing and development, compensation and incentives, involvement and job design) and
organizational performance is partially reconciled through HRM outcomes (skills, attitudes,
behavior), and it is influenced by business strategies (cost, quality, innovation).

The study came to an end with the conclusion that HRM practices are associated with business
strategies which will affect organizational performance through HRM outcomes. Many studies
have been conducted to explore the HR practices and its proper implementation throughout the
world in different organization & management related sectors along with Outsourcing Industry.
Billah & Islam (2009) reported that HR practices have a remarkable impact in hierarchical
responsibility and employee turnover. Sabbir (2015) conducted a study to find whether the
Outsource sectors in Bangladesh follow the HRM rules and regulations properly. It also looked
for either HRM is valued by these sectors in Bangladesh or not. The study concluded that there is
enough opportunity to maintain the HRM practices in this sector for a better and brighter future
of Outsource sector in Bangladesh. But the implementation and maintenance of HR practices in
this sector is still a burning question. A similar study was conducted by Majumder (2012) to see
the current HRM practices (recruitment and selection process, compensation , security of job,
growth of career, training and development, management style, job design and responsibilities,
reward and motivation and working atmosphere) and its impact on employee‘s satisfaction in the
private sector in Bangladesh. As per the study most of the employees are dissatisfied with
organizational compensation package followed by reward and maintenance, career advancement,
training and development, management approach, and job designand assign responsibilities.
Hussain and Rehman (2013) analyze the relationship between work effectively for the

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organization and the HRM practices implemented on employee‘s intention to stay in the
organization. The study found that factors having intense contribution in developing the
employees‘ desire to stay in organization are HRM practices viz-a-viz: person-organization fit,
employment security, communication and training and development. HRM practices and
employees‘ retention are positively inter related and such practices enhances employees‘ retain
ability of organizations. Firm performance is continuously influenced by HR practices via
employee skills, attitudes or motivation (Park ET al.2003). The way HRM practices provide an
edge to employee‘s commitment towards an organization goal in the global competitive market
are revealed by Lamba and Choudhary (2013). The study found that organizational commitment
are significantly affected by HRM practices such as training & development, compensation and
welfare activities and are associated with superior organizational performance, which help in
retention of knowledgeable and skilled employees. It is vital for the high performance movement
& other work reforms effort that focus on employee involvement to recognize the crucial role
those job characteristics can play in shaping the performance of employee and ultimately of
organization (Cappelli and Regovsky, 1998). The purpose of this report is to give insight of
HRM role in the organization. Its significance to the employee‘s performance, HR planning
involving recruitment and selection strategies, employee relations has been discussed afterward.
Then the report discuss in depth framework of HR legislation and its use to maintain remarkable
HRM practices. Moving to the discussion on importance of HRM, its vital role can be seen in
organizational success, employee satisfaction, employee performance and high level of
productivity. This can further be noticeable in organization‘s competitive advantage and in
meeting business goal. HR seeks to assist the management in managing the employees
effectively and advise them to deal with an array of problems, and difficult situations. High level
of performance can only be achieved when right persons are taken into service for their interest
or specialization area job (Zaidi, 2011). The assumption that supports the practice of HRM is that
people are the organization‘s key resource and organizational performance largely depends on
them, as we see before in the resource-based view theory. As Armstrong and Taylor, (2014)
affirms, if an appropriate range of HR policies and processes are developed and implemented 33
effectively, then HR will make a substantial impact on firm performance. Assuming that, in the
context of globalization, human resources and their management are vital to achieve sustainable
competitive advantage, many of HRM research efforts have been directed to understand HRM

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and performance link. In spite of the statistically and managerially significant relationships
between two variables and growing number of research demonstrating that HRM practices can
serve as a value-creating function, still there remains considerable space for improvement this
understanding. Although all the theory reviewed before, the theories and approaches used trying
to linking HRM and performance do not provide answers to huge amount of questions in relation
on how the two variables studied are linked.

