Maria - Internship Report

Internship Report
Company: Madina Group
Submitted by,
Maria Iqbal Diya
ID : 1430598030
Section: 82
Submitted to,
Dr. Tamgid Ahmed Chowdhury
Associate Professor &
Director, MBA & EMBA Programs
North South University
Madina Group Page 1

Letter of Transmittal
January 19th, 2020
Dr. Tamgid Ahmed Chowdhury
Associate Professor
School of Business & Economics
Subject: Submission of the Internship Report on “Human Resource Practices of Madina

Group”
Dear Sir,
With due respect, I would like to submit the “Internship Report” for your kind inspection. This
report is a summary and analysis of three months of internship experience in Madina Group.
The topic of this report is "Human Resource Management Practices of Madina Group". I tried
my best to work sincerely to cover all aspects regarding the matter. I worked hard to gather
valuable information and tried my best to prepare this report perfectly.
However, if you need any clarification, suggestions, or recommendations for further

improvement of the report, I will be obligated to provide with further explanation.
Hence, I hope that you would be kind enough to accept this report for analysis.
Thanking you.
Sincerely,
Maria Iqbal Diya
School of Business and Economics,
Madina Group Page 2

Table of Contents
Letter of Transmittal .......................................................................................................................... 2
ACKNOWLEDGEMENT ....................................................................................................................... 5
EXECUTIVE SUMMARY ....................................................................................................................... 6
Scope of the report ........................................................................................................................... 7
Objectives ......................................................................................................................................... 7
General objective .............................................................................................................................. 8
Specific Objective .............................................................................................................................. 8
Methodology of the report ................................................................................................................ 8
Data Design: .................................................................................................................................. 8
Data Collection procedure: ............................................................................................................ 9
Primary sources ............................................................................................................................. 9
Secondary Sources:........................................................................................................................ 9
Limitations of the Study ................................................................................................................. 9
Overview of Organization ................................................................................................................ 10
MISSION ...................................................................................................................................... 10
VISSION ....................................................................................................................................... 10
HRM PRACTICES OF MADINA GROUP........................................................................................... 11
The Mission of Human Resource Management ................................................................................ 14
Attraction .................................................................................................................................... 14
Selection ..................................................................................................................................... 14
Training ....................................................................................................................................... 15
Assessment ................................................................................................................................. 15
Rewarding ................................................................................................................................... 15
SELECTION PROCESS OF EMPLOYEES OF MADINA GROUP ............................................................... 16
Job Analysis ................................................................................................................................. 16
Advertisement ............................................................................................................................. 16
Written test ................................................................................................................................. 16
Interview ..................................................................................................................................... 17
Planning ...................................................................................................................................... 17
Directing ...................................................................................................................................... 17
Assessment ................................................................................................................................. 17
Types of Interviews On The Basis Of Methods ................................................................................. 18
Structured job interviews ................................................................................................................ 18
Unstructured Interview ................................................................................................................... 18
Recruitment Policy of Madina Group ............................................................................................... 19
Madina Group Page 3

Concepts ..................................................................................................................................... 19
Reason ........................................................................................................................................ 19
Objective ..................................................................................................................................... 20
GENERAL GUIDELINES FOR RECRUITMENT....................................................................................... 20
Yearly Manpower Planning .......................................................................................................... 20
REQUISITIONS FOR PERSONNEL ....................................................................................................... 21
Prepare Job Specification and Job Description ................................................................................. 21
Opening Assessment ....................................................................................................................... 22
Source: ............................................................................................................................................ 22
Local Advertisement ........................................................................................................................ 23
Post Advertisement Scrutiny ........................................................................................................... 23
Written Test ............................................................................................................................ 23
Interviews of Candidates.......................................................................................................... 24
Code of Conduct in Interview board ................................................................................................ 24
Appointments of Madina Group ...................................................................................................... 25
Objective ..................................................................................................................................... 25
Recruitment CS ............................................................................................................................ 25
Last Discussion and Negotiation................................................................................................... 26
Approval of Appointments ........................................................................................................... 26
Issuance of Offer/Appointment Letter ......................................................................................... 26
Intimation to Accounts Department ......................................................................................... 27
Introduction/Induction ............................................................................................................ 27
Introduce ................................................................................................................................. 28
Select Associate and Placement ............................................................................................... 28
Conclusion ................................................................................................................................... 44
Madina Group Page 4

ACKNOWLEDGEMENT
The internship program is very helpful to bridge the gap between the theoretical knowledge
and real-life experience as part of Bachelor of Business Administration (BBA) program. It is
my privilege that I had the opportunity to do internship in Madina Group.
I would like to thank my internship Supervisor; K.M Shariful Isalm, Senior executive, Madina
group for his help.
I also want to thank all individual of the Madina Group, for their support that I have been
provided for preparing my report. I am sure that their dynamic managerial activities will give
inspiration to anybody to build one’s career properly. I also would like to thank all the people
on whom I carry out my internship.
I prepared report from my own point of view. Then at last I shall be grateful to those people
who read this report and who shall get benefit from this report at present and in future.
In the end, I am very grateful to the source from which I have collected the ideas and
information.
Madina Group Page 5

Chapter 1
EXECUTIVE SUMMARY
Human resource management is the strategic approach to the effective management of people
in an organization so that they help the business to gain a competitive advantage .HR is
primarily concerned with the management of people within organization, focusing on policies
and on systems. Main objectives of HR are effective utilization of resources, organization
structure, employee’s satisfaction, organizational productivity etc. Hr. helps an individual to
working a team, Identify person for the future, improve the economy etc. Limitation of
human Resources Management is recent origin, lack of support of top management, and
inadequate information. HR recruitment and selection practices generally are based on the
organizations mission and the workplace culture training and development, compensation and
benefits. The report begins with an association profile of Madina Group giving its experience,
mission, vision, its items and administrations, the chain of importance and organogram of the
association. The following area is including the task, Human Resource Management in
Madina Group. The venture envelops prologue to the theme, enlistment, determination,
preparing and advancement. Every part contains itemized dialog of the HR capacities pursued
by Organization Practice at Madina Group which essentially passes on how things are done in
the HR Department.
HR may be a term with which diverse affiliations depict the mix of regularly administrative
workforce limits with execution the authorities, expert relations and resource planning. HR is
a clearly prominent field that's going on as arranged each and each through commerce and
working situations around the world. Seeing how people are an affiliation's most
distinguishable asset, trade pioneers over the globe are coming to depend persistently more
upon a convincing affiliation procedure that applies expressly to the space of HR.
The Human Resources Administration is the basic and reasonable way to deal with & bargain
with the affiliation of a connection's most regarded assets – the comprehensive arrange working
there who self-sufficiently and all around include to the achievement of the goals of the
commerce. The verbalizations "HR the board" and "HR" have all around unstuck the
Madina Group Page 6

clarification "work control the administrators" as a delineation of the procedures related with
planning people in affiliations. Human Asset the supervisors are creating rapidly. Human
resource the specialists are both an insightful speculation and a commerce hone that keeps an
eye on the speculative and doable structures of managing with a workforce. The Human
Resources Management (HRM) work unites a course of activity of works out, and key among
them is picking what staffing needs you have got and whether to utilize independently utilized
components or contract operators to fill these necessities, picking and setting up the most
excellent specialists, ensuring they are transcendent specialists, directing execution issues, and
ensuring your workforce and the overseers hones fit in with distinctive heading. Works out
other than circuit managing along with your way to bargain with manage administrator central
centers and pay, ace records and workforce approaches.
Human Resource Management is the course toward controlling individuals in a relationship in

definite and managed way. The standard objective of human Resource the managers is help the
advantage by upgrading effectiveness of operators in an association.
Scope of the report
This report has been set up through the HRM Activities of Madina Group. While setting up
this report, I had an extraordinary chance to have an inside and out learning of the considerable
number of exercises of HRM.
Objectives
Temporary position program is a sensible and functional subject to comprehend the

circumstance almost. It is a vocation improvement movement which encourages an understudy
to fabricate their profession. It causes an understudy to see how a business runs and furthermore
think about the exercises of a business. In an entry level position program an understudy
straightforwardly can see numerous exercises of a business. The entry level position program
gives me the accompanying things:
Madina Group Page 7

