Internship Report

On

“Recruitment and Selection Process of R.S Knit Fashion

Ltd.”

Prepared For

Md. Shahnawaz Mostofa

Senior Lecturer & Coordinator,

Department of Business Administration

Uttara University.

Prepared By

Afjal Hossen

ID No: 2161011167

Program: BBA

Major: HRM

Department of Business Administration

Uttara University

Date of Submission: 14 December, 2019.

1
 Letter of Transmittal

Md. Shahnawaz Mostofa

Senior Lecturer & Coordinator, BBA
Department of Business Administration
Uttara University

Subject: Submission of Internship report on “Recruitment and Selection process of

R.S Knit Fashion Ltd.”
Dear Sir,

It is my great pleaser to submit the internship report on “Recruitment and Selection

Process of R.S knit Fashion Ltd.” that has beenassigned to me for the partial
fulfillment of the requirements of BBA Program.
I have tried my level best to prepare this report a presentable shape and make
appropriate at informative to fulfill the objectives of the study. I have enjoyed a lot of
time during the preparation of this report.
I would like to cover my graduate and thanks to you give me an opportunity to work
on such a project that is very much relevant to my study. I sincerely believe that the
practical knowledge and experience gather from this study will be very much helpful
in my future life for doing any types of research work.

If any confusion arises or any further explanation needed, I will be readily available to
explain the matter to you, as the situation required.

Thanking You
Sincerely Yours,
............................

Afjal Hossen
ID No: 2161011167

Program: BBA
Major: HRM

Department of Business Administration

Uttara University

2
 Letter of Authorization

I am pleased to certify that the internship report on “Recruitment and Selection

Process of R.S Knit Fashion Ltd.” has been successfully completed by Afjal Hossen
bearing ID: 2161011167, Department of Business Administration, under my
supervision. Now, the report has been approved for presentation and viva voce.

I wish her every success in life.

Internship Supervisor

Md. Shahnawaz Mostofa

Senior Lecturer & Coordinator, BBA Program
Department of Business Administration
Uttara University.

3
 Student Disclaimer

I do hereby solemnly declare that the internship report on “Recruitment and

Selection process of R.S Knit Fashion Ltd.” has beenprepared by me and has not
been previously submitted to any other University / College / Organization for any
academic qualification.

I, further undertake to indemnify the University against any loss or damage arising
from breach of the forgoing obligation.

Thanking You

Sincerely Yours,
......................................

Afjal Hossen

ID No: 2161011167
Program: BBA
Department of Business Administration

Uttara University.

4
 Acknowledgement

Successful accomplishment of this report is the outcome of the contribution of

number of people, especially those who provided time to share their thoughtful
guidance and suggestions for me.At the beginning, I would like to pay my gratitude to
the Almighty Allah for giving me the ability to work under all circumstances and time
constraints.First of all, I indeed grateful to my honorable supervisors for their Positive
Support Md. Shahnawz Mostofa, Senior Lecturer & Coordinator, BBA Program
Department of Business Administration, Uttara University.

I would like to thank the authority ofto give me the valued opportunity to do my
internship in their prestigiousorganization. The experience and knowledge gained
athelped me immensely to address and understand all the elements related to my
report, which I otherwise would not have understood so well.

To complete my internship was indeed a great pleaser and a unique experience for me.
It was also challenging and exciting event for me as it gave the freedom to look into
the Online Based organization.

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 Table of Contents:
Introduction ........................................................................................................................................... 9
Objectives of the study ........................................................................................................................ 10
Broad of the Objective ....................................................................................................................... 10
Specific objectives ............................................................................................................................. 10
Major Difficulties Faced/Limitations: ................................................................................................ 10
Company Profile .................................................................................................................................. 12
Mission ............................................................................................................................................. 13
Vision................................................................................................................................................ 13
Organizational structure ..................................................................................................................... 13
Product of R.S Knit fashion Ltd. ........................................................................................................ 15
Market of the R.S Knit Fashion Ltd ................................................................................................... 15
Awards .............................................................................................................................................. 16
My position as an Intern .................................................................................................................... 16
CHAPTER 3 ........................................................................................................................................ 17
Data collection and processing ............................................................................................................ 17
Data collection and processing ............................................................................................................ 18
Data sources ...................................................................................................................................... 18
Ways of data collection...................................................................................................................... 19
Data processing Methods ................................................................................................................... 19
SWOT Analysis of R.S Knit Fashion Ltd. ......................................................................................... 20
Objective wise discussion .................................................................................................................... 23
Sources of recruiting .......................................................................................................................... 23
Internal recruiting ............................................................................................................................... 23
Internal recruiting for Nonexempt positions ....................................................................................... 23
Internal recruiting for Exempt positions ............................................................................................. 24
External recruiting: ............................................................................................................................. 25
Formal Methods ................................................................................................................................ 26
Newspaper recruitment advertising .................................................................................................... 26
Employment Agencies ....................................................................................................................... 26
Walk in and Write in.......................................................................................................................... 27
Innovative recruiting methods: ........................................................................................................... 27
Campus Recruiting: ........................................................................................................................... 27
Guiding Principles ............................................................................................................................. 28
Recruitment planning......................................................................................................................... 29
Job Analysis ...................................................................................................................................... 29
Job Specification ............................................................................................................................... 29