Taher and Arefin examined the recruitment and selection process of Bangladesh Open
University (BOU).They emphasized on proper R and S because it constitutes the most important
features of HRM and the cost of improper recruitment and selection is also very high. Finally,
they recommended that BOU should set a full-fledged HR department with experienced and
competent people, formulate HR plans, and introduce computerized HR system to improve the
recruitment and selection process of BOU. A similar study assessed the recruitment and selection
practices of Square Pharmaceuticals Ltd (SPL).SPL practiced both internal and external sources
of recruitment. About 60% positions of SPL (which were mainly field level positions) were filled
externally through newspaper advertisements. The rest of the positions were filled internally by
employee referrals, and references of reputed personnel and senior management. It did not use
internet for this purpose. SPL used different tests such as written test, communication skill test,
interview, alcohol/drug test, medical checkup, reference check, and skill test in selecting right
people for the right posts. Rab explored the personnel (HRM) practices of 24 small enterprises
operating in Dhaka. He identified that in case of recruitment, personal contact was the primary
means (58%) followed by advertisement in newspaper (21%), walk-in (13%), and company
notice board (8%). All the enterprises, except one, used work sample test and interview for the
selection of employees. On-the-job training was observed to be the most widely used one. The
employee turnover was very low (less than 10%) in 92% of enterprises. Most of the enterprises
(87.5%) paid one or more types of allowances in addition to salary. Nearly 7% enterprises paid
festival bonus, 20% paid medical allowance, and 20% provided pay increment. A case study
was conducted on the overall personnel management (HRM) practices of Khulna Hard Board
Mills Ltd. It discussed about the job analysis, recruitment, selection, training and
development, compensation, labor relations, and safety and health. The researcher unearthed
different problems related to personnel management practices of the mill such as conflicts in
personnel department, disproportionate span of supervision, inappropriate grade, high rate of

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absenteeism, antagonistic feeling of local workers, inadequate training programs, lack of skill
audit, nepotism and favoritism in promotion and selection of employees, poor industrial
relations, inadequate compensation, and poor safety and health services.

Chapter Three

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 CHAPTER-3: METHODOLOGY

 3.1 DATA SOURCE

There are two sources of date use in this report. These are given below:-

 Primary data
-Interview

 Secondary data
-Different websites; including company website:https://rtsoftbd.com/and
https://clippingpathzone.com/
-Various journal articles and research papers
-Official documents

 3.2 SURVEY PERIOD

The time period of the survey was three days. At first interview was taken on 18.09.2020, second
interview was taken on 27.09.2020 and then on 02.10.2020the third interview was taken at
Rtsoft.BD Ltd

 3.3 SAMPLE SELECTION PROCESS

The report is qualitative and exploratory in nature. Sample taking method is convenient in
research nature. A Qualitative research is a scientific method of observation to gather non-
numerical data. This research answers why and how a certain phenomenon may occur rather than
how often. Exploratory research is meant to provide details where a small amount of information
exists. It may use a variety of methods such as trial studies, interviews, group discussions,
experiments, or other tactics for the purpose of gaining information. The company was chosen

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followed by convenient technique which means subjects are selected because of their convenient,
accessibility and proximity to the researcher. The respondents of the survey were administrative
staffs of different departments at Rtsoft.BD Ltd.

 3.4 SAMPLE SIZE

Here the sample size is 30. It includes 2 HR personnel from the HR department, 1 from
operations department, 1 from business development department, 2 accounts personnel from
account department and 24 employees from the designer team at Rtsoft.BD Ltd

 3.5 ANALYSIS TOOLS USED

It‘s a qualitative research that refers is simply the process of examining qualitative data to derive
an explanation for a specific phenomenon. Qualitative data analysis gives an understanding of
research objective by revealing patterns and themes in the data.

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 Chapter Four

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 CHAPTER-4: ANALYSIS

 4.1 JOB ANALYSIS

A job analysis is a systematic exploration of the activities within a job. This is used to define the
duties responsibilities and accountabilities of a job. Job Analysis plays an important role in
recruitment and selection, job evaluation, job designing, deciding compensation and benefits
packages, performance appraisal, analyzing training and development needs, assessing the worth
of a job and increasing personnel as well as organizational productivity. Job analysis provides
valuable information data relating to the content and skill requirement of jobs which help to
bring about improvements in the engineering design of jobs. It provides information which
enables the management to change jobs in order to permit their being manned by personnel with
specific characteristics and qualifications.