General objective
The general objective of this study is to complete the report. Obviously, the report would lead
us towards what information we want from the market. Therefore, it is very important for us to
have objectives of our own to carry out the report in order to have a proper guideline throughout
the report.
To know about the HR practices Of Madina Group i.e. Madina group how to know the number
of vacancies, How to fulfil that vacancy, recruitment Policy, Increment System, leave policy
etc.
Specific Objective
 To explain the scope of work in recruitment and selection process

 To experience different recruitment and selection activities which are followed by The
Madina Group Ltd.?
 To Recognize and identify the theories and concepts that covered in BBA program are
applied in recruitment and selection process.
 To Propose suggestions and recommendation for the practitioners the can help
management further to apply best practices on human resources management in the
organization.
 To explore the job rotation and transfer policy of Madina Maritime Ltd.
Methodology of the report

Data Design:
For smooth and precise investigation everybody needs to pursue a few standards and
guidelines. Technique discusses the method for research are performed. It incorporates
Madina Group Page 8

information accumulation, information investigation and research finding. Both essential and
optional data have been used in structuring and setting up this report. For gathering essential
information two open-finished organized were created to finding legitimately from the web
and some different sources. From, Views of other concerned have been incorporated into this
report through looking over auxiliary sources, for example, books, papers, and different bodies.
Information is breaking down by utilizing subjective examination technique. The discoveries
and suggestions are composed as needs be.
Data Collection procedure:
All the data fused in this report has been gathered from essential sources just as secondary
source.
Primary sources:
 Interview with partner director of organization and HR-In Charge

 Operations administrator and some different representatives
 Discussion sessions with senior officers too
Secondary Sources:
 Alliance Capital Asset Management Ltd Annual Report
 Job description for every worker of Madina Group, HR Division.
 Performance evaluation position
 Performance evaluation rule given by the Human Resources division
Limitations of the Study
With due regard to my internship supervisor, I attempted my level best to get the most
appropriate result of my research but during my research, I had to face some obstacles.
Limitations I faced are following:
o Limitation of work individual.

o Lack of practices in human asset the executives.
o Human resource office was reluctant to give data, on account of trouble in getting to
delicate information and data.
Madina Group Page 9

o Non-accessibility of some past measurable information.
o The term of the temporary position time frame is brief time while Human Resources
Division is an immense region, in the wake of doing the ordinary office works from
9:30 AM to 5:30 PM it is hard to experience inside and out inside this brief span of
time.
o The optional wellspring of data was insufficient to finish the report.
o Confidentiality...
Chapter 2
Overview of Organization
MADINA GROUP BD. established in 1974, represents considerable authority in assembling

Cotton Woven textures like voile, poplin, strong and printed, our action is exceptionally
energetic by our energy for magnificence and our eagerness to address our customers and
accomplices' issues and requests. Our qualities are adaptability, decent variety and
advancement. Our promise to business morals has earned us colossal trust. We plan to expand
on this by making world‐class items and administrations for our clients. We do this through
initiative in areas of national monetary criticalness to which the gathering brings a novel
arrangement of abilities. Our responsibility is to support customers and clients to locate their
definitive result of decision.
MISSION
Our mission is the pole star of our vision for maximization of production of quality products
and services strictly on ethical and moral standards at minimum costs to the society ensuring
optimum benefits to the consumers.
VISSION
MADINA Group has experienced mega growth in the last few years. We owe it to the high
degree of professionalism and dedication that our management team has brought to the
Madina Group Page 10

company. Our devotion does extend not only to our customers but also to our employees. They
are so highly valued that they feel inspired to go out and give us their very best to set trends
globally in the textile industry. In the field of textile introduce new trends is our vision.
HRM PRACTICES OF MADINA GROUP
Without HR, a business person or supervisory gathering may put a ridiculous proportion of
vitality in head pursuing, staff discipline and in serving its specialists. On a very basic level,
concerning specialist matters, human resource generalists handle a combination of issues, from
getting to planning, to regulatory work, just above all else, however human resource experts
may focus only on enlistment. Not all human resource specialists work openly or with HR
advantage centers. In various events, considerable affiliations have their own one of a kind in-
house human resource division. The HR practices for which a short chart seeks after are
Without HR, an entrepreneur or supervisory group may invest an absurd measure of energy in
head chasing, staff discipline and in serving its workers. Fundamentally, with regards to worker
matters, human asset generalists handle an assortment of issues, from procuring to preparing,
to administrative work, only first of all, though human asset authorities may concentrate
exclusively on enrollment. Not all human asset experts work freely or with HR benefit focuses.
In numerous occasions, substantial associations have their very own in-house human asset
division. The HR exercises for which a short diagram pursues are:
 Recruitment: Enrollment is one of the genuine components of HRM. To attract and

keep up talented experienced, submitted, and all around moved agents, an unusual
condition of benefits and obligation is essential. Enrollment procedure incorporates
various assignments those are working up the action subtleties, advancing,
masterminding applications, forthcoming representative gatherings and posting.
 Training and Development: on – the-occupation and boost preparing for recently and
existing representatives is dependable of HR deportment. Preparing improves explicit
expertise among staff of association. Preparing projects may be explicit occupation
aptitudes, relational abilities, group building and lawful and strategy issues .According
Sharma J.N (2002) individuals learn abilities, demeanors and information via preparing

to perform work successfully. Preparing and improvement is very fundamental to get
ready associations to address future difficulties.
 Payroll: exact and on time taking care of remuneration and finance to everybody at the
association is a central obligation of the HRM. Pay may be ensured and variable pay.
Rewards or motivating force pay is dependent upon execution. Time-based
compensations or settled pay is ensured pay.
 Employee and Labor/Management Relations: Managing agreeable relations among
representatives and the executives is key job of the human asset the board deportment.
Representative rights must be ensured climate they are spoken to by associations or not.
Representative relations work incorporates consulting with the worker's organizations
in regards to pay rates, working conditions and unraveling question and complaints.
 Human Resource arranging: The key components of orchestrating are predicting future
and sidestep foreseen issues. As demonstrated by HRP is overseeing two edges one is
work necessities masterminding and Manpower supplies orchestrating. HRP
incorporates recognize future work oblige requirements. Dismembering and
recognizing unequivocal capable work drive with in perfect time and organizing
activities to achieve human resource essentials the key elements of arranging are
foreseeing future and evade anticipated issues. As indicated by HRP is managing two
angles one is labor necessities arranging and Manpower supplies arranging. HRP
includes distinguish future work constrain prerequisites. Dissecting and distinguishing
explicit talented work drive with in ideal time and structuring projects to accomplish
human asset prerequisites.
 Wage and pay association: A pervasive pay and pay framework in an association
connect with to pull in and keep operators’ entire arrangement also as move them to
play out their best. Therefore, HRM should structure productive pay framework and
execute with most over the top idea. To structure proficient pay framework HRM
deportment should cautious two or three points of view like Rational Job examination,
appropriate work assessment and essentialness learning around a connection and
market factors
 Wage and compensation organization: An unrivaled compensation and pay structure in
an affiliation engage to pull in and keep delegates whole deal similarly as move them
to play out their best. Therefore, HRM should design fruitful pay structure and execute
with most outrageous thought. To design capable pay system HRM deportment should

careful a couple of perspectives like Rational Job examination, proper work appraisal
and significance learning around an affiliation and market factors.
 Job examination: Job investigation gives the information about labor arranging. The
work examination is a procedure of gathering work related data, which occupations
depiction and detail. Expected set of responsibilities includes title of employment, area,
obligations, Working conditions, dangers, obligations, machines and apparatuses.
Occupation particular contains instruction, preparing, relational abilities, physical
aptitudes, enthusiastic attributes and activity.
 Performance evaluation: execution examination is significant action of HRM to give
preparing and improvement, settling on choices on advancements, exchange and
addition to their representatives. Execution examination is evaluation of individual
execution in an organization. It is precise approach to assess the capacity of
representative identified with performing work. Execution evaluation process includes
building up and imparting norms, estimating real execution, contrasting real execution
and gauges and talk about with concerned worker.
 Industrial relations: progression of any affiliation depends upon work the board
pleasant relations. Thusly, directing mechanical understanding is one of the key
components of HRM deportment. Directors, delegate and government connected with
mechanical relations. As shown by Dale association rises out of work among manager
and delegate or affiliation and among authorities is mechanical association. Current
congruity, high certainty and diminished wastage are the consequences of mechanical
relations
 Compensation: remuneration is a vital instrument to HRM office to pull in, rouse and
hold representatives. Wendell French 1986 Compensation managing monitory rewards
as well as non-monitory prizes like protection, travel remittance, maternity advantages,
retirement and other exceptional advantages. Free market activity of work, the
executive’s logic, enactments and paying capacity of association are determinants the
remuneration.
 Health, Safety, and Security: wellbeing, security, and security angles are essential in
any association to work at safe condition and prosperity of specialists. Generally,
associations focus on wellbeing and security issues like disposing of mishaps, wounds,
and certain perilous identified with apparatus and synthetic compounds at work place.
In current idea Physical just as psychological wellness and issues identified with