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 Job Description.................................................................................................................................. 30
Job Evaluation ................................................................................................................................... 31
Recruitment Strategy ......................................................................................................................... 31
Internal Sources ................................................................................................................................. 33
External Sources ................................................................................................................................ 33
Screening /Shortlisting ........................................................................................................................ 34
Reviewing of Resumes and Cover Letters .......................................................................................... 34
Identifying the top candidates ......................................................................................................... 34
Evaluation and Control ................................................................................................................... 35
Medical Examination ......................................................................................................................... 35
Final selection ................................................................................................................................... 35
Placement to the Position................................................................................................................. 36
Recruitment and Selection Framework (Worker Level) .................................................................... 36
Recruitment and Selection Framework (Officer Level) ..................................................................... 37
Internship Experience ......................................................................................................................... 43
Findings ............................................................................................................................................... 39
Conclusions & Recommendations ....................................................................................................... 41
Conclusion ........................................................................................................................................ 41
Recommendations ............................................................................... …………………………........

Reference ................................................................................................................ …..45

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CHAPTER 1

Introduction

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 Introduction

Through internship program, a student can observe and evaluate the use and applicability of
the theoretical concepts which were taught in the classrooms. This report is prepared as a
requirement for the fulfillment of BBA Program, which is to be submitted to my honorable
faculty supervisor senior lecturerMd. Shahnawaz Mostofa. The proposal of the project is
“Recruitment & Selection Process of R.S knit Fashion Ltd.”

Recruitment and selection of human resource is very important for every organization.
Because recruitment and selection process are one of the most important HR function which
makes a great impact on the revenue growth and the profit margins of a company as
compared to other tasks such as retention, on-boarding, leadership development and
managing talent. A perfect balance of employees and works need to be maintained in a
company. In addition, a job recruiter needs to ensure that only the most skillful and
competent people should be selected for the jobs. Poor selection processes lead to various
unnecessary costs in the organization. In the recruitment process, an organization hair the
most suitable and qualified candidate, whether he is internal or external to the organization, to
fill the job vacancy.

There are two sources of recruitment, internal sources and External sources. Internal Sources
are an excellent source of information is the current employee who may know someone who
would be qualified and interested in the open position. This source of information is very low
cost, yet can yield a number of good prospects. External Sources are Advertising,
Employment agencies, Professional organizations, Educational institutes and Unsolicited or
Casual applicants.

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 Objectives of the study
Broad of the Objective:
The broad objective of the study is to get the knowledge regarding the recruitment and
selection process of the employee of “R.S Knit Fashion Ltd.”

Specific objectives:
 To describe the Recruitment sources of R.S Knit Fashion Ltd.
 To explain the Recruitment process of R.S Knit Fashion Ltd.
 To explain the selection process of R.S Knit Fashion Ltd.

Major Difficulties Faced / Limitations:

To prepare a report on a topic like this in a short duration is not an easy task. There was so
much information we could not get because of company confidentiality. Yet, we tried our
best to get authentic and truthful data from the very beginning to end. While preparing this
report, there were some barriers and limitations:

 We didn’t get the opportunity to access internal data.

 We couldn’t observe all types of personnel.
 Management is very busy with their daily works, so all requirements can’t be
included.

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 CHAPTER 2
Company Profile

11
 Company Profile

Brief Profile of R.S Knit Fashion Ltd.

R.S Knit Fashion Ltd. one of the leading Garment Manufacturers in Bangladesh, started its
journey in 2010 towards leadership in excellent quality and service at every job level. Being a
export oriented industry as approved by the country’s Board of Investment (BOI) and a
permanent member of Bangladesh Garment Manufacturers & Exporters Association
(BGMEA), R.S Knit Fashion Ltd. Has achieved a consistent growth in business over almost
8 years, and is now a proud owner of the country’s most compliant establishment with the
best available standards maintained by its unsurpassed management system.

