An

Internship report
On
Recruitment and Selection Process of Comfort Wear Garments ltd

Supervised By
Ms. Rumana Sultana
Senior Lecturer
Department of Business Administration
Port City International University

Prepared By
Anika Tabassum
Id: BBA-01206119
Program: BBA
Major: HRM
Department of Business Administration
Port City International University

Date of Submission: 04.01.2021

 LETTER OF TRANSMITTAL

Date: 04.01.2021
To
Ms. Rumana Sultana
Senior Lecturer
Department of Business Administration
Port City International University
Subject: Submission of internship report on Recruitment and Selection Process of
Comfort Wear Garments ltd.
Dear Madam,
It’s my great pleasure to place my internship report for your kind approval. My internship
report is on ‘Recruitment and Selection Process of Comfort Wear Garments ltd’. The
observation and results of the study are embodied in this report. In addition to my careful
study, this report has been a worthwhile review allowing me to go for in-depth analysis about
the real situation. My 3 months internship has been a great opportunity to enrich my learning
about the corporate culture and one of the HR functions Recruitment and Selection Process of
Comfort Wear Garments ltd. I feel that I have learned a lot from this opportunity.
I would be always available for answering any query regarding this report.
I request your kind excuse for the mistakes that may take place in this report instead of
my best effort.

Thanking You
Sincerely
----------------------
Anika Tabassum
ID : BBA01206119
Program :BBA
Major in Human Resource Management
Department of Business Administration
Port City International University
I
 STUDENT’S DECLARATION

I hereby declare that, this report titled ‘Recruitment and Selection Process of Comfort
Wear Garments ltd.’ is prepared by me for BBA program major in HRM. Whatever I have
written here are of my own efforts. I also declare that the contents of my report which have
been given are not copied, not borrowed or reproduced from other sources.

I would also like to declare that, this report has not been submitted to any other university or
institution for any other degree.

-----------------------------
Anika Tabassum
ID No: BBA01206119
Program: BBA
Major: HRM
Department of Business Administration
Port City International University

III
 SUPERVISOR’S APPROVAL

This is to clarify that the internship reports titled ‘Recruitment and Selection Process of
Comfort Wear Garment Ltd.’ is prepared by Anika Tabassum , ID: - 01206119, BBA
Program, Department of Business Administration, Port City International University under
my supervision and submitted for the requirements of the Bachelor of Business
Administration (BBA) degree, major in Human Resource Management (HRM),Port City
International University. The report is recommended for submission.

I wish her every success in life.

Supervisor

…………………………..
Ms. Rumana Sultana
Senior Lecturer
Department of Business Administration
Port City International University

IV
 ACKNOWLEDGEMENT

First of all, I would like to express my gratitude to Almighty Allah to enabling me to

complete this report on Recruitment and Selection Process of Comfort Wear Garments Ltd

Firstly, I do express my heartfelt gratitude to the authority of Port City International

University to give me chance to go through the program. My sincere gratitude is due to my
respectable supervisor, Ms Rumana Sultana, Senior Lecturer of Department of Business
Administration, Port City International University.

I pay honour to the teachers for their contribution. I acknowledge with deep gratitude to the
department of Business Administration, Port City International University. I
acknowledge with deep gratitude to all the respective colleagues from Comfort Wear
Garments Ltd. for their support, valuable suggestions and guidance.

V
 EXECUTIVE SUMMARY

Internship report is an important part of BBA program. It is included in the program that the
participants can get the opportunity to use the theoretical knowledge in the practical field
obtained from the classroom. So it is a great opportunity for the participants of BBA program
of Port City International University to achieve a complete and comprehensive learning.
For every organization it is important to have a right person on a right job. Recruitment and
Selection place a vital role in this situation. Shortage of skills and the use of new technology
are putting considerable pressure on how employers go about recruiting and selecting staff. It
is recommended to carry out a strategic analysis of recruitment and selection procedure.

Also training need identification is necessary after selection process. Comfort Wear Garments
Ltd. is an organization of a highly motivated, disciplined and trained team members who
obstinately trying to serve clients and associates.

As a competitive entity in the RMG sector in Bangladesh, Comfort Wear Garments Ltd is
committed to operating with highest degree of entirety in compliance with the applicable
laws, regulations and ethics that govern the industry. Its policies and procedures have been
documented and implemented across all units to ensure uniformity and control. The aim of
this study is to evaluated recruitment and selection process of Comfort Wear Garments Ltd.
Both Primary and Secondary data were collected for the study. Above all else, I depict
Introduction part of my report.

The presentation covers the foundation of the investigation, objective, scopes, restrictions of
the report, writing audit, and procedure. After that I have depict the outline of Comfort Wear
Garments Ltd., the organization profile, vision, mission, and systems. Corporate data of top
managerial staff, items and administration, authoritative structure, my activity as an
understudy, discoveries and suggestions has been given in the later sections.