substance misuse, work pressure, assorted variety and segregation, lewd behavior and
viciousness likewise worries through business help programs.
 Inspiration: Intellectual, natural, passionate and social angles decide inspiration among
people. Since association lies on increasingly more on individuals to get upper hand.
HRM deportment ought to detail and actualize fundamental natural and extraneous
projects to inspire their representative’s .absence of inspiration prompts loss of
execution impact on association profitability.
The Mission of Human Resource Management
Human asset the board is the administration of an association's workforce, or HR. It is in charge
of the fascination, determination, preparing, appraisal, and remunerating of workers. HR
likewise regulates hierarchical initiative and culture, and guarantees consistence with business
and work laws.
Attraction
Business imprint was first used in the mid-1990s to mean an affiliation's reputation for being a
business. Starting now and into the foreseeable future, it has ended up being comprehensively
grasped by the overall organization arrange. Administrator checking is "the image of your
relationship as an 'unbelievable workplace.'" Just as a customer mark proposal is used to portray
a thing or organization offer, a delegate motivating force (EVP) is used to describe an
affiliation's business offer. Besides, the promoting orders related with stamping and brand the
administrators have been logically associated by the HR and capacity the official's system to
pull in, attract, and hold talented hopefuls and delegates.
Selection
The stages in decision fuse sourcing candidates by frameworks organization, advancing, or

various procedures. The HR spotter utilizes capable gathering frameworks to grasp the cheerful
capacities, motivations to make a move, and to screen potential contenders using testing
(aptitudes or personality). The system is planned to survey the cheerful and besides evaluate
how the candidate will fit into the affiliation. The enlistment expert will meet with the
contracting boss to get express position and type information before beginning the strategy.

After enlistment authorities understand the kind of individual the association needs, they begin
the route toward teaching their arrangement of the shot. Scouts accept a fundamental
occupation by setting up the candidate and companions for the gathering, offering analysis to
the two social occasions, and managing pay and focal points game plans.
Training
Preparing and advancement (T&D) includes three principle exercises: preparing, instruction,
and improvement. Be that as it may, to specialists, they incorporate three isolated, albeit
interrelated, exercises:
Training: This action is both centered upon, and assessed against, the activity that an individual
as of now holds.
Education: This movement centers upon the employments that an individual may possibly hold
later on, and is assessed against those occupations.
Development: This action centers upon the exercises that the association utilizing the
individual, or that the individual is a piece of, may share later on, and is practically difficult to
assess.
Assessment
An execution examination (PA) or execution evaluation is a systematic and discontinuous

procedure that reviews an individual specialist's movement execution and effectiveness in
association with certain pre-developed criteria and legitimate objectives. Various pieces of
individual agents are considered as well, for instance, definitive citizenship lead,
accomplishments, potential for future improvement, and characteristics and deficiencies.
To assemble PA data, there are three essential methodologies: target age, personnel, and
judgmental appraisal. Judgmental evaluations are the most normally used with a broad variety
of appraisal methods. A PA is normally driven each year. The gathering could fill in as
"offering contribution to agents, directing and making delegates, and passing on and analyzing
compensation, work status, or disciplinary decisions."
Rewarding

Pay is the full scale pay that agents receive as an end-result of the organization that they
perform for their manager. Normally, this contains cash related prizes, furthermore suggested
as pay or remuneration, and basic favorable circumstances including therapeutic
administrations, annuity plans, and speculation openings. The HR office expect a fundamental
occupation in choosing raises or rewards subject to delegate execution.
SELECTION PROCESS OF EMPLOYEES OF MADINA GROUP
The procedure of determination is distinctive in various organizations; anyway, a general

system of choice can be encircled.
Job Analysis
The absolute initial phase in the choice method is the activity investigation. The HR office
readies the expected set of responsibilities and particular for the employments which are empty.
This gives subtleties for the employments which are empty. This gives insights concerning the
name of the activity, capability, characteristics required and work conditions and so on.
Advertisement
In perspective on the information accumulated in stage 1, the HR office prepares a notice and
conveys it in a principle paper. The business passes on bits of knowledge concerning the last
date for application, the area to which the application must be sent, etc.
Application blank/form
Application clear is the application structure to be filled by the hopeful when he applies for a
vocation in the organization. The application clear gathers data comprising of 4 sections 1)
Personal subtleties 2) Educational subtleties 3) Work experience 4) Family foundation.
Written test

The applications which have been gotten are screened by the HR division and those
applications which are fragmented are rejected. Alternate applicants are required the composed
test. Course of action for the composed test is taken care of the HR division for example
question papers, answer papers, examination focuses and corridor tickets and so on.
Interview
Competitors who have effectively cleared the test are required a meeting. The whole duty
regarding directing the meeting lies with the HR office for example they take care of the board
of questioners, refreshments, educating applicants and so forth.
Interview is a step-by-step process which consists of the following steps:
Planning
Planning is the essential or beginning period of a meeting procedure. Under it, the contender
to be met are required a meeting and calendar or plan for the meeting is readied. This implies
fundamental ground for directing the meeting is resolved.
Directing
After the arranging of fundamental ground for coordinating a gathering, the prepared plans and
exercises are realized which is assembled conduction of the conference? Under this stage, an
opposite correspondence stories place among interviewee and examiner in order to obtain
required taking in and fitness from the interviewee. Thusly, the information and musings are
exchanged through two-way correspondence between the gathering supplier and taker. While
driving gathering, the gathering provider should feel him/herself pleasing to answer suitably.
Assessment
This is the last period of a meeting procedure in which the data got from the interviewee or
hopeful is assessed. By and large, the assessment is done on reviewing or rating premise so as
to choose the best qualified hopeful. In any case, the point framework can likewise be utilized
for assessment of potential execution of the hopeful. In the event that the applicant should be
performing well in the association, he/she will be chosen.

Types of Interviews On The Basis Of Methods
The prospective employee interview is a standout amongst the most basic advances, if not the
most basic, toward beneficial business. It is amid the meeting that the business bonds their
impression of the competitor’s dependent on appearance and associations. Therefore, it is
pivotal that individuals are as readied as conceivable going into their meetings. One of the ways
that work searcher can get ready is to comprehend that there are different meeting styles that
they may stand up to. Probably the most widely recognized styles incorporate the Structured
Interview & Unstructured Interview.
Structured job interviews
Structured job interviews are frequently observed as the more expert and safe meeting type. It
enables the questioner to ask focused on inquiries that relate to the current task. Organized
talking has turned into a prevalent strategy for evaluating the employability of occupation
candidates. It is considered by the two candidates and businesses to be one of the more viable
and reasonable meeting styles because of its attention at work and the aptitudes expected to
play out the activity. Questions and the scale that is utilized to rate the meeting are pre-decided
before the genuine meeting. Also, questions are the equivalent for every hopeful and are
ordinarily displayed to every one of the applicants in a similar request. This makes an
increasingly organized meeting as well as a progressively target one also. Also, both the pre-
decided and work/ability related inquiries decrease the opportunity of separation allegations.
Occupations that depend vigorously on aptitude utilize this meeting style, as do bosses who
wish to dodge any segregation claims. The U.S. Postal Service is a case of the sort of business
that utilizes organized meetings amid their employing procedure.
Unstructured Interview
Unstructured Interview differentiates amazingly from sorted out gatherings, essentially in light of
the manner in which that they need just that - structure. They are easygoing and conversational in

nature. With this kind of gathering style, the examiner regularly does not set up a summary of
request early, nor is there a fated technique for rating the gathering. As often as possible, an
examiner may demand that the interviewee "illuminate me with respect to yourself" and might have
assorted open-completed request for each hopeful met. This sort of gathering empowers the
likelihood to stand out and does not rely upon an examination of capacities or occupation abilities. It
may be useful to use this kind of gathering when hopefuls are likewise qualified or for occupations
where character is vital, for instance, fervor jobs or even a couple of arrangements or customer
organization positions.
Recruitment Policy of Madina Group