R.S Knit Fashion Ltd. covers a compound area of 75,000 sq. ft. It upholds a 3-storied state of
the art building with approximately 25,000 sq.ft. In every floor it covers 15 lines and in every
line there are 35 machines. The annual production capacity is 3.5 million pieces with
optimum client’s satisfaction. The company’s product mainly T-shirt, Polo Shirt, shorts etc.
Main Buyers of R.S Knit Fashion Ltd.

 Holland - DOMO
 Germany - BROADWAY
 USA- TARGET
 UK-NEW LOOKS
 Spain- REEBOK
 France- JULES
 Italy- METRO

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 Mission and vision of R.S Knit Fashion Ltd.

Mission

Total Satisfaction by building trustworthy, long term partnership; maintaining delivery

discipline; product conformity; assuring safe workplace, due diligence; and offering realistic
price with continuity without compromising Quality.

Producing in the Eco, green facility, aiming to discharge no waste to land field; reducing
carbon footprint, sourcing sustainable materials and employing partially challenged people

Vision

Sustainable Execution of Production with Aspiring Leadership

Organizational structure:

Chairman

Executive Director

Accounts Marketing HumanResou Operation and

rce production

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Head of Head of Recruitment PM
Accounts Marketing and Selection
TF
Manager

Supervisor
Senior officer
Cashier
Training and QC
Development
Officer
Worker

Compensation
& Benefit
Manager

Figure: Organizational Structure of R.S knit Fashion Ltd.

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Product of R.S Knit fashion Ltd.
 Lagans
 Polo shirt
 T-shirt
 Kids wear
 Shorts
 Jeans
 Jacket
 Others

Market of the R.S Knit Fashion Ltd

The market of R.S Knit Fashion Ltd is National and International. R.S Knit Fashion Ltd is
100% Export oriented Garments.

They Export their products to

HOLLAND GERMANY SPAIN

FRANCE UK ITALY

USA

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Short history of R.S Knit Fashion Ltd.

R.S Knit Fashion Ltd. started its operation in 2010. Quality and on time delivery is the mile
stone of our success. Total customer satisfaction is our only aim and under no circumstances
it is compromised. We ensure timely shipment and delivery to gain faith and Confidence
from our valued customers.

We make all types of Bottoms and Tops (Dress Pant, Blazer, Fashion Trousers, Jackets,
Ladies Dress, Overall Shorts, Romper, Shirts and more) due to excellent in house facility and
high standard, washing plant and Grinding Capacity. We are highly specialized in Dress
Manufacturing. Nevertheless, we can also handle any kind of cotton, Twill, Canvas,
Corduroy, Poplin, and any stretch fabric.

Our yearly capacity is 5 Million pcs of Shirts.

Awards

The Factory has been awarded by DISNEY, BSCI and SEDEX certificate for its quality
product and compliance.

My position as an Intern

I did my internship in R.S Knit Fashion Ltd. As an intern in the organization and Under I the
supervisor. I had a position or space for working. I tried my level best to take idea how can
maintain effective R.S and operation procedure I gathered overall practical idea on this
sector. My position had a HR employee. I had a great chance for learning something. I mostly
worked in the HR department and Production unit.

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 CHAPTER-3

Data Collection and Processing

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 Data Collection and Processing

Data sources

Data collection is the process method of observation, survey and analysis. There are two
types of data-

1. Primary data
2. Secondary data

Types of Data

Primary Data Secondary Data

Primary data

The primary data collected thought face to face discussion and participation in the
recruitment and selection process of worker -

Secondary data

The secondary information collected from website, Newspaper, journals, books and
some other relevant sources.

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Ways of data collection

This report has been prepared based on primary and secondary data. This data collected by
me following ways;

Primary data are collected in the following way:

 Face to Face communication with workers.

 Observation also used to make this report.
 Work experience.

Secondary data are collected in following ways

 From organizational manuals.

 Document and record.
 Website.
 Newspaper.
 Magazine.
 Media.

Data processing Methods

The Optimum outcome of the standard report depends largely of the proper methods related
to the topics in the field of relevant investigation. To prepare this report, the methods
practical involving working, observation method, the techniques of data collection followed
in this report are practical working to the organization, discussion with the worker and staffs,
user of documents.

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 SWOT Analysis of R.S Knit Fashion Ltd.