VI
 Table of Contents

Contents Page number

Letter of Transmittal I
Internship Certificate II
Student’s Declaration III
Supervisor’s Approval IV
Acknowledgement V
Executive Summary VI

Chapter -1 Introduction
Serial No Contents Page Number
1.1 Introduction 1
1.2 Background of study 1-2
1.3 Objectives of the study 2
1.4 Methodology 2-3
1.5 Limitations of the study 3

Chapter -2 An overview of Comfort Wear Garments Ltd

Serial No Contents Page Number
2.1 Historical background 4-5
2.2 Current scenario 5
2.3 Company profile 5-6
2.4 Mission 6
2.5 Vision 6
2.6 Strategic objectives 6
2.7 Organizations structure 6
2.8 Corporate social Responsibility 7
2.9 Products / service offerings 7
2.10 Functions / Departments 7
Chapter 3 Theoretical Framework
Serial No Contents Page Number
3.1 History of Human Resource Management 8
3.2 Function of Human Resource Management 8-9
3.3 Recruitment Definition 9-10
3.4 Aims of Recruitment 10
3.5 Recruitment Needs 10
3.6 Recruitment Sources 10
3.7 Effective Recruitment Steps 11
 3.8 Selection 11
3.9 Aims of Selection 11
3.10 The Generalized Selecting Method 12
3.11 Setting Selection Criteria and Selection Techniques 12-13

Chapter 4 Recruitment and Selection Process of Comfort Wear Garments

Serial No Contents Page Number
4.1 Recruitment Strategy of Comfort Wear Garments Ltd 14
4.2 Recruitment and Selection Authorities of Comfort Wear 14
Garments Ltd
4.3 HR Challenges in Recruitment of Comfort Wear Garments 14-15
Ltd
4.4 Orientation and Placement process of Comfort Wear 15
Garments Ltd
4.5 HR Challenges in Recruitment of Comfort Wear Garments 15
Ltd
Chapter 5 Recruitment and Selection Performance of Comfort Wear Garments
Serial No Contents Page Number
5.1 Analysis of Recruitment and Selection Performance 16-27

Chapter 6 Findings, Recommendations and Conclusion

Serial No Contents Page Number
6.1 Findings 28
6.2 Recommendations 29
Conclusions 30
References
Appendix
Chapter: 01
Introduction
1.1 Introduction:

Internship is an integral part of the BBA degree to have a practical working experience. It is
an effective component to apply the academic knowledge and soft knowledge in a real
working environment. It also gives the fresh graduates a little experience so that they do not
run errands when they work in an office permanently. I, as an about to be graduate, was
fortunate to work at Comfort Wear Garments Ltd. in the HR department which is my area of
concentration. This internship gave me an immense opening to get an in-depth idea about the
garments industry. I was mainly integrated to Recruitment Division of the company where I
got to know how to arrange a interview session. I would be keeping the records of the
interview, co-ordinate interview programs and analyze the feedback reports.
I also got a chance to work with the salary and payroll and training divisions as well. This
type of cross functional works has only developed my skills and made me more efficient.
This internship has also taught me how to manage multiple works and influenced my career
goals.

1.2 Background of the study:

Human Resource Management is significant for Garments industry since pieces of clothing is
an assistance industry. The board of individuals and the board of hazard are two key
difficulties confronting Garments. How you deal with the individuals and how you deal with
the dangers decides your achievement in the Garments business. Proficient hazard the board
may not be conceivable without effective and talented labor. Articles of clothing has been
and will consistently be a "Decades Business". Despite the fact that valuing is significant,
there might
be other legitimate reasons why individuals select and remain with a specific Garments.
Pieces
of clothing must attempt to separate themselves by making their very own specialties or
pictures, particularly in straightforward circumstances with a significant level of
aggressiveness. In coming occasions, the very endurance of the Garments would rely upon
consumer loyalty. The individuals who don't meet the client desires will discover endurance
troublesome. Articles of clothing must well-spoken and stress the fundamental beliefs to
draw in and hold certain client sections.
Comfort Wear Garments Ltd is bigger garments organization in Bangladesh, dynamic in
activities, legit in dealings, just in judgment, reasonable in approaches and gave to excellent
assistance to clients and accordingly add to the development of GDP of the nation
1
all through animating exchange and trade, boosting up send out, neediness easing,
increasing living expectation of constrained salary gathering and by and large supportable
financial improvement in the nation.
To accomplish the aforementioned goals of the Garments, various Garments exercises must
assume a functioning job to give the monetary help to the client who additionally causes them
by furnishing them with the board help when required. Comfort Wear Garments Ltd. has
assumed this job with their encounters in the Garments area where the others are not only
performed. The entry level position report involves a concise report on HRM practices of
Comfort Wear Garments Ltd. during my activity movement. The report is dispersed in
numerous parts as indicated ordinarily and necessity of association and as per the directions
of chief of report.