 Job analysis process of Rtsoft.BD

Rtsoft.BD Ltd. has systematic job analysis, which consists of job specification, job description
and job evaluation. Recruitment process ideally begins with the analysis of job description and
person specification for that job. A job description and analysis of person specification provide
the foundation for stipulating the job title and salary scale of the position.

 Job Description

Rtsoft.BD Ltd. has structured job description, which includes the job title, the duties to be
performed, the authority and responsibilities of the jobholder. For example, the duties of the
Head of Recruitment & Selection are to recruit and select right candidates for the company
as per business need. It is written in the job description that the person has to be at minimum
manager level and will supervise two deputy manager and two officers; under the Director,
Human Resources.

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  Job Specification

Job specification defines the education, training, experience and competencies required by the
jobholder. The job specification is vital, because the key part of the job specification, established
at the beginning, is used in structured selection interview. The job specification of Rtsoft.BD
Ltd. is mainly prepared by SMT and written in the service rule of organization.
The following information is specified in the job specification:
 There are minimum educational as well as experience qualification for every post from
MD to Assistant. For example, for lateral entry an applicant for the post of manager
should be a Masters and should have 5+ years of experience in similar positions.
 There are also required qualifications for promotion in a certain post.

 Job Evaluation

The compensation package of Rtsoft.BD Ltd. is based on the job evaluation. At the time of
establishment analyzing all the characteristics of every post the compensation package has been
developed. In this process the jobs with common demands in terms of skills, education and other
personal characteristics are placed in the common compensation group according to the service
rule of Rtsoft.BD Ltd. But one thing from negative aspect which is, in most of the circular
Rtsoft.BD Ltd. doesn‘t provide compensation due to its confidential and negotiable

 Impact on performance of Rtsoft.BD Ltd.

Rtsoft.BD Ltd. conducts 3 different analyses to evaluate the overall job analysis which ensures
that the duties and responsibilities, minimum requirements to perform the job and the worth of
the job is properly identified. As a result a proper person job match can be done while recruiting
and selecting.

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  4.2 RECRUITMENT AND SELECTION
A good recruitment and selection policy should be based on principles such as Respect
for minority, Ethical decision making, Selection according to merit, being impartial and fair to
all. Opatha (2010) said that recruitment is the process of discovering and charming suitable and
qualified people to apply for job vacancies in the organization. It is a set of activities used by
organizations to attract job candidates with required abilities and attitudes (Saddam & Mansor,
2015). So if the organization fail to attract the right person than they will end up selecting the
wrong person, as a result, it will hinder the quality of HR practices as well as the overall
organizational goal. Recruitment is like an entrance examination of human capital into an
organization (Henry & Temtime, 2009).

 Recruitment and selection of Rtsoft.BD Ltd.

Rtsoft.BD Ltd. follows different framework for worker recruitment and executive recruitment:

Their worker recruitment and selection processes are being maintained as follows-

 With the approval of the Manager HR, respective department head prepares a requisition
for additional and replacement of workers and each requisition will list the no. of labor to
be hired along with minimum qualification that a candidate must have.

 Rtsoft.BD Ltd. uses both internal and external sources of recruitment. The announcement
of vacancy is communicated through advertising, putting banners on the front side of the
main gate, different places, and reliable sources.

 Hand to hand received applications and in most of the cases walk in interview system is
followed.

 ―On the job test‖ is used for recruiting skilled workers in this firm.

 In cases of unskilled workers, recruitment‘s being done by a written and oral test.

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  A general health checked-up is conducted by factory medical officer is an essential part
of recruitment procedure.

 Bangladesh labor laws-2006 and minimum wages gazette are followed to fix salary,
wages, and other benefits.

 Their executive recruitment Processes are being maintained as follows-

 Assess the need for the job after ensuring that there is adequate funding for it.
 Reviewing the job description to ensure that it meets the present and future
requirements are done very carefully.
 The person specification is checked to ensure it meets the requirements of the job
description.
 Design the selection process.
 Preparing the advertisement and select the advertising media.
 Shortlisting the candidates using the person specification only.
 A written test is taken for entry level employee.
 An interview is taken after shortlisting from the test result.
 Verification of references, qualifications and security clearance is done.
 Then the job is offered with salary negotiation.
 Selecting final candidates for appointment.
 Set up an appointment date and prepare necessary papers.