R.S Knit Fashion’s strength

 R.S Knit Fashion Ltd. Is a rapidly expanding company

 All the units of the factory enjoy highly of machinery are imported from others country.
As a result, it maintains in smooth rate of production.
 Focus on continuous improvement.

R.S knit Fashion Ltd. have Skillful worker.

 Proactive planning.
 Strong employee attitudes.
 R.S Knit Fashion has independent R.S control unit. Each R.S is assigning to specific
customer account to follow up right from the sampling stage of export shipment.
 Excellent customer service.
 Large market.
 Personal relationships with customers.
 R.S Knit Fashion produce the innovative product that’s why R.S Knit Fashion is the
Market Leader.
 Highly efficient, low-cost manufacturing.

Weakness of R.S Knit Fashion Ltd.

 There are many departments under the direction of the Executive Manager.
 Workers turnover exits because of Miss behave.
 Political unrest situation, which making buyers step back some cases.

Opportunities of R.S knit Fashion

 R.S Knit Fashions reputation are so good of product quality in outside world will
increase more option of export
 Very good quality yarn is now producing

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  Great pricing capability
 Attracting new buyers by establishing new buying houses
 Strong rise knitting sector

Threats of R.S knit Fashion Ltd.

 Competitors are increasing rapidly worldwide

 Day by Day technologies are changing and to adopt those technologies are threats,
because it requires large amount of investment.
 Foreign buyers are afraid of hiring order because of political environment
 Employees areterrified of new technologies.
 Economic recession is occurred all over the world. It can be a threat for garments
industry as well as R.S Knit Fashion Ltd.
 Labor unrest is increasing day by day in readymade garments sector. So, it can be a
great threat for them.

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 CHAPTER 4

Analysis & Findings

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 Objective wise discussion

Objective 1:To describe the Recruitment sources of R.S Knit Fashion Ltd

Sources of recruiting

Deciding whether the position is to he filled internally or external is often an early task in
recruitment planning for a specific vacancy. In some cases, there is no decision to be made.
For instance, entry-level jobs must be filled externally and for other position the company’s
policy or union contract may require that internal sources be utilized first. Most organization
use a mixture of internal and external sources. Promoting from within when qualified
employees are available and recruiting from external sources when new skills are needed or
growth is rapid.

Internal recruiting

Most companies fill vacancies internally whenever possible. A variety of internal recruiting
methods are used for different levels of jobs. Lower level jobs such as clerical and manual
jobs are often called nonexempt jobs because their incumbents are not exempt from the
minimum wage and overtime provisions of standard labor act. These people are typically paid
an hourly wage. In contrast higher-level administrative managerial and professional
employees are paid on a salary basis and are exempt from the overtime provisions. The
following section discusses the internal recruitment methods used for each category of job in
turn.

Internal recruiting for Nonexempt positions

Some small and non-unionized companies have an informal system of locating promotable
employees. When openings occur, the hiring manager may rely on memory to suggest

23
candidates or may ask supervisors to recommend employees who appear qualified. The
obvious drawbacks of such a system are:

1) Good candidates may be overlooked.

2) Preference may be displayed.
3) Qualified candidates may be hoarded by a supervisor who prefers to keep them in
department rather than recommend them for deserved promotions elsewhere.

The most commonly used system for internal recruiting is job posting and bidding, in which
employees nominate they are interested in being considered for an opening. The HR Manager
posts openings on the bulletin boards or publishes them in an in-house newspaper. More
recently, some larger firms developed job posting system by electronic mail. The system
allows the employees to view internal job opportunities in each of the regions in the country.
They can even submit applications via e-mail. Job posting describes positions, locations, pay
rates and qualifications and encourage all interested employees to apply. The hiring manager
and a HR representative evaluate the candidates and make the selection decision.

Internal recruiting for Exempt positions:

Posting and bidding are quite rare as a method of internal recruiting for professional and
managerial positions in the private sector. Organizations trying to fill vacant managerial slots
might identify candidates by consulting replacement charts or by forming a nominating
committee of higher managers who would pool their information to generate a slate of
candidates. Larger organizations however, have found that they need a more systematic
method of identify candidates, particularly if they wish to encourage transfers across
divisional lines. These firms are developing managerial succession plans and computerized
information systems on manager’s education, skills, Performance, and experience and job and
location preferences. When vacancies occur, the information system can quickly search and
produce a list of potential candidates.