Concepts
Enlistment is the way toward looking for forthcoming representatives and invigorating them to
apply for employments in the Madina Group.
Reason
 The universally useful of enrollment of Madina Group is to give a pool conceivably

qualified occupation hopeful. In particular, the reasons for existing are to:
 Determine the present and future prerequisites of the association related to its staff
arranging and employment investigation exercises.
 Increase the pool of the competitors at least expense.
 Help diminish the likelihood that those activity candidates once enlisted and chose, will
leave the association simply after a brief timeframe.
 Help increment the achievement rate of the choice procedure by decreasing the quantity
of deceivability under qualified or overqualified work candidate.
 Meet the Madina Group's legitimate and social commitments with respect to the
synthesis of its workforce.
 Begin distinguishing and getting ready potential occupation candidates will's identity
proper hopefuls.

Objective
This area deals with the frameworks to be sought after when new delegates are to be picked.
These methods are expected to ensure that the agents decided for organization in the association
facilitate the action necessities appropriate to the position being utilized for.
GENERAL GUIDELINES FOR RECRUITMENT
Madina Group engages a separation free enlisting arrangement. All enlistment strategies inside
the association are in accordance with the standards of the land. Coming up next are some
essential rules pursued for enrollment of representatives:
 Be ready to peruse and compose easily. A proficiency/numerate test would be taken by

the HR Department before sending the possibility for a meeting with the enlisting
division. Human Resource Department ought to endorse all special cases.
 Certain dimension of training may be required for specific positions.
 The hopeful must be more than 18 years of age according to work law in Bangladesh.
 Preference is given to the people that coordinate the activity necessities.
 Specific tests may be taken according to the activity prerequisite, for example, Brain
Test, Fill Test, Written Test, Hand-Eye Co-appointment Test, Test for Reflexes,
Aptitude, Job abilities tests, Viva, and so on.
 Any other physical traits that may be required for a particular employment that would
be considered while choice a person.
 Checking wellness to coordinate the activity prerequisite.
 Candidates with any record of sentenced lawful offense won't be considered for
contract.
Yearly Manpower Planning
According to Madina Group's Organogram each Department and Unit Head needs to present
their labor Demand with pay obsession for every specific position to the HR Unit. HR Unit

will dissect the submitted labor request. Based on the discoveries HR Unit will make a yearly
labor arranging and take endorsement from the administration with the help of the concerned
Unit Head.
REQUISITIONS FOR PERSONNEL
The stress departmental head will propel request to the HR Department to begin the decision
procedure through Recruitment Request Form. The requestor must show on the interest
structure whether the work request will be for a swap or for towards an additional essential.
Madina Group works subject to a set Manpower Plan or Human Resource Plan. If, where the
request is for a substitution, the interest structure must be avowed by the Department Head
Prior to convenience to the HR Department. Concerning an interest for any additional work,
the Section Head and the Honorable Managing Director must support the request before
settlement. In such case, the Department Head must legitimize the interest offering inspirations
to the specific need, seeming normal change in the division.
Offices must present the Manpower Requisition Form to the Human Resources Department
adequately ahead of time with the goal that the Human Resources Department can sort out
every single imaginable custom for welcoming contender for choice. While submitting labor
order, appropriate employment prerequisites/ determinations for a specific post is must joined
Exceptional Spot Deployments may likewise be made which are at the carefulness of the Board
Management.
Prepare Job Specification and Job Description
Concerned Department Head will prepare Job Specification and Job Description for the
particular position as per necessities of the workplace. HR Department will study the Job

Specification and Job Description which has been given by the Concerned Department Head
and can be changed if important by advising with the Concerned Department Head.
Opening Assessment
HR Department is completely obligated to evaluate the specific empty position that the worry
division ask for.
Source:
Madina Group will utilize following hotspot for enrollment
 In House: Before continuing for some other source, concern departmental head will
check with the human asset office whether any reasonable representative is there with
some other division to top off the position.
 Head Hunting: Before promotion concern departmental head will check whether any
appropriate or potential representative is inside his system. Alongside HR office will
pursue a similar method.
 Advertisement: Upon receipt of an affirmed representative demand structure, if the
opportunity can't be filled from inside the organization and no such match is found in
the worker and HR division CV/Resume bank, HR dept. drafts a notice for enlistment
for enrolling Employees in conference with the departmental head who asked for the
labor and places the notice in chosen papers or occupation destinations.
The Department Head/General Manager will inform the Human Resources Department
regarding the individual Specification/Job Requirements for a specific occupation. The Human
Resources Department will draft the notice remembering the accompanying viewpoint:
Education
Experience
Professional Degree
Skill
Age

Sex
Personal Characteristics
Job learning
The Human Resources Department will at that point get endorsement of the best possible
administration on the draft commercial. The Human Resources Department will guarantee that
the commercial goes to the press or employment destinations splendidly.
Local Advertisement
There are such an enormous number of posts for which advancement during each time paper
isn't shielded. For this circumstance units will indirect advancement for brief enrollment.
Post Advertisement Scrutiny
Normally on receipt of utilizations the Human Resources Department will examine the
application according to work prerequisites and short-recorded dependent on the
accompanying screening process:
 Verifies and guarantees that every single significant record is submitted.

 Takes the Literacy/Numerate test if material.
 Conducts a visual wellness check if and as required.
 Conducts an aptitude/hand-eye co-appointment test or some other tests if and as
required by the association/office.
 Endless supply of the above essential screening process, fruitful applicants are sent to
the ordering office for a meeting.
Written Test
Enlisting office may coordinate a created test organized by the HR division with the assistance
of Concerned Department Head.

Interviews of Candidates
Units will seek after their different "Enlistment and Salary Fixation Committee" chart for
gathering board. HR Department will prepare an Interview Schedule including the name of
Board people and hopefuls and get the prior support from Management.
There must have a Selection Score Sheet loaded up with required information and data
appended on the highest point of the resume.
Coming up next are a few determinations of recommended abilities to be tried amid talking;
the questioners may pick any of these aptitudes dependent on the abilities required:
Job Knowledge
Communication Skill
Professionalism
Problem Solving Ability
Capacity to Work Under Pressure
IT Skill
Leadership Skill
Safety Awareness
Discipline
Perceptivity
Policy and methodology
Technical aptitudes
Code of Conduct in Interview board

DO
DON’T
Plan the Interview
Start the interview unprepared
Establish and easy and informal relationship
Plunge too quickly into demanding questions
Encourage the candidate to talk
Ask Leading Questions
Probe where necessary
Pay too much attention to isolated strengths or weaknesses
Analyze career and interests to reveal strengths, weakness, patterns of behavior
Allow the candidate to gloss over important facts.
Maintain control over the direction and time taken for the interview.
Talk too much
The Guidelines for effective interview of Madina Group:
Always use the structured form.

Madina Group Evaluate the interviewee immediately after the interview.
Madina Group focuses on traits that are most accurately assessed in the interviews
Always get the interviews to talk, and
Madina Group always respects the reservation policy of the concern government.
Appointments of Madina Group

Objective
This part involves the methodology pursued by Madina Group for the arrangement of new
workers and staffs and the components for presenting them in the endless supply of every single
authority custom.
Recruitment CS
Human Resource Department will raise the Recruitment CS and heading with the Concerned
Department, Audit Department and Finance and Accounts Department. At last take endorsing
from Deputy Managing Director when the applicant will be picked.