1.3 Objectives of the study:

Primary Objective:
The main objective of the study is to analyze the recruitment and selection process of
Comfort Wear Garments Ltd to achieve the main objective this study highlights some
objectives:
Secondary objectives:
▪ To know about Comfort Wear Garments Ltd and their recruitment & selection authorities.
▪ To know about the recruitment and selection process Comfort Wear Garments Ltd
▪ To identify the problems involved in Recruitment and Selection process at Comfort Wear
Garments Ltd and recommend some suggestion to overcome those problems.
1.4 Methodology of the Study:
The investigation is performed dependent on the data separated from my own experience
gathered by utilizing a particular strategy. To satisfy the goals of this report all out technique
has isolated into two significant parts. In order to make the report more meaningful and
presentable, two sources of data and information have been used widely.
The Primary Sources are as follows
• By knowing the experiences from officials.
• By discussing with seniors.
 • Questionnaire survey

2
The Secondary Sources are as follows:-

• Follow up report of the head office of comfort Group.

• Web sites & articles over global garments.
• Digital report from BGMEA.
• Buyer’ perceptions report.
• Book
• Official document

1.5 Limitations of the Study:

Like some other pieces of clothing and different speculations, this investigation isn't liberated
from constraint. It requires long time understanding to discover obliges of legitimate Human
Resource Management rehearses. I have attempted my best level to conquer these constraints
through broad investigation, hard and true commitment to the doled out obligation. The major
limitations are given below:

• Lack of extra times after office hours finished off.

• Comfort Wear Garments um kind of gigantic information are remained confidential.
• Lack of Secondary information sources because of under constructed web pages
homepage.
• Lack of dedication & eagerness over the procedures
• Most of the export import information remain disclosed by authorized personnel of
the department.
 3

Chapter -2
An overview of
Comfort Wear
Garments Ltd
2.1 Historical Background:

Comfort Wear Garment ltd is a moment of rejoice to introduce ourselves to all there
stakeholders. They instigated there journey in 1993 as part of a business conglomerate that
marks 40 years of industrial leadership in Bangladesh, and It have continued steady growth
for 22 years. Transcending there excellence in other industries and taking inspiration from
long history in garment manufacturing, they envision to become one of the most recognised
apparel producers of Bangladesh by offering the best blend of quality and efficiency. They
believe whatever there has achieved; the credits should be directed toward there workers.
From the first garment factory established in 1993 with 300 workers and two floors, Comfort
Group now employs thousands of workers across diverse sectors and locations. The top
management of the Group has got highly experienced entrepreneurs with track record of
excellence in the industrial development of Bangladesh. In last two decades the four garment
units have jointly exported over 180 million USD to numerous Western countries, including
the UK, the USA France, Spain, Germany, Italy, Netherlands, Sweden, Belgium, Norway,
Canada and South Africa.
Today, Comfort Group has four registered garment units, namely Comfort Apparels (Pvt)
Ltd (established in 1993), Comfort Knit Fashion Ltd (established in 1998), Salma Fashion
Wears Ltd (established in 2000). They employ over one thousand workers, with majority of
them being located in the principal factory in Darussalam, Mirpur, Dhaka, which is also our
Corporate Headquarters. The seven-story building, along with its extended campus, covers
over 52,000 squarefeet and is positioned in an excellent area having proximity to the
international airport, local supply chain, industrial areas and Dhaka-Chittagong highway.
An additional six-story facility of 300,000 square-feet, considered as a state of the art factory,
is under construction in the industrial hub of Hemayatput, Savar, just a few miles away from
the centre of Dhaka. Also, the Group's newly founded International Liaison Office Comfort
International Trading Ltd is located in a commercial area of London in the UK. Comfort
Group maintains a track record of excellence through SEDEX, BSCI, ACCORD and other
ethical and compliance audits, as well as various activities of corporate social responsibility
 4
(CSR). The factory has grown by offering consumers high quality products and high value
branded apparels, fostered by relentless commitment to advanced technology, latest
machineries, specialist technicians and professional manpower. Producing both woven and
knit garment items with emphasis on the former category, we have adopted a structure by
reengineering there value chain to deliver high quality products in shorter lead time with
flexibility in order size. Moreover, having endless efforts to ensure internationally accepted
employment practice, there clients recognise us as a partner to protect their value system and
images among end consumers. With four dynamic factories, innovative operation system and
over two decades of international experience, the ongoing success of Comfort Group justifies
its recognition within the garment industry in Bangladesh and abroad.

2.2 Logo:

2.3 Profile of Comfort Wear Garment ltd :

Name Comfort Wear Garments ltd

Type of Entity Factory
Product Knit
Address Jahan Building No: 5, th (5 Floor), 74
Agrabad C/A,
District Chittagong
Thana Double Mooring
 Name Designation
Mr. Belate Hoshain(owner) Managing Director
5
2.4 Mission:
To become the leading garment manufacturing in Bangladesh in every category and perform
their obligations as a strong corporation citizen to their customers, employees and the public
and to the environment.

2.5 Vision:
To mature into highly reputed manufacturer of garments in the international market by
producing top quality products which conforms and surpass the customer expectation.