24
 External recruiting:

A successful external recruiting effort requires careful planning and coordination. In most
medium and large organizations, the HR professionals do most of the recruiting. These
people may be personnel generalists who spend some of their time performing recruitment
activities or full-time recruiters who specialize in seeking and screening potential new
employees. A separate recruiting function with at least on full-time recruiter tends to exist in
organizations that have a continuing need to recruit a minimum of fifty to one hundred
exempt employees each year. Recruiters may make hiring decisions for some lower level
jobs, but ordinarily they locate, evaluate and refer the most qualified candidates to the
manager (or sometimes the team) for the unit in which the vacancy has occurred. This
manager, called the hiring manager, makes the final hiring decision, often in consultation
which other managers. In order to find the right kind of candidates, recruiters must work
closely with hiring managers throughout the recruitment process.
The recruiters first step after receiving an assignment to meet with the hiring manager to find
out more about the position to be filled. The two of the must workout specifications in terms
of what education, skills, and experience are needed and desired. Besides obtaining the
needed information about the job’s requirement, the recruiter must also identify what might
attract candidates to the job. With this information, the recruiter can begin to plan where to
look for applicants, how many to look for, and how to screen them.
Throughout the recruiting process, the hiring manager should stay in dose touch with the
recruiter. The hiring manager should examine resumes or applications that have passed
initial screening by the recruiter and should review some of the applications that the recruiter
rejected during the first step. Such involvement on the part of the hiring manager allows
feedback as to whether or not the recruiter's decision is consistent with the hiring manager's
preferences.

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Formal Methods:

Formal methods of external recruiting entail searching the labor market for candidates who
have no previous connection to the firm. These methods traditionally have included
newspaper advertising, uses of employment agencies and executive search firms, and
campus recruiting.

Newspaper recruitment advertising:

The most common formal recruitment method is advertising. Recruitment advertising has an
obvious target-people who are seeking work-and an obvious goal-attracting these job seekers
to apply for a job at a particular company. Recruitment ads, however, reach a much wider
audience. Estimates are that only ten to twenty percent of the readers of help wanted ads are
currently seeking work. About 70 to 75 percent of the readers are happily employed but skim
the ads regularly to see what is available. These readers are unlikely to apply immediately
but are developing images of the employers whose ads they see. A well-designed,
informative advertisement may help convince these people to consider the company at some
later date when they are interested in a new job. Another audience for the ads is the
company's own employees. When one company discontinued its recruiting advertising, it
found that its employees were suddenly nervous and that rumors of layoffs were circulating.
A final audience is made up of clients, stockholders, brokers, activists, and regulators all of
whom may have some interest in an organization's activities.

Employment Agencies:

An agency finds and prescreens applicants, referring those who seem qualified to the
organization for further assessment and final selection. An agency can screen effectively
only it has a clear understanding of the position it is trying to fill. Thus it is very important
that an employer be as specific and accurate as possible when describing a position and its
requirement to an employment agency. Agencies that provide employment services can be
publicly funded or for-profit agencies. On occasions, unions provide employment services as
well.

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Walk in and Write in:

Walk-ins are some seekers who arrived at the HR department of MFL in search of a job;
Write-ins are those who send a written inquiry, both groups are normally asked to complete
an application blank to determine their interest and abilities. Field level management jobs like
Area Sales Coordinator, Regional Managers are recruited through Walk-in interviews.

Innovative recruiting methods:

as employers have had to contend with labor shortages in some regions and occupations,
they have used additional recruitment methods. Some of these include job fairs, 1V or radio
ads, direct mail, point-of-sale recruitment advertising (on the assumption those who buy your
product may be interested in making or selling it), and employment hotlines to provide job
information twenty-four hours a day. Another increasingly common method is tele recruiting
in which potential candidates who are already employed are phoned in an effort to build their
interest to change employers.

Campus Recruiting:

Campus recruiting is wider used by large and medium sized firms that need highly educated
entry-level employees. This can be highly productive for an organization, as many good
candidates can be interviewed in a short period of time and at a single location. Furthermore,
it is convenient because the college/university recruitment center provides both space and
administrative support. This type of recruiting is moderate in cost though it is more
expensive than word-of-mouth recruiting, gate hiring, or limited advertising, but it is less
expensive than using employment agencies (when the company pays the fee). Some
organizations are dropping the term "campus recruiting", which implies a, one-dimensional
activity conducted a few weeks a year, in favor of the concept of a "university relations
program". The latter brings home the importance of maintaining year-round visibility on
selected campuses, using variety of methods.

27
Objective 2: To explain the Recruitment process system of R.S Knit Fashion
Ltd.

Recruitment is the process findings and attracting the potential resources for filling up the
vacant Positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.