Last Discussion and Negotiation
In this session the competitors are required some last dialog and exchange subject to their
position and Job Nature.
Approval of Appointments
Last administration endorsement for the arrangement of competitors chose through the
procedure point by point in manual is acquired from Dept. Head, Employee and HR.
Issuance of Offer/Appointment Letter
The hopeful at last affirmed is then made an offer of work as indicated by the endorsed pay
sizes of the organization. Appointment letters for representatives/staff are marked by the HRD.
The principal copy of the course of action letter is given to the agent; and the laborer's
affirmation is taken in a copy which is ensured in his very own record, while another copy is
sent to the fund division together with the joining report.
 Employment Reference Check

 Credentials of Selected Persons
 The people temporarily chose for work will before formal joining or at joining the
accompanying accreditations:
 Photographs of half length, full face without cap. 4(four) photos of 2”x 1.5” in size
taken no longer than a half year beforehand.
 Photocopy of All Educational and Training Certificates.
 Photocopy of National ID Card/Birth Certificate
 Release Letter and Experience Certificates of past Organization
 Original declarations of instruction and Training to Justify with the photocopy.
 Other qualifications required by the association (marriage authentication, birth
declaration of youngsters, letters of proposal from the previous manager).
 Joining report
New workers and staffs are required to present their joining report to the HR Department on
the primary day of answering to the activity. The structure "Representative/Staff Joining
Report" is then marked by the worker and his/her prompt administrator, and through the
departmental head, is sent to safeguard in the individual fife.
Upon getting the joining report of workers/staffs, the HR& Admin Department issue a
representative ID card, appointing a worker code number inside seven days from accepting the
joining report.
After being at long last chosen the applicant will required to fillip the Background Verification
Form provided by the HR Department requesting data on close to home, family wellbeing
records, instruction, preparing, language capability, business history, individual references and
so forth.
On last chose and in the wake of accepting the "agreement of Employment" (subject to
Department and Position) being marked, the people will be the Employees of Madina Group.
They will present their formal joining report to the concerned Management. The Departmental
Head will be engaged to acknowledge the joining report being marked for the benefit of the
Management. After acknowledgment of the joining report by the concerned Department Head,
it will be submitted to HR Department for record and document.
Intimation to Accounts Department
A duplicate of the arrangement letter, together with duplicates of the joining report are sent to
the monetary/finance office by HR and Admin division after fruition of the previously
mentioned techniques. The fund/finance office is in charge of setting up the new worker's
record on the finance framework.
Introduction/Induction
Each new specialist will encounter an INDUCTION PROGRAM/TRAINING before course of

action in jobs to get some idea with respect to the lifestyle, mission, vision, destinations,
objectives, Board of Directors, Units/Factory, things, customers ,methodologies, etc. . The
board will give top need to the Induction program/Training. It is required as for HR and Admin
Department to endeavor such program in the affiliation, and such program to be planned for a
period of one day. This will be a formal program before the agents start formal getting ready
concerning their work and occupations.

Introduce
HR division is mindful to present the new representative with others workers or offices. HR
Department will send an acquainting email with all (workers of Madina Group).
Select Associate and Placement
HR Department will choose an Associate for the new representative. It is Associate's obligation
to make the new representative natural to our workplace and guide them to perform in the
activity place. In the wake of choosing the Associate, the new representative will be put to the
worry Department.
Chapter 3 Job Responsibilities

I started my Internship at Madina Group on 17th September, 2020. My office hour is from
9am to 6pm, 6 days in a week. As I am majoring in Human resource management, I joined
there as an HR trainee. However, on the very first day, I had a little orientation from a junior
executive. That day I had a company overview, a little tour of the head office, and got to
know how works are done in the hr. department of Madina group. They introduced me to all
the HR employers, employees too. On the very first day I really did not work. I was asked to
observe, see and learn. But again, I was given to write some personal identification forms of
new hired employees. For the next one week I was assigned many official works. I had to do-
over the manager sir’s room. I was asked to write down every files name and their location.
Then made an excel file of it. After that I had to make a proper file out of it. My work was to
write down every files name in Bengali and English, make a printed copy of that name and
attached it with glue on the file. And then name every folder of the files separately, so that
when manager sir asks to bring any file I could easily pick it and present in-front of him. My
responsibility for the first week was solely learning about the organization and how they
conduct business, also writing some documents provided by my supervisor. Documentation is
the composed and held record of business occasions. These records are made up of

government and lawfully commanded components, records required by company policy and
practice, archives recommended by best human resource practice, and formal and casual
record keeping almost work events. Maintaining all these records allows the employer and
employee to preserve a written history of the happenings and discussions that occurred
around any specific event. Documentation of the employment relationship provides a written
record that may be necessary to support such actions as employee promotion, employee pay
raises, and disciplinary action—including employment termination.(GLOSSARY)
Types of Documentation:
In my first week of internship, I filed various types of documents. Such as personal

information forms, leave notes, leave register and also translated the English documents in to
Bengali. As per the company policy, they need to maintain both English and Bengali
translated files for future purpose. I used to call employees who were late, who missed to
punch in the RFID, who was absent, who was in movement for official works. And my duty
was to ask them, collect the information and update the register. At first, I was struggling a
little but gradually I improved a lot. The supervisor was very helpful. He taught me
everything step by step. And then I started doing all the work by myself.
On Thursday, I just filled some personal files of existing employees. And updated some files
according to the company’s need.
On Saturday, I wrote some application for some employees along with that, I learned to put
information of employees in the particular software used by the company. And made some
employee files in Bangla for our Managing director sir.
On Monday, I rearranged the whole file cabinet of HR manager’s room. I rewrote the
headings, and then rearranged them in the alphabetical order, made a excel sheet of the files
names and location and made a hard file and submitted to my supervisor.
On Tuesday, I helped in an interview. Where I had to supervise outside of the conference

room where the interview was held. I took the candidates name and marked them according
to the time they came, sorted they resumes, handled all paperwork done by the interview
board. Afterward I calculated the marks given by the board and made a competence score
sheet. And then send a mail to every board member with a competence score sheet.

On Wednesday, on this day I worked under a different supervisor. I made calls to set
interview for another post. On that day I made almost thirty calls to set interview schedule for
the post project manager for Madina Developments.
On Thursday, I did not do any specific work, I worked with some documents. I made some
files for our managing director sir. I learned Bengali typing from one the executives. I learned
some excel formulas as well. And afternoon, I was assigned to print out a large number of
documents. At first, I struggled as I did not know the proper way but then I learned how to do
it, and then I finished my work very smoothly. And then I was asked to type some files in
Bangla, so I did some typing in Bangla and made hard files of those documents.
After setting up the interview schedule, the main work was to set up the interview board and
place. Usually all interview conducts in their respective departments with the department
heads, manager and the HR in duty. So, first work was to write a formal email attaching all
the necessary information along with interview date and send them to their official email id.
It has to be done prior to two days of the interview so that they can clear their schedule, or let
the department know if they have any important work on the interview day.
If someone cannot attend the interview for any official work, he has to send an email to the
HR stating their issue. Then HR replaces him with another member similar to his position in
the department. In Madina group, usually the interview starts in the morning. And if the
position is senior sometimes it takes the whole day to finish the interview. So, on the
interview day, my work was to call the candidates and confirm their presence. Then arrange
their sitting before the interview.
After that, I have to send the printed questionnaire to the interviewers which I had to make
taking help from the HR of the respective department. Things I had to keep in mind was -
- starts with the basics such as: Tell me about yourself, what made you want to apply for this
position? What brings you to Madina?
- Inquiring about interests
- qualifying questions like
"How long have you been in this particular position at your current job? What do you do in
this position and how do you feel you have grown while holding this title?"
- Asking questions of character
- Goal based questions –

Where do you see yourself in five years? Like, what kind of work do you intend to do once
you have completed your doctorate program? What do you feel you need from an employer
to be able to perform your job to the best of your abilities?
And lastly, closing questions.
So before starting the interview, every candidate needs to write their name and arriving time
on the sheet. I had to do the work.
After taking the interview, the HR handed me some papers where they had marked the
candidates based on their knowledge, personalities and some various aspect, which is called
CS. They have an excel sheet attaching all the formula of the CS. If you put the numbers on
the particular cell you’ll get the total number.
It looks like this -
So had to do all the CS of the entire candidate. It took me almost two days to do all the
calculation. Then I had to print out the excel file and send them to the department HR for
recheck.