2.6 Strategic objectives:

a. To ensure 100% security commencement to the finish of production.
b. To ensure 100% efficiency in all activates.
c. To ensure 100% honesty, discipline and punctually.
d. To ensure 100% on it to the finish of production.

2.7 Organizational structure:

1. Board of Director
2. General Manager
3. HR Department
4. Manager
5. Assistant Manager
6. Senior HR
7. Officer
8. Assistance Manager
9. Office Assistant
 6
2.8 Corporate social responsibility:
Company adheres to all minimum wages, working hours, overtime, and other related
requirement as per prevailing laws of the country
 Child labor is strictly prohibited in the factory and no worker is allowed below
18 years for any employment. National ID, Birth certificates, Doctor’s age
determination document and physical appearances are verified before offering
any employment to any worker. Forced labor is strictly prohibited in the
factory and there are no prisoners, bonded labor or any kind of forced labor.
 The company is very much concerned about access controls, physical security,
procedural security, personal security and education and awareness training on
all security concern. CCTV surveillance camera operates 24*7 in place to
prevent any kind of un-authorized or un-identical access to the factory.
 Comfort Wear garment policy to ensure affirmative action in providing equal
opportunities without regard to race, religion, creed, color, sex, age or national
origin except where age or sex in bona fide occupational qualification. Further
it is prohibited to conduct any kind of maternity test before selection of any
female worker for employment.

2.9 Products / service offerings:

Service is related with product delivery. Comfort Wear Garments Ltd. produces products for
the clients of outer Bangladesh. So, here Comfort Wear Garments Ltd .represent Bangladesh
with their quantity and capabilities. The manufacturing part is very much related with this
service.

2.10 Functions /Departments:

There are many Department comfort Wear Garment ltd
1. Cutting Department.
2. Manufacturer Department.
3. Stores Department.
4. Distribution Department
This type of Department working garment in side work
This Department people maintain different function
7

Chapter 3
Theoretical
Framework
3.1 History of Human Resource Management:
The History of Human Resource Management is the vital and intelligible way to deal with the
administration of an association's most esteemed resources - the general population working
there who exclusively and all things considered add to the accomplishment of the destinations of
the business. The expressions "human asset administration" and "HR" (HR) have to a great
extent supplanted the expression "work force administration" as a depiction of the procedures
associated with overseeing individuals in associations. Human Resource administration is
advancing quickly. Human asset administration is both a scholastic hypothesis and a business
rehearse that locations the hypothetical and down to earth strategies of dealing with a workforce.
Human asset administration has its underlying foundations in the late and mid 1900's. At the
point when there are less work at that point there are all the more working with hardware. The
logical administration development started. This development was begun by Frederick Taylor
when he expounded on it a book titled 'The Principles of Scientific Management'. The book
expressed, "The chief protest of administration ought to be to anchor the greatest flourishing for
the business, combined with the most extreme thriving for each representative." Taylor trusted
that the administration should utilize the procedures utilized by researcher to research and test
work aptitudes to enhance the proficiency of the workforce. Additionally around a similar time
came the modern welfare development. This was generally a deliberate exertion by managers to
enhance the conditions in their industrial facilities. The exertion likewise stretched out into the
representative's life outside of the work put. The business would attempt to give help to workers
to buy a home, medicinal care, or help for training. The human relations development is the real
impact of the cutting edge human asset administration. The development concentrated on how
representatives bunch conduct and how worker emotions. This development was affected by the
Hawthorne Studies.

3.2 Functions of Human Resource Management:

HRM capacities are completed by the HR chiefs to satisfy the objectives and destinations of the
association HR supervisors perform two arrangements of capacities, to be specific administrative
capacities and agent capacities. The administrative capacities are the fundamental capacities
 8
Performed by the HR directors in their ability as chiefs or leaders of their own specialties. Truth
be told, all administrators, regardless of their specializations, play out these capacities. The agent
capacities, then again, are particular exercises performed only by the HR directors, typically for
every one of the offices.
Function of HRM are two
a. Managerial functions
i. Planning
ii. Organizing
iii. Staffing
iv. Directing
v. controlling

b. Operative functions
i. Employment
ii. Development
iii. Compensation
iv. Maintenance & Motivation
v. Integration
vi. Industrial Relation

3.3 Recruitment:
Recruitment is a procedure of finding people with adequate capability and number and urges
them to apply for employments. From other point of view it is a procedure of distinguishing and
contracting the best-qualified possibility for a vocation opening, in a most opportune and
financially savvy way.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization.”
According to Robins, “The ideal recruitment effort will attract a large no of qualified applicants
 9
who will take the job if it is offered. A good recruiting program should attract the qualified &
not attract the unqualified. This dual objective will minimize the cost of processing unqualified
candidates.”
So recruitment is a procedure of finding people with adequate capability and number and urges
them to apply for occupations. From other point of view it is a procedure of distinguishing and
procuring the best-qualified contender for work opportunity, in a most auspicious and financial
way.