Recruitment process is the process of identifying the job vacancy, analyzing the job
requirements, reviewing application, screening, shortlisting the right candidate.

To increase the efficiency of hiring, it is recommended that the HR team of an Organization

follows the five best principles. These five practices ensure successful recruitment without
any interruptions; In addition, these practices also ensure consistency and compliance in the
recruitment process.

Guiding Pri R.S Knit Fashion Ltd. employment policies are based on the following
guiding principles:

1. Fairness: R.S knit Fashion Ltd. tries to utilize available human resources at its best.
The Company does not discriminate against any job seeker and employment on the
basis of race, color, religion, sex, age, national origin or any other factor that does not
pertain to the individual's ability to do the job. Each employee is entitled to fair
wages and job opportunity in return for their job, skills, commitment, loyalty,
personal interest and best efforts. The Company applies each employment policy in a
fair, uniform and consistent manner.
2. Right person at the right place: The Company tries hard to ensure best match of
skills and thus recruit right and competent persons at the right job at the right time.
3. Efficient and effective: At all stages of recruitment process, all-out efforts are given
to ensure that the steps are efficient and effective.
4. Realistic planning: With the rapid expansion of Me R.S knit Fashion Ltd. in the
operation of customer durable products manufacturing & selling appropriate HR
planning is given due importance.

28
5. Standard Method: The steps and procedures being followed during the course of
recruitment, selection and placement conform to the standards of the Company.

Recruitment planning

Recruitment planning is the first step of recruitment process. Where the vacant positions are
analyzed and described. It includes job specification and its nature, experience, qualifications
and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

candidates. The potential candidates should be qualified, experienced with a capability to take
the responsibilities required to achieve the objectives of the organization.

Job Analysis

A job analysis is a systematic exploration of the activities within a job. This is used to define
the duties responsibilities and accountabilities of a job. MFL has a systematic job analysis,
which consists of job specification, job description and job evaluation. Recruitment process
ideally begins with the analysis of job description and person specification for that job. A job
description and analysis of person specification provide the foundation for stipulating the job
title and salary scale of the position.

Job Specification

Job specification defines the education, training, experience, skills and competencies
required by the jobholder. The job specification is vital, because the key part of the job
specification, established at the beginning, is used in structured selection interview. HR
department with the help of the concerned department mainly prepares the job specification.
The following information’s are specified in the job specification:

29
 The age of the applicant in the case of direct recruitment (other than promotion), for
example the age ceiling for the post of manager is 40. The recruitment source is also
specified internal or external. If the source is external than applications are called either
from fresh or from any other references.
 Title of the position.
 Division, Department or Section.
 There are minimum educational as well as experience qualification for every post from
managing director to assistant. For example, for lateral entry an applicant for the post of
manager should be master degree holder and should have 7 years of experience in similar
positions.
 There are also required qualifications for promotion in a certain post.

Job Description

Job description is the basis of MFL's recruitment, selection, placement, performance

appraisal, salary administration, promotion, training and other personnel actions for its
employees. MFL has structured job description, which includes the job title, the duties to be
performed, the authority and responsibilities of the jobholder. For example, the duties of the
personnel manager (Human Resource) are looking after recruiting, joining of the new
employees, management of leave, management of local and overseas training of the
employees, promotion, transfer, assist in processing in executive hospitalization and house
furnishing benefit and also in processing foreign travel and performs related tasks and works
under the Director of HR.
Job description is prepared by respective Head of the HR with the help of concerned
department and it is kept with HR. In case there is any change in the duties and
responsibilities, then job description must be revised. A copy of the latest job description is
kept in employee's personal file.
The line manager and the HR department ensure that each employee has an appropriate and
updated job description stating dearly the context, purpose, duties & responsibilities of the
employees and person specification.

30
A copy of the job description is provided to the employee when he/she is appointed,
promoted, newly assigned or when deemed necessary.
After assessing the need of an additional employee in a particular department if the functions
in that vacant position can be successfully performed by co-worker in the same department or
other department then he/she is upgraded in the job scale, no recruitment of new personnel is
done.

Job Evaluation

The compensation package of MFL is based on the job evaluation. At the time of
establishment analyzing all the characteristics of every post the compensation package has
been developed. In this process the job with common demands in terms of skill, education
other personal characteristics are placed in the common compensation Group according to the
service rule of MFL.

Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is
Prepared for hiring the resources. After completing the preparation of job descriptions and
jobspecifications, the next step is to decide which strategy to adopt for recruiting the
potentialcandidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points -

 Make or buy employees

 Types of recruitment
 Geographical area
 Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include –

31
 Setting up a board team
 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy

32
Objectives 3: To explain the selection process of R.S Knit Fashion Ltd.

Internal Sources

Internal sources of recruitment refer to hiring employees within the organization through

 Promotions
 Transfer
 Former Employees
 Internal Advertisements (Job Posting)
 Employee Referrals
 Previous Applicants

External Sources

External sources of recruitment refer to hiring employees outside the organization through

 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Associations
 Campus Recruitment
 Word of Mouth
.

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 Screening /Shortlisting

Screening starts after completion of the process of sourcing the candidates. Screening is
theprocess of filtering the applications of the candidates for further selection process.
Screeningis an integral part of recruitment process that helps in removing unqualified or
irrelevantcandidates, which were received through sourcing. The screening process of
recruitmentconsists of three steps –

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the
Candidates are reviewed and checked for the candidates' education, work experience,
andoverall background matching the requirement of the job. While reviewing the resumes, an
HR executive must keep the following points in mind, to ensure better screening of the
potential candidates

 Reason for change of job

 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this
process, the cream/top layer of resumes are shortlisted, which makes it easy for the hiring
manager to take a decision. This process has the following three outcomes-

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate

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Evaluation and Control

Evaluation and control are the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a
costly process; hence it is important that the performance of the recruitment process is
thoroughly evaluated.

The cost incurred in the recruitment process are to be evaluated and controlled effectively,
these include the following –

 Salaries to the recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e. agency fees
 Administrative expenses and recruitment overheads
 Overtime and outstanding costs, while the vacancies remain unfilled.
 Cost incurred in recruiting suitable candidates for the final selection process.

Medical Examination

The purpose for a medical examination is to obtain information of the health status of the
applicant being considered for employment and to determine whether the applicant is
physically and mentally capable of performing the job. In MFL medical checkup is a part of
formality before join in the organization previously the job offer is contingent on passing
medical examination conducted by the company registered medical physician/diagnostic
center. Now employee does the medical examination by their own medical physician. The
cost of medical examination is borne by the individual.

Final selection

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After all these steps the candidate is selected finally. He is appointed by issuing
appointmentletter. Initially he is appointed on probation basis after finding his work
satisfactory he isappointed as permanent employee of the organization or otherwise he may
be terminated.

HR will then send the candidate an appointment letter and statement of particulars
detailingpost, salary, benefits, holiday entitlement, notice period, working hours and location.
If theoffer isacceptable to the selecting candidates, they signed the appointment letter. When
the followingcandidates joined the offered position, they have to write a joining letter to HR
Manager andother panel members are explained and described the responsibility, working
area, salary,compensation and other benefits to the interviewee because of he can be adjusted
with thementioned situation.

Placement to the Position

When the selected candidates submitted his joining letter, the HR Manager describes
hisresponsibility, ensure his responsibility, and introduce him to the other respective
persons.Then he finally took his responsibility and continues his daily activities.

Recruitment and Selection Framework (Worker Level)

Processes are being maintained to recruit are as follows

a) Respective department head with the approval of the HR Manager prepares requisition
for additional and replacement workers

b) Vacancies announced by advertising, posters, leaf lets, putting banners at the front side of

c) Application receives from hand to hand and in most of the cases walk in interview

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d) In cases of skilled workers, recruitment's being done by "on the job test" (Practical
interview)

e) In cases of unskilled workers, recruitment's being done by written and oral test.

f) General health checked-up by factory medical officer is an essential part of

recruitmentprocedure.

g) Production workers operators’ helpers will be recruited by an authorized committee

comprising of the following officials a) Officer time section b) Executive (HRD)

Salary, wages, and other benefits fixation is done in fulfillment to the applicable Bangladesh
labor law 2006 and minimum wages gazette

Recruitment and Selection Framework (Officer Level)

a) Assess the need for the job and ensure there is adequate funding for it.

b) Review the job description to ensure that it meets the present and future requirements.

c) Review the person specification to ensure it meets the requirements of the job
description.

d) Design the selection process.

e) Draft the advertisement and select the advertising media.

f) Short list using the person specification only

g) Written tests for entry level employee.

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b) Interview and test short-listed candidates
Validate references, qualifications and security clearance.

j) Make appointment

Chief operation officer holds the responsibility for ensuring this framework is followed, HR
is available for advice and will assist in general administration of the recruitment process.