Job responsibilities:
one of the tasks of my internship was to collect payroll data. This is done in the beginning of
the month. Follow these steps to manually process payroll:
 Review employee hourly schedules.
 Determine overtime pay.
 Calculate gross pay.
 Determine deductions.
 Calculate net pay.
 Issue payments to employees through their preferred delivery method (e.g., paper
check, direct deposit).
Keep these things in mind after each pay period:
 Keep payroll records.
 Be aware of potential miscalculations and mistakes.
 Report new hires to the IRS.
The payroll is done in a fixed excel sheet. At first, we had to download the attendance sheet
from the online attendance application, then we had to adjust the late and absent. In the tax
and sales department, most of the employees need to work out from office that is why they
had a separate attendance record called moving diary. In that diary they write down their
moving records with place and time, so that the HR can easily track their movement and
adjust their salary sheet without any mistake.
Payroll is done in 5 steps. At first, every adjustment is done in a sheet where late, absents,
sick leaves etc. is counted. And then make a fresh copy of that sheet. Secondly, every
information is entered in the excel file, where salary get adjusted automatically. After that,
the print out of the salary sheet is sent to the audit team. If there is no mistake, the audit
approves the sheet, and then it goes to the HR head, audit head and then managing director
for approval. And lastly, the salary is done.
Above tasks was done by me in the month of October and November. As it is quite tough and
lengthy process of works, HR executive of the corporate department helped me a lot. He

taught me everything top to bottom.
Chapter 4 Contribution to the department

As I was there for the one week, and I did not encounter many situations, I did not have any
particular judgment.
But my first week was quite fun and the learning opportunities are very high in this company.
One of the important tasks / assignments I was assigned while working in the office was
writing a job description. Most of the recruitment process of Madina is done through BD
JOBS. However, they wanted me to write a job description of Executive director,
construction of Madina Development limited. Before starting they gave me a brief of what
kind of person they need, what kind of requirements, educational background and what will
be the job responsibility.
I was asked to do more research and then start writing. I started doing a research and drafting.
The first step of writing a job description is knowing what is the job and a make a perfect job
title. Using a clear job title and avoiding a nontraditional job title. The working title for a job
should be based upon the main function or role of the job. It is important to stray away from
vague and very specific job titles, instead create a working title that appropriately describes
both the level of responsibility and role of the job. (Job Description Writing Guide)
Secondly the most important part is what the job duties are. Here you have to be precise
about the duties and responsibilities of the candidates. The Job Duties section is the
foundation of the Job Description. It conveys the complexity, scope, and level of
responsibility of a job. Due to the significance of this section, it is important to accurately,
concisely, and completely describe the duties and responsibilities of a job. (Job Description
Writing Guide)
This section of the Job Description is comprised of three main elements: Key
Accountabilities - The main areas of responsibility within a job, or “buckets of work.” A job
description usually contains three to five Key Accountabilities.
Duty Statements - Sentences that provide additional information about the tasks associated
with the Key Accountability.

Percentage of Time - Estimates the portion of the job that is spent on a particular Key
Accountability. (Job Description Writing Guide)
Job Duties Writing Methods When the Job Duties are well written and organized, they can
accurately convey the complexity, scope, and level of responsibility of a job. To assist in the
organization and writing of the Job Duties, two writing methods have been developed:
Method 1: 1. Think of the job in terms of its Key Accountabilities, or main
responsibilities/functions. Typically, a job will have 3 - 5 major Key Accountabilities. Here
are some examples: ¾ Budget Management ¾ Executive Support ¾ Event Coordination
2. After establishing the Key Accountabilities, generate specific job duties associated with
each. These are the individual tasks or duties that correspond to the Key Accountability. For
example, specific Budget Management duties might include: ¾ Prepare budgetary reports ¾
Analyze expenditures ¾ Monitor levels
3. Condense the specific job duties into two to three concise “Duty Statements,” beginning
each statement with an action verb. (Job Description Writing Guide)
After researching I started writing the job description, I made the job context first, which is –
As an Executive Director, you will provide leadership to your team and outstanding customer
service to your clients, while managing an industrial portfolio. You are responsible for all
aspects Construction related task including Tender Participation for Government work
acquisition, project supervision, Profit & Loss responsibility and the freedom & resources to
plan, organize and drive the growth of the company. We are seeking an experienced and
innovative Executive Director with exceptional business management skills, significant
leadership experience and a passion for turning around things for growth. You will need a
strong operational background in a corporate setup and be well versed in managing the
company at an executive level. You will manage day-to-day operations of the company,
handle all aspects of Board relationships, legal matters, and general issues, thus having a
direct effect on the financial and operational bottom-line of the company. Your industry,
corporate and market knowledge will come from a successful career in the Real Estate &
Construction Sector. You will need to be highly articulate, confident and a persuasive team-
builder who is able to motivate and communicate across levels to achieve best outcomes both
internally and externally. You will directly supervise the efforts and activities of all senior
and middle level managers and ensure that they comply with all the manuals of the company
and legal procedures. In this executive management position, you will have a direct report

team across various divisions employing more than 200 staff in Operations, Finance,
Marketing, HR, Training, Recruitment, Auditing, Business development, Supply Chain,
Logistics, IT, Production, Administration, Support Services, Graphics, Real Estate, Projects
and System Development Departments. The incumbent will have full Profit & Loss
responsibility and the freedom & resources to plan, organize and drive the growth of the
company. I took reference from different company’s ED’s job responsibility and wrote down
made a JD for Madina group’s ED ( construction ) – Maintain a close liaison / relation with
government, semi government and autonomous bodies responsible for all type of
development works, Collecting information of all tender for construction, works, supply of
goods and similar works, Preparation of tender documents and submission as per tender
document conditions, Rate analyses and selection of final rate for tender submission,
Searching and selection of experienced company / firm as joint venture company as per
requirement of tender document qualification criteria, Develop an in-house team capable of
and responsible for all type of tender and government contract works, Solely responsible for
procure / acquire government contract and tender of any method, Responsible for overall
timely implementation of Projects, maintaining the quality, workmanship and within the
approved budget, Lead the project development team, Responsible for the business budget
and projects' profit and loss, Analyze the Construction sectors to identify the best strategy and
development plan, Gather, prepare, and present information to the senior management on
proposed projects in order to obtain approvals, Manage and supervise the activities of all the
personnel's of the Unit, Supervision of construction as per design and drawing like
Architectural, Structural, Plumbing and Electrical system of projects, Perform in planning,
designing and overseeing construction and maintenance of building structures and facilities,
Coordinating with all the relevant departments to ensure smooth operation, Interiors &
Exteriors related finishing & construction working, Complete of all the documentation
required for Projects, Prepare monthly and yearly budget for projects, and many more.
Most of the points were already been described by my supervisor and I took help from their
previous job posts. And after writing this they appreciated my effort although I made some
errors but they were happy that I could write and spend time on this task. So, they actually
made some correction and post the job on BD jobs.
Once I told them that they should do a survey on employee satisfaction. Because the
employee turnover rate is quite high in the company. So, I asked them if they could do such
survey, so that they can monitor which employee is happy and which employee isn’t.