3.4 Aims of Recruitment:

To guarantee that a pool of reasonably experienced and qualified individuals apply for the
Activity

3.5 Recruitment Needs:

There are three types of recruitment needs. Those are
• Planned: The work needs emerging from changes in association and retirement arrangement.
• Anticipated: Anticipated necessities are those developments in work force, which an
association can foresee by considering patterns in interior and outside condition.
• Unexpected: Resignation, passing’s, mishaps, sickness offer ascent to startling

3.6 Recruitment Sources:

Recruiting will probably accomplish its goals if enrolling sources mirror the sort of the situation
to be filled. Certain selecting sources are more successful than others for filling certain kinds of
occupations. Each association has the alternative of picking the possibility for its enrollment
from two sorts of sources. Those are
a. Internal sources
b. External sources
10
3.7 Effective Recruitment Steps:
Three stages to build up a powerful enrollment process are:
Stage 1: Ensure a forward set of working responsibilities which contains data identified with:
•Specific c undertakings and exercises required for an occupation
•The learning, aptitudes and capacities required for powerful execution by the activity
officeholder.
Appropriate wellsprings of enrollment (i.e., promotions, individual referrals, business
organizations, coordinate applications).
Appropriate selection representatives (e.g., administrator or colleague).
Stage 3: Evaluate the enlistment procedure to decide its viability:
• Conduct a money saving advantage t examination as far as the quantity of candidates
alluded, met, chosen, and enlisted
• Compare the adequacy of candidates employed from different sources.

3.8 Selection:
Selection is the second stage of recruitment and selection process. It may be defined as the
process of choosing the best one from the number of candidates.
According to Dale Yoder, “Selection is the process by which candidates for employment are
divided into two classes those who will be offered employment and those who will not.”
According to M. Ataur Rahman, “Selection is the screening and filtering process of job
applications who have been invited to apply for the vacant positions through which the
process comes to the end.” So, these lines, Selection is the way toward looking over a
gathering of candidate that individual considered to be best met all requirements for specific
employment opportunity. The way toward meeting and assessing possibility for a particular
occupation and choosing person for business in light of specific criteria is called choice
process.

3.9 Aims of selection:

To identify one applicant who is probably going to perform preferred in the situation over the
others. This consolidates parts of the individual's learning abilities and experience and additio
their place in the culture of a built up group. This is a two-way process and the candidate is
likewise attempting to build up for themselves if the part and the group address their own
particular issues.
 11
3.10 The Generalized Selecting Method:
Selection begins where recruitment ends- with applicant pool. Selection goes through five
step Initial Screening: A deliberate examination of work application, continue investigation
is done in this stage. This is the essential stage where short posting is done from an immense
candidate pool.
Secondary Screening: This stage disposing of unfits representatives and recognizes
imminent workers for vacant position. Choosing process begins with testing. Test can be
diverse write.
We can advantageously arrange test as per whether the candidate's.
Cognitive abilities: Cognitive tests incorporate trial of general thinking capacity and trial of
particular mental capacities like memory and inductive thinking some association, people
effectively sent to an evaluation focus where they may finish batteries of tests and take part in
different reenactments to additionally survey their abilities. Candidates finishing this stage
are potential workers.
Verification: This stage is worried about checking the reference data outfitted by applicant.
Because of the expanding number of careless enlisting cases, associations must be mindful so
as to practice due ingenuity in confirming and reporting references.
Final Selection: This is basic leadership organize. The data outfitted by the applicant and
assembled by the association is assessed. In the event that the data is ideal, an occupation
offer is made; if the data is troublesome, no activity offer is expanded. The conditional
activity offer is liable to a physical examination and a foundation examination. In the event
that the competitor effectively finishes these two last obstacles, a last occupation offer is
made
3.11 Setting Selection Criteria and Selection Techniques
Selection Determination criteria are the arrangement of capabilities or measures used to rank
applicants. These measures should cover eight to ten of the most critical prerequisites
distinguished part of the set of working responsibilities and individual particular.
Case: If a representative will be required to do bolster planning, their ability around there
would be one the choice criteria. Capacity to work in a group might be another illustration.
Candidates are appraised against the determination criteria amid the meeting procedure. The
choice criteria can weight contingent upon significance and the rating of the candidate
duplicated by the weighting gives the candidate's score for those determination criteria.
Choice systems, for example, inquiries and undertakings are planned around every one of the

12
eight to ten determination criteria so every applicant can be altogether tried for competency
around there. In a perfect world a candidate's competency ought to be tried in excess of one
way. For the feed planning case one test might be to get the candidate to do a feed spending
plan (a handy work test) and the second test might be an exchange around how the
consequences of the financial backing would be connected on cultivate (an organized
meeting).Structured interviews Structured interviews ask all hopefuls similar inquiries and set
similar undertakings. This guarantees a similar data is accumulated from all hopefuls and
takes into account a more target examination between candidates. Practical work tests
Practical work tests request that a worker exhibit their skill. An illustration might welcome a
candidate to finish a feed spending plan.
Reference checks help to build up how a competitor has performed previously. Both
composed and verbal references can be adulterated, so data picked up ought to be twofold
checked in another way.
Role play puts a man in a circumstance and requests that they carry on how they would
manage
it. This system is particularly helpful to survey relational and group aptitudes.
13
 Chapter 4
Recruitment and
Selection Process of
Comfort Wear
Garments Ltd .