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 Findings

 HR Division is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants.

 In this process there is no nepotism so there are higher possibilities to be selected

without having any back up.

 When they search for any experienced people, they give more concentration on
Previous experienced, Educational background, length of services etc. so that they can
select the most suitable experienced people.

 When they select entry level candidates than they concentrate more on pro-activeness,
creativeness, ideas which related with the post.

 HR selects candidates from a pull of application so that they can choose most suitable
candidates.

 The working condition or environment is excellent in MFL, which is very rare in

other organizations in Bangladesh
 It is noticeable that turnover rate is pretty high in entry-level management positions.

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 To assess the HR, need of the organization MFL also depends on the qualitative
statistics based on some indications regarding future requirement. The probable
vacancy also can be determined by forecasting a number of employees who approach
their retirement age, who leave or will leave the job, the past recruitment trend
analysis, etc.

 The HR department ensures that each employee has an updated and appropriate job
description stating clearly purpose, duties, responsibilities etc.

 The organization considers the options in a step by step manner. Primarily the options
internal search is considered. If the desired candidate is not found, then the second
step is judged and so on.

 The medical checkup is done by any medical practitioner. Here the reliability on the
result is very important factor because the hired person may have any type of disease
that can affect others that he/she does not want to disclose it.

 The appointment letter confirms the employment of the candidate in MFL and the
candidate is given a month time to join or ask them when they are available to join if
they are already working in somewhere else. But sometime it creates gap between
human resource department and concern department as they think HRD do not do
negotiate properly regarding joining when they are in urgency.

 Once the recruitment and selection process is done then the employees are
appointed base on their job description.

 The organization fills the position by promoting the present employees.

But most of the times it recruits from outside.

But there are some problems also like, they are not taking written test in every
department. They take only in the production and control department.

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 CHAPTER: 5
Conclusions & Recommendations

41
Conclusions & Recommendations
Conclusion
Human Resource plays the vital role to get maximum contribution from 00its workforce. It is
the nerve center of the company as it is to deal with man who is the vital and most sensitive
factor in any organization. Without the support of human beings’ machine remain idle, raw
materials lie stacked and money gets tied up. To get the best output the potential individual
has to be recruited.
R.S Knit Fashion ltd. recruitment & selection procedures and opinions of employees, it has
been identified that they are following good criteria for recruiting and selecting appropriate
employees and worker for their organization. To begood is not perfect for this competitive
market of RMG sector, they have to be perfect.

Recommendations

For that reason, there are some recommendations that it would like to suggest and reduce
their weakness by following steps. These are:

 Written test should be taken to the all departments.

 Original qualifications should be checked by the HR recruitment team.

 Should establish of the position of the advisor.

 Should be developed a training program for their managers in screening and

interviewing techniques.

 Inter personal skills, communication skills should be checked by taking presentation.

 MFL should increase their scope of human departments by recruiting more skilled
people.

 Funds need to be allocated professional development for each divisions and

professional development program needs to be formulated.

 The scope of phone interview and e-recruitment process should be increase.

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CHAPTER: 6

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 Internship Experience

As a BBA student, I was granted the opportunity as part of my degree program to complete
an internship at Merchandising Fashion Ltd, of my choice. The internship had a few
requirements including working 40 hours per week, for a minimum of 12 weeks. The
majority of my workwould be real work like the organization's employees, as opposed to
filing papers.First day of internship was an induction program where I was introduced to the
Head of hrmdyubraj& my mentor Mr.Mahbub Khan some other employees, somejunior
executives with whom I had to work. I was very excited after my first meeting with my
mentor as he is very inspirational, work oriented and I always looked forward for
aninteraction with him.

The type of work I accomplished

I worked at the first department called time section. There I learned

 How to appoint/ recruit a worker

 Rules of the organization.
 How to create employee file.
 Compliance.
 Workers salary system. Then I worked at the HR department.

Work Environment of R.S Knit Fashion

The work environment of R.S Knit Fashion is very good. They have air conditioner in
everydepartment. I enjoyed working there. R.S Knit Fashion ltd. is very strict to their rules
they are very organized. They always pay the salary properly to the workers. The workers are
very satisfied to the management. R.S Knit Fashion Ltd. maintain all labor law. Such as they
have child care facility for the womenwho have child, a full-time doctor with dispensary etc.

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 Reference
 https://www.royalgroupbd.com/
 https://www.rsknitbd.com
 http://www.rsknit.com/
 bangladeshtradeportal.gov.bd/kinder

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