They agreed to the proposal. And then they made a survey. And after the survey they found
out that most of the employees are not happy because of the hectic office hours and low
salary. So, this was quite acknowledged in the office.
While writing the job responsibility I took advice from the HR of development department,
and he gave me several points to add. I noticed for salary and incentives they were pretty
much vague. They were not precise about the salary or any allowances. So, I suggested them
to add at least a range and about the incentives, they could write more information. However,
they took my second advice and add some information correctly but still not clear. They were
focusing on how to take more candidates, how they can call more candidates, even though
candidates refused after the initial interview. They waste so much time taking interview of
people who refuse after hearing about the salary range. So, I think they should at least put a
range, or at least before calling them for interview they can call them and have a little
conversation about this topic, so that who will be genuinely interested will come for the
interview.
This will save time from the both end and they will not have to take thousands of interviews
and waste their working hour.
After CV sorting, my assigned work was to call the candidates. We had two kinds of CVs.
One was people who applied for the job and second one was the CVs we got from head
hunting. So basically, I had to call them and set the interview time. For the head-hunting
CVs, I had to use a different tactic of approaching as they did not apply for the job, so I had
to manage them, influence them to come over and sit for the interview.
To set up the interview with the candidates I made a chart what to tell them so that I don’t
forget, the chart was like this –
When  Position candidates will be

interviewing for
 Little brief about company
 About his job description

When  Time slot
Where  Company’s address
Who  Who will be conducting the

interview
 Name of the person candidates

should ask at the reception
How  Interview format, and any queries of

the candidates
What to bring  CVs, portfolio, any required

documents
Duration of the interview  How long the interview might take
So, before calling any candidate I wrote down the information and I tried to cover everything
and not forget anything. And there are some things that should be considered before calling
the candidate:
Find a quiet place to call. While you may be rushing to run errands, get to work, or commute
by subway or bus, calling the employer back on a cell phone in a noisy public place is a risky
action. Wait until you have a quiet room or office from which you can make the call with no
background noise. Make sure you will not be interrupted during the call by locking doors or
informing colleagues that you'll need silence until the call is over. This will help you avoid
any embarrassing interruptions. And I called for the structural engineer’s post, and as it is a
senior post, I had to be very polite and formal while talking. They were senior and were
asking many questions, I had a little preparation but still they asked me many questions about
the company’s past works and I had very little knowledge about that, so it was quite
embarrassing for me not be able to give proper answers.
After completing the task, another work is to print out the CVs and make a file, and an excel
file for the prospective candidate’s name, phone number, current post and a blank space with
a heading name ‘arrival time’.

While working, many candidates refused to come for the interview as the interview was on a
weekday. And most of them are still holding a job, it is not possible for them to ditch the
office and come for the interview. So, I asked one of the executives how they handle this
situation, they said, they simply do not bother. If someone is unable to come, they don’t try to
make any other schedule for them I find this very unpleasant. As an HR they should know
about this kind of problems. They lost almost 7 to 8 candidates because their inflexibility to
reschedule. They want to hire best people yet they do not consider about this little fact. So, I
was disappointed and if I were a permanent employee of that company, I would have been
more flexible about the interview schedule. So that I can take more people’s interview and I
have more options. And this will be a positive image for the company as well, because people
will know that the HR thinks about people, as a HR should do.
I discussed this with an executive of the company, but he seemed thoughtless.
Chapter 5 Critical Incidents
One unconventional incident happened on the first week of my internship, which was, the
receptionist of our floor, asked me to wear data properly out of nowhere, which I find very
offensive as I dress modestly at office. However, I politely said that, I would obviously do
that. But as a HR, I find it derogatory. So, I made sure that the human resource department
should know how their employees are behaving in the office. After that my supervisor asked
her to come and he made sure that any of the female employees of the office are not getting
any odd comments from her.
Chapter 6 recommendation
While writing the job responsibility I took advice from the HR of development department,
and he gave me several points to add. I noticed for salary and incentives they were pretty
much vague. They were not precise about the salary or any allowances. So, I suggested them
to add at least a range and about the incentives, they could write more information. However,

they took my second advice and add some information correctly but still not clear. They were
focusing on how to take more candidates, how they can call more candidates, even though
candidates refused after the initial interview. They waste so much time taking interview of
people who refuse after hearing about the salary range. So, I think they should at least put a
range, or at least before calling them for interview they can call them and have a little
conversation about this topic, so that who will be genuinely interested will come for the
interview.
This will save time from the both end and they will not have to take thousands of interviews
and waste their working hour.
In the previous report, my recommendation towards company’s recruitment team was, while
searching for candidate; never go just for the best ones. Everyone should have a proper
chance. CGPA or degrees always can’t measure the intelligence. People from this company,
always want the best people while they are forgetting that they can take better one and groom
them to be the best. It is not always necessary to opt for the best candidates. That is why; they
are always taking so many interviews but cannot hire people because their demand is high.
You can always train and develop people’s skill. I recommend that because, they always want
skilled people, who already has a good job and doing great in their field. Thus, their
employee turnover rate is pretty much high. They only have 8 HR employees for their four
thousand employer and employees. And they don’t have an HR manager or an HR head too.
Almost every other week they conduct interview, but in the final stage they always reject as
they find them incompetent. And people whom they want to hire, the best people in their
field, they reject the company because of their strict rules, less pay and off-course for their
working hours. However, I suggested them that, if they could find people who are good but
may not be the best and very much compatible, they should give them a chance. Besides they
will be more loyal to the company. And they will not leave the job if they got a chance to
grow in that company. They will be loyal to their job. This is kind of a psychological fact. If
someone gets to develop their skill and grow their career in a job, they are more likely to stay
at that job longer. Given to the fact about this company’s history on employee turnover, they
should find people who will be loyal and constant. People can learn skill and do great in their
job if they get the proper environment. It is not always necessary that to become the best, you
need the best people. You can be the best with the people who shares the same value and
show loyalty towards the company’s goal.
If they consider my opinion, hopefully in the future their turnover rate might get reduced.

Because right now they are having employee crisis, literally, especially in HR department.
So, my recommendation for the company is, as group interviews and assessment centers are
usually held at fixed times. But, one-candidate interviews can be flexible. Let candidates pick
a time when they will be free of other responsibilities and able to focus on their interview. To
avoid an avalanche, give candidates various times to choose from in your first call. And thus,
the company will have more options to select the best employee for their office.
However, next 2 weeks I was assigned doing various CS calculations. I had to do cs

calculation for almost 6 to 7 posts. Throughout the week I did not communicate with any
people from the office as I was doing CS whole time.
It was really hectic for me, as they do not have hr. executives, most of the work was done by
the interns and we did not know about CS making and the after procedures properly, which
made the work more problematic.
While working in the recruitment team, I had to deal with many people regarding interview.
And considering the situation right now, it is quite risky. That is why, me and two other
interns talked with our supervisor. We asked him that is it possible to take online interviews
as the situation is not very good. And we could get affected by the virus anytime. Being a
local company, they never conducted any online meeting. So, we proposed that initially we
could start taking online interviews. It will save time and it is safe. However other people
were not comfortable about this online meet but our DMD sir, he said that it is a good idea
and it will be cost effective and time saver. The increasing use of internet and improvements
in the field of Information Technology has gradually increased the use of online meetings
since last few years. It has made communication easier, effective and efficient by using some
web conferencing software. Online meetings have made it easier as well as cost effective to
get all the employers at one place without compelling them to move out of their office or
home. Everyone can attend these meetings face-to-face just by making few clicks with their
mouse. All the participants attending an online meeting can interact with each other which
may not be possible if a physical meeting is arranged. In fact, participants of a meeting of
more than 20-25 people normally do not have enough time to interact with all the participants
but in online meetings it can be possible. And as we are becoming digitalized, this will be a
good idea to take initial interviews online. So, we decided that the next interview, which was

for sales executive, can be taken online. So, we started calling people and told them that their
interviews will be online. Everything had to done by us, so we started researching zoom to
know how we can manage.
So, before we start, what we will need:
• The interview schedule which defines interview blocks (times) and interviewers during the
session.
• The contact information for the interview candidate.
To set up the Meeting for the Interview Candidate Schedule the meeting for the interview
candidate in the Zoom app.
1) Open Zoom.
2) Click Schedule.
3) Change the Topic text using the following convention: Zoom Interview: [Position] – Sales
Executive ( cement )
4) Set the Duration for the interview. This should be set for entire half- or full-day interview
session (e.g., 8:00AM-12:00PM)
5) Set the Video options for both the Host and Participants to off when joining the meeting.
You can request that the interview candidate turn on video upon arrival.
6) Click the Schedule button, and a calendar invitation will launch in your primary
mail/calendar application.
7) Simplify the meeting message to include only the following Zoom information:
• Zoom meeting link
• Zoom meeting ID
8) Send the meeting invite to the interview candidate.
On the interview day, we asked the employers who will be conduct the interview to come at
the conference room. Then we connect the laptop with the projector so they can take the
interview on the big screen. And that day, we took interview for 25 people and neither one of
them had to come in the office and we took the entire interview in one sitting. Only drawback
was, sometimes some participants take time to be familiar with the new techniques of online