4.1Recruitment Strategy of Comfort Wear Garment ltd.:

Having an effective recruitment strategy is paramount to the success of any
organization. The recruitment and selection function can become a costly and
inefficient process if not approached in a systematic and proactive manner. A
recruitment and selection strategy: • To ensure the organization has the necessary skills,
knowledge and attributes to meet current and future strategic and operational
requirements .
• To ensure supply meets demand requirements .
• To increase the pool of potential applicants .
• To Improve the selection process by ensuring that only those applicants that meet
the requirements of the position are selected for further investigation.
• To impact on the likelihood that a suitable candidate will accept a job offer • To
increase organizational effectiveness .

4.2Recruitment & Selection Authorities Comfort Wear Garment ltd:

a. HEAD – HUMAN RESOURCE
b. COMPLIANCE / ADMIN
c. PERSONNEL (Senior Officer)
d. RECRUITMENT (Officer)
e. TRAINING & DEVELOPMENT (Officer)
f. PAYROLL (Officer)

4.3HR Challenges in Recruitment of Comfort Wear Garment ltd .:

Comfort Wear Garment ltd .recruits and selects its different category employees in
different ways. It has divided its total employees from two angles for recruitment and
selection purpose
(1) Management.
(2)No management.
From the viewpoint of management, the employees are divided
(1.1) Entry-level
(1.2) Mid-level
(1.3) Top-level.

14
From the viewpoint of non- management, the employees are divided into
(2.1) Skilled
 (2.2) Semiskilled and
(2.3) Unskilled
These three categories i.e. skilled, semiskilled, and unskilled are divided
into a. temporary
b. casual worker.

4.4 Orientation and Placement of Comfort Wear Garment ltd:

Orientation is called is called as induction. It is the planned process of introducing new
employees to their job, their co-workers and the organization. The main purpose of induction
is to relieve the new employee for possible anxiety and make him or her feel at home on the
job
Placement:
After orientation comes placement. Placement refers to the assignment of a new employee to
his or her job. The jobs of HR are simple where the job is independent, but where the jobs are
Sequential or pooled, HR specialists use assessment classification model for placing newly
Hired employees. For example the job of placing a waiter to its position is quite simpler as
Compared with that of the placing the employee at managerial level. The job of placing a
waiter to its position is called an independent job but the job of placing employee at
Managerial level can be considered as sequential or pooled job.

4.5 HR Challenges in Recruitment of Comfort Wear Garments Ltd :

 Building a strong Employer Brand.
 Lack of qualified candidates.
 Expanding candidate reach.
 Targeting passive candidates.
 Attracting the right job candidates.
 Building talent pools proactively.
 Inefficient talent sourcing.

15
 Chapter 5
Recruitment and
Selection
Performance of
Comfort Wear
Garments Ltd.

5.1 Analysis of recruitment and selection performance

The recruitment process has a wide coverage as it collects the applications of interested 30
respondents, whereas the selection process narrows down the scope and becomes specific
when it selects the suitable candidates. Therefore, the selection procedure followed by
different organizations, many times, becomes lengthy as it is a question of getting the most
suitable candidates for which various tests are to be done and interviews to be taken.

Q. When are the HR need forecasted?

Opinion Number of Respondents Percentage (%)

Quarterly 00 00%

Monthly 00 00%

Annually 30 100%

Not fixed 00 00%

Total 30 100%

Source: Field Study.

Opinio n Quarterly
Not fixed
0% Monthly 0%
0%
0%

Annually
100%

16
Interpretation:
From the above graph, it is seen that 100% employee agree that HR need forecasted
annually.

Comment:

All respondents of the survey said that resources need and forecasted annually.

Q. Do you do HR Planning?
Opinion Number of Respondents Percentage (%)

Yes 24 80.00%

No 6 20.00%

Total 30 100%

Source: Field Study.

Opinion

No
20%

Yes
80%

17
Interpretation:
From the above graph, it is seen that 80% employee said that they are doing HR Planning,
and at the same time 20% said they don’t follow any HR Plan.
Comment:
The organization follows HR Planning every year.

Q. Does Comfort Wear Garments Ltd have any online recruitment system?
Opinion Number of Respondents Percentage (%)

Yes 00 00.00%

No 30 100.00%

Total 30 100%

Source: Field Study.

Opinion
Yes
0%

No
100%

18
Interpretation:
From the above graph, it is seen that 100% employee said that they are not following any
online applications for recruitment and selection of employees.
Comment:
All respondents said that the organization don’t have online applications for recruitment
and selection of employees.