Rtsoft.BD Ltd. believes that there are three main reasons that make selecting the right person so
important for them; they are performance, cost, and legal bindings. The number of steps and their
sequence in the selection process varies not only with the company demand but also with the
type and level of the job, the required fund of administering the particular function at each step,
and the effectiveness of the step of eliminating unqualified candidates. In some cases selection of
employees for a job may be accomplished successfully with only one single interview whereas
for other jobs several interviews, a series of test and a physical examination may be needed.

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 Impact on the performance of Rtsoft.BD Ltd.

Announcing the vacancy opportunity through advertisement helps them to attract a lot of
qualified applicant. To recruit workers they specially use on the job test which allows them to be
sure about the capability of the applicant. As a result they get the best performance from their
new recruits. But sometimes some workers or employees are selected by overlooking the main
process which leads to turnover in most of the cases. Turnover rate means employee turnover
rate is very high in this sector too.

 4.3 FINDINGS OF THE STUDY

The findings of the study are:-

1) The recruitment process of Rtsoft.BD Ltd is comparatively less structured and strictly
followed than standard process.
2) Selection process is very flexible and varies job to job at Rtsoft.BD Ltd.
3) Rtsoft.BD Ltd. follows a systematic three step process to conduct the job analysis. That
ensure quality employee.
4) The current recruitment, selection and job analysis process has an overall positive impact on
the performance at Rtsoft.BD Ltd.
5) As Rtsoft.BD Ltd. follows a less rigid selection process it falls them to the comparatively less
qualified applicant is selected. As a result their chances of getting better performance from
the newly hired are low.
6) The employee referral minimizes recruiting cost or advertisement cost. But it often does not
help the company to get the best lot in the market.

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 Chapter Five

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 CHAPTER-5: CONCLUSIONS AND RECOMMENDATIONS

 5.1 RECOMMENDATIONS

Here some recommendations according to HR practices and its impact on performance at

Rtsoft.BD Ltd.:-

1) HR practices become more precise at Rtsoft.BD Ltd, it will be better able to capture this
interaction between HR practices and it‘s impacting on performance.
2) According to work volume number of employees is few in HR department at Rtsoft.BD
Ltd. So they should think of increasing number of employees.
3) Though recruitment process on Rtsoft.BD has positive impact in their workforce, they
can develop an interviewing/hiring process and provide training for Managers at
Rtsoft.BD Ltd .
4) Recruitment and selection can be more structured in terms of getting hire quality
employee for the entry level job.

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  5.2 CONCLUSIONS

The primary purpose of the study was to examine the relationship between HR practices and
firm performance at Rtsoft.BD Ltd, and thereby showing some lights on the process through
which HR practices influences on firm performance. The need for effective HR practices (job
analysis, recruitment and selection) cannot be ignored in the modern business world. Through
this research paper, we have established that HRM plays a very important in the performance of
an organization. A company can have a great product but without the support of its staff, it is
less likely to be successful. Having a satisfied workforce has become a competitive advantage
for companies as it can ensure that employees provide their best performance which in turn is
reflected on the performance of the company. So too are the actions and attitudes of line
managers who are responsible for bringing „HR policies to life‟.

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BIBLIOGRAPHY

 Google Scholar Articles

 rtsoftbd.com

 clippingpathzone.com

 SAGE Journal

 slideshare.net

 assignmentpoint.com

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 Bratton,J. and Gold,J. (1999). Human Resource Management: Theory and Practice (2nd
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  Al-Kassem, D. A. (March, 2017). Recruitment and Selection Practices in Business
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 Thorndike, R. L. (1949). Personnel selection: Test and measurement techniques.

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 Tyler, T., &Degoey, P. (1995). Trust in organizational authorities: The influence of

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 Armstrong, M. (1998). Managing people: A Practical Guide for Line Managers, London:
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THE END

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