meetings. Such things may annoy people who learn such things more quickly than others. It
was hard to make some candidates understand how zoom worked.
So, our recommendation was appreciated by the employers and since then every initial
interview is taken online. It is very convenient for the interviewee and interviewer. It saves
time, money and considering current situation it is safer. So, us did sir was happy that finally
something smart happened in his office and he gave us gifts and arranged a tour to the
company’s factory and port.
There are so many benefits of online interview. Online interviews can help you cut down on
the traditional hiring process and save our company time and money. Candidates never have
to leave the comfort of their own home to record a video interview, and they therefore save
money on travelling expenses, food, and lodging. And because of that, we got take many
interviews of people who couldn’t attend the first slots of physical interviews. Also, both
parties can go back to their regular activities as soon as they are done with the interview,
which means it doesn’t get in the way in anyone’s productivity. For every job opening, there
will be dozens of applicants, which is great, because it allows a recruiter to select the best
people for the job. But, a lot of great candidates get lost in the crowd, or the recruiters simply
forget about them after interviewing 50 other people, which is perfectly understandable. With
video interviews, a recruiter can always go back and watch the interview again, and therefore
make sure that they have selected the best candidates for the job. If recruiters are open to the
idea of hiring a remote worker, then video interviews are the perfect medium for candidates
to show off their abilities. First of all, they need to be able to communicate effectively and
respond in a timely manner, as well as possess enough technical skills in order to facilitate
the production process. Also, every potential employee can demonstrate their knowledge and
skills right there on the spot, which allows the recruiters to narrow down their selection.
Some positions require candidates to have strong people skills, which puts one’s body
language and the ability to communicate at the top of the list of most desirable traits. The
good news is that both can be analyzed through a simple video interview, nearly as
effectively as during an in-person video. The company can capture the essence of every
candidate – the way they talk, dress, and present their ideas, and decide on whether they
would be a right fit for the company or not. Video interviews are an efficient way for hiring
managers to quickly compare and contrast candidates without delaying the hiring timeline.
Video interviewing eliminates scheduling complications and delays, reducing the risk of
losing candidates to faster moving companies.

Deputy Director of Madina was really happy that we started video interview. He said that,
this company needs more young people as they think creatively and work efficiently. As it
reduced the pressure of taking physical interview, reduced time of taking interviews. So
basically, this was our biggest contribution to the company and accepted by the upper
management of the company. And it is going to be practiced even after the pandemic.
While working in the company I realized they waste lots of paper. They usually do not like to
save file in computer. Everything needs to be printed, even the drafts for any file. So, I
suggested them that till the final draft they can work on computer and print only the final
document, and for cross check or correction they can send the file to the respective employer
through mail. It is easier that way, and will save a lot of paper. And money. But they did not
seem to like the idea.
If I could suggest something, I would suggest them that they should maintain the office hours
strictly. Because even after the office hours the management expects that the workers will
stay more time. Even there is no work to be done. And this is one of the unsatisfactory
situations in the office. Employees need to come at office within 9:30 am and cannot leave
until 7pm. And the working days are 6 days in a week. So, if they cannot decrease the
working days, they simply can let employees to leave the office at 6pm, which is the official
working hour.
In the previous report, my recommendation towards company’s recruitment team was, while
searching for candidate; never go just for the best ones. Everyone should have a proper
chance. CGPA or degrees always can’t measure the intelligence. People from this company,
always want the best people while they are forgetting that they can take better one and groom
them to be the best. It is not always necessary to opt for the best candidates. That is why; they
are always taking so many interviews but cannot hire people because their demand is high.
You can always train and develop people’s skill. I recommend that because, they always want
skilled people, who already has a good job and doing great in their field. Thus, their
employee turnover rate is pretty much high. They only have 8 HR employees for their four
thousand employer and employees. And they don’t have an HR manager or an HR head too.
Almost every other week they conduct interview, but in the final stage they always reject as
they find them incompetent. And people whom they want to hire, the best people in their

field, they reject the company because of their strict rules, less pay and off-course for their
working hours. However, I suggested them that, if they could find people who are good but
may not be the best and very much compatible, they should give them a chance. Besides they
will be more loyal to the company. And they will not leave the job if they got a chance to
grow in that company. They will be loyal to their job. This is kind of a psychological fact. If
someone gets to develop their skill and grow their career in a job, they are more likely to stay
at that job longer. Given to the fact about this company’s history on employee turnover, they
should find people who will be loyal and constant. People can learn skill and do great in their
job if they get the proper environment. It is not always necessary that to become the best, you
need the best people. You can be the best with the people who shares the same value and
show loyalty towards the company’s goal.
If they consider my opinion, hopefully in the future their turnover rate might get reduced.
Because right now they are having employee crisis, literally, especially in HR department.
Conclusion
From the previously mentioned subject matter and my point of root to work in Madina
Group Constrained, I can say that I truly delighted in my internship period at EXIM
Bank Restricted from the exceptionally to begin with day. I am confident that this 3 (three)
months internship program at Madina Group will unquestionably help me to realize
my career within the work advertise. I moreover understand: “People don’t leave their jobs,
they leave their managers.” Although committed and loyal workers are the
foremost powerful figure to getting to be a manager of choice, it is no disclosure that
companies and organizations confront momentous challenges in developing energized
and locked in workforces. In any case, there's wealth of investigate to illustrate that
increased representative commitment and believe in authority can emphatically affect the
company’s bottom line. In reality, the genuine potential of an organization can as it were be
realized when the efficiency level of all individuals and groups are completely adjusted,
committed and energized to be successful.

Reference:
 (n.d.). Retrieved from Madina Group: https://www.madina.co/
 GLOSSARY. (n.d.). The Importance of Documentation in Human Resources. Documentation

Will Serve You Well, Legally and Ethically.
 What do professionals in HR careers do. (n.d.). Retrieved from All Business School:
https://www.allbusinessschools.com/human-resources/job-
description/#:~:text=Human%20resources%20specialists%20are%20responsible,administrati
ve%20functions%20of%20an%20organization.
:
 Job Description Writing Guide. (n.d.).

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Internship Report

Company: Madina Group

Maria Iqbal Diya

Dr. Tamgid Ahmed Chowdhury

Associate Professor &

Director, MBA & EMBA Programs

North South University

Madina Group Page 1

January 19th, 2020

Dr. Tamgid Ahmed Chowdhury

School of Business & Economics

North South University

Subject: Submission of the Internship Report on “Human Resource Practices of Madina

However, if you need any clarification, suggestions, or recommendations for further

Maria Iqbal Diya

School of Business and Economics,

North South University

Madina Group Page 2

Madina Group Page 3

Madina Group Page 4

Madina Group Page 5

Madina Group Page 6

Human Resource Management is the course toward controlling individuals in a relationship in

Scope of the report

Temporary position program is a sensible and functional subject to comprehend the

Madina Group Page 7

 To explain the scope of work in recruitment and selection process

Methodology of the report

Madina Group Page 8

Data Collection procedure:

 Interview with partner director of organization and HR-In Charge

Limitations of the Study

o Limitation of work individual.

Madina Group Page 9

MADINA GROUP BD. established in 1974, represents considerable authority in assembling

Madina Group Page 10

HRM PRACTICES OF MADINA GROUP

 Recruitment: Enrollment is one of the genuine components of HRM. To attract and

Madina Group Page 11

Madina Group Page 12

Madina Group Page 13

The Mission of Human Resource Management

The stages in decision fuse sourcing candidates by frameworks organization, advancing, or

Madina Group Page 14

An execution examination (PA) or execution evaluation is a systematic and discontinuous

Madina Group Page 15

SELECTION PROCESS OF EMPLOYEES OF MADINA GROUP

The procedure of determination is distinctive in various organizations; anyway, a general

Madina Group Page 16

Interview is a step-by-step process which consists of the following steps:

Madina Group Page 17

Structured job interviews

Madina Group Page 18

Recruitment Policy of Madina Group

 The universally useful of enrollment of Madina Group is to give a pool conceivably

Madina Group Page 19

GENERAL GUIDELINES FOR RECRUITMENT

 Be ready to peruse and compose easily. A proficiency/numerate test would be taken by

Yearly Manpower Planning

Madina Group Page 20

REQUISITIONS FOR PERSONNEL

Prepare Job Specification and Job Description