Q. What are the sources for internal recruitment in your organization?

Opinion Number of Respondents Percentage (%)

Present permanent employees 21 70%

Present temporary employees 09 30%

Retrenched / Retired / employees 00 00%

Deceased / disabled / employees 00 00%

Total 30 100%

Source: Field Study.

19
 Retrenched / Deceased /
Retired /
Opi nion disabled / 0%
Present
employees employees
temporary
0% 0%
employees
30 %

Present

permanent
employees
70 %

Interpretation:
From the above graph, it is seen that 70% employee agree that present permanent
employees are the source of internal sourcing and 30% said that present temporary
employees are the source of internal sourcing .

Comment:
Most of the employee said that present permanent employees are the source of internal
sourcing.

20
Q. What are the sources for external recruitment in your organization?
Opinion Number of Respondents Percentage (%)

Campus interviews 00 00%

Placement agencies 00 00%

Private employment 06 20%

agencies

Professional associations 06 20%

Data bank 15 50%

Casual applicants 03 10%

Total 30 100%

Source: Field Study.

Casual Campus Opinion Placement Private

applicants interviews agencies
employment
10% 0% 0%
agencies
20%

Professional
associations 20%

Data bank 50%

21
Interpretation:
From the above graph, it is seen that 20% employee agree that Private employment
agencies and 20% employee agree that Professional associations are the sources for
external recruitment. On the other hand 50% employee said that Data bank and 10%
employee agree that casual applicants are the sources for external recruitment.
Comment:
Most of the employee’s said that organization uses their data bank for external recruitment.

Q. Does your organization follow written examination as selection tool?

Opinion Number of Percentage

Respondents (%)

Yes 21 70%

No 09 30%

Total 30 100%

Source: Field Study

No
30%

Yes
70%

22
 Interpretation:
The above data on the question on “Does your organization follow written examination as
selection tool?” Represent that, 70.00% respondents said yes, 30.00% said no.
Comment:
Therefore we can say that opinion about the organization follow written examination as
selection tool.
What form of interview does your organization prefer?

Opinion Number of Respondents Percentage (%)

Personal Interview 30 100%

Telephonic Interview 00 00%

Video Conferencing 00 00%

Any two (then tick those two) 00 00%

Total 30 100%

Source: Field Study.

 Telephonic
Interview Opinion Any two (then
0% tick those two)
Video 0% 0% 0%
Conferencing
0%

Personal

Interview
100 %

23
Interpretation:
From the above graph, it is seen that 100% employee agree that they prefer Personal
Interview.
Comment:
Most of the employee said that they prefer personal interview.
Recruitment & Selection Process of Comfort Wear Garments is Effective.
Opinion Number of Respondents Percentage (%)

Strongly Agree 09 30%

Agree 00 00%

Neutral 00 00%
Disagree 21 70%

Strongly Disagree 00 00%

Total 30 100%

Source: Field Study.

24

Opinion Strongly Disagree

Neutral
Disagree 0%
0%
0%

Strongly Agree
30%

Agree
70%

Interpretation:
From the above graph, it is seen that 30% employee strongly agree that recruitment &
selection process is effective for the organizational objectives and 70% employees
disagree about this question.
Comment:
Most of the employee said that recruitment & selection process is not effective for Comfort
Wear Garments .

Q.Do you face any pressure & nepotism in selection?

Opinion Number of Respondents Percentage (%)

Yes 24 80.00%

No 6 20.00%

Total 30 100%

Source: Field Study.

25

Opinion

No
20%

Yes
80%
 Interpretation:
From the above graph, it is seen that 80% employee said that they faces pressure &
nepotism in selection and at the same time 20% said that they did not get pressure in
selection.
Comment:
Most of the employees told that they do not get any pressure & nepotism in selection.

Q. Does Comfort Wear Garments Ltd organize any training for the members of
Selection Board?

Opinion Number of Respondents Percentage (%)

Yes 6 20.00%

No 24 80.00%

Total 30 100%

Source: Field Study.

26

Opinion

Yes
20%

No
80%
Interpretation:

From the above graph, it is seen that 80% employee said no that training for the members
of selection Board of Comfort Wear Garments is not arranged regular basis, and at the
same time 20% said Yes.

Comment:

Employees are not satisfied about the training for the members of selection Board of
Comfort Wear Garments ltd

27

Chapter 6
 Findings,
Recommendations &
Conclusion

6.1 Findings

Based on the study related with Comfort Wear Garments Fashions Ltd, I have observed
and found following:

 The organization doesn’t have online applications for recruitment and selection
of employees.
 The authority of the Comfort Wear Garments Ltd. has the nepotism problems
in the time of recruitment and selection process. Some candidates are getting
jobs through lobbying.
 Sometimes Comfort Wear Garments ltd. does not able to provide effective
training to their employees.
  Employees always worry about their job because they have low job security. If
authority wants they can discharge employee.
 No study is conducted to justify the effectiveness of the recruitment
tests
 The company doesn’t have any separate training program for the
employees.
 HR planning can be made more effective if it is revised more often according
to the change in this fast moving industry.

28

6.2 Recommendations

After completing the analysis of the thesis, researcher has come up with some
recommendation which Comfort Wear Garments Ltd. for their improvement. These are:

➢ HR Division should introduce online recruitment system. As a result, HR division

will get recruitment form immediately and it will make faster its process.
➢ Recruitment and selection process of Comfort Wear Garments need to balance of
both internal and external sources so that competent employee can be recruited.
➢ The recruitment and selection process activities of different positions could be
done separate days. So it will release extra pressure from employees and they can
find more appropriate employees.
 ➢ The authority of the Comfort Wear Garments Ltd. has to totally remove the
nepotism problems in the time of recruitment and selection process. Only than
more skillful employee can be gathered.
➢ The authority of HR who directly involved with the recruitment and selection
process obviously they need to be more trained up so that actual talent employee
can be figure out for the organization.

29
Conclusions

The human element of organization is the most crucial asset of an organization. Taking a
closer perspective -it is the very quality of this asset that sets an organization apart from
the others, the very element that brings the organization’s vision into fruition.
Thus, one can grasp the strategic implications that the manpower of an organization has in
shaping the fortunes of an organization. This is where the complementary roles of
Recruitment and Selection come in. The role of these aspects in the contemporary
organization is a subject on which the experts have pondered, deliberated and studied,
considering the vital role that they obviously play. The essence of recruitment can be
summed up as „the philosophy of attracting as many applicants as possible for given jobs‟.
The face value of this definition is what guided recruitment activities in the past. These
days, however, the emphasis is on aligning the organization’s objectives with that of the
individual’s. By making this a priority, an organization safeguards its interests and standing.
After all, a satisfied workforce is a stable workforce which also ensures that an organization
has credible and reliable performance. Ina bid to underscore this subtle point, the project
examines the various processes and nuances one of the most critical activities of an
organization. The end result of the recruitment process is essentially a pool of applicants.
Next to recruitment, the logical step in the HR process is the selection of qualified and
competent people. As such, this process concentrates on differentiating between applicants
in order to identify and hire those individuals whose abilities are consistent with the
organizations requirements. The reader will do well to note that the transition between the
two activities is not stringent. The two activities basically have one aim- to yield a perfect
employee for the organization.
Nor are these activities typecast. Every organization tailors the processes keeping in mind
the nature of the organization, its needs and constraints.
In this project, we examine this angle through the case studies of two companies, involved
in the same sector but essentially different in their perceptions towards recruitment and
selection. And both seem to have benefited from their take on the two processes. In the
end, this report endeavors to present a comprehensive picture of Recruitment and
Selection and hopes to enable the reader to appreciate the various intricacies involved.

30

References

 Armstrong, Michael. A Handbook of Human Resource Management Practice. Kogan

Page Limited, 1999.
 Burstiner, Irving. The Small Business Handbook. Prentice Hall, 1988.
 Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to
Organizational Strategies. Jossey-Bass, 1999.
 Gubman, Edward L. "The Gauntlet is Down." Journal of Business Strategy. November
December 1996.
 Phillip, Harris. Managing the Knowledge Culture. Human Resource Development
Press, March 2005. Johnston, John. "Time to Rebuild Human Resources." Business
Quarterly. Winter 1996. Human Resource Management Practices in Bangladesh
http//www.hrmpb.com Ret rieveddate June 20, 2007.Human Resource Management
Practices in the 21st
  Dessler, G. & Varkkey, B. (2011), Human Resource Management, 12th edition,
Pearson, New Delhi. 4.

Appendix

Questionnaire:

Q. When are the HR needs forecasted?

1. Quarterly
2. Monthly
3. Annually
4. Not fixed
Q. Do you do HR Planning?
 1. Yes
2. No
Q. Does Comfort Wear Garments have any online recruitment system?
1. Yes
2. No
Q. What are the sources for internal recruitment in your organization?

1. Present permanent employees

2. Present temporary employees
3. Retrenched / Retired / employees
4. Deceased / disabled / employees

Q. What are the sources for external recruitment in your organization?

1. Campus interviews
2. Placement agencies
3. Private employment agencies
4. Professional associations
5. Data bank
6. Casual applicants

Q. Does your organization follow written examination as selection tool?

1. Yes
2. No

Q. What form of interview does your organization prefer?

1. Personal Interview
2. Telephonic Interview
3. Video Conferencing
4. Any two (then tick those two)

Q. Recruitment & Selection Process of Comfort Wear Garments is Effective.

1. Strongly Agree
 2. Agree
3. Neutral
4. Disagree
5. Strongly Disagree

Q. Do you face any pressure & nepotism in selection?

1. Yes
2. No

Q. Does Comfort Wear Garments organize any training for the members of selection Board?

1. Yes
2. NO