An Internship Report

on

“Recruitment & Selection Process”

of
Zaber & Zubyer Fabrics Limited (ZZFL).
 Uttara University (UU)
Internship Report
On
“Recruitment & Selection Process’’
of
Zaber & Zubyer Fabrics Limited (ZZFL)
Noman Group

Supervised By:

Md. Azmol Hossain

Senior Lecturer
School of Business
Uttara University (UU)

Prepared By:

Mahjuba Akter Lima

Batch: 42 (A)
ID: 2171011018
Program: BBA
Major in Human Resource Management (HRM)
School of Business
Uttara University (UU)

Date of Submission: 14th March, 2021

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 Letter of Transmittal

14th April, 2021

Md. Azmol Hossain
Senior Lecturer
Department of Business Administration
Uttara University

Subject: Submission of Internship Report.

Dear Sir,

With due respect and humble submission, I would like to inform you that I am Mahjuba
Akter Lima from BBA program. It is indeed a great pleasure to have the opportunity to
submit the Internship report. I have prepared the Internship Report according to your
instructions. The topic name is “Recruitment & Selection Process of Zaber And Zubair
Fabrics Ltd (ZZFL)". Here I am working in the HR department, as an HR Admin. While
preparing this Internship report I came to know about several terms on HR. It has been a great
pleasure to work under such a friendly and helpful supervisor who is the principal of this
institute in a smooth, cordial environment. I have tried my best to present all the things to
make the report more informative and usual. If any part of the assignment means
inappropriate and irrelevant to the subject, please advise me.

I am very grateful to you for assigning such an important area of HR and Your kind and
generous guidance to make the report successful.

Thanks, and Best Regards,

Mahjuba Akter Lima

Batch: 42 (A)
ID: 2171011018
Program: BBA
Major in Human Resource Management (HRM)
School of Business- Uttara University (UU).

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 Declaration

I am Mahjuba Akter Lima hereby declare that the report of internship program title
“Recruitment & Selection Process” of Zaber And Zubair Fabrics Ltd (ZZFL)" is uniquely
prepared by me after the completion of 3 months’ work at Zaber And Zubair Fabrics Ltd
(ZZFL)", Factory office- Pagar, Tongi, Gazipur.

I, also confirm that, the report is only prepared for any academy requirement not for the
purpose and this report has not submitted in any other place before. I also assure that this
report has not submitted to any other private of public university.

Mahjuba Akter Lima

Batch: 42 (A)
ID: 2171011018
Program: BBA
Major in Human Resource Management (HRM)
School of Business- Uttara University (UU).

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 Certificate of Supervisor

This is certifying that Mahjuba Akter Lima has completed her internship program under my
supervision. The content of this report is prepared by herself from her short working
experience in Zaber And Zubair Fabrics Ltd (ZZFL), Factory office- Pagar, Tongi, Gazipur. I
have found her hardworking and sincere throughout the internship period, wising her all the
best for the future.

Md. Azmol Hossain

Senior Lecturer
Department of Business Administration
Uttara University (UU).

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 Acknowledgement

At the very beginning I would like to express my deepest gratitude to almighty Allah for
giving me the strength and the composure to finish the task.

I am deeply indebted to my honorable teacher and supervisor, Md. Azmol Hossain, Senior
Lecturer, Department of Business Administration, Uttara University (UU) for his whole-
hearted supervision to me during the internship training period. His suggestion and cordial
co-operation helped me much in preparing my internship report.

I also give my honorable teacher Anichur Rahman Senior Assistant Director Centre for
Career Development, School of Business, Uttara University (UU).

My sincere gratitude to Mr. Kayes Kawser (General Manager- Admin, HR & Compliance)
and all other employees.

Lastly, I am owed to my beloved parents who opened my eyes of knowledge and provided
continuous inspiration during the entire period of my study in the University.

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 Executive Summary

Human organization activity is simply the act of getting people together to accomplish
desired goals. Recruitment and selection are an important part of the human resource
management.

Zaber & Zubair Fabrics Limited is one of the leading Business organizations in Ready-made
Garments & Textile Industry in Bangladesh & well known in the world. Zaber & Zubair
Fabrics Limited provides good quality products conforming to the satisfaction of worldwide
customers. Its strategic strengths include strong recognition of brands, a highly skilled
workforce, and a diversified business mix.

In this report, I have tried my level best to exemplify how the basic function (recruitment and
selection) of HRM are exercised in Zaber & Zubair Fabrics Limited. I have analyzed the
recruitment and selection process of Zaber & Zubair Fabrics Limited from the view of
theoretical definition, practical application, basic principles followed and technology used in
the whole process. The report also discussed the Zaber & Zubair Fabrics Limited goals,
mission and vision. This report focuses on the Organization’s recruiting process, selection
process, source of recruiting etc.

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 Table of Contents

Item No. Particular Page No.

Letter of Transmittal vii

Declaration vii

Supervisors Certificate vii

Acknowledgement vii

Executive Summary viii

Chapter- 1 01-05

Introduction

1.1 Background of the study 02

1.2 Significance of the study 02

1.3 Scope of the study 02

1.4 Objective of the study 03

1.5 Methodology of the study 03

1.6 Limitation of the Report 05

Chapter- 2 06-09

Organizational Overview

2.1 Company Profile 07

2.2 Mission 07

2.3 Vision 07

2.4 Objective of Zaber & Zubair Fabrics Limited. 08

2.5 Slogan 08

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 2.6 Services and Solutions 08

2.7 Commitments 09

Chapter- 3 10-22

Theoretical Aspects

3.1 Introduction 11

3.2 Definition of HRM 11

3.3 Functions of HRM 12

3.4 Definition of Recruitment 14

3.5 Factors Influencing Recruitment 15

3.6 Sources of Recruitment 17

3.7 Recruitment Process 19

3.8 Definition of Selection 20

3.9 Selection Process 21

Chapter- 4 23-31

Recruitment and Selection Process of Zaber & Zubair

Fabrics Limited.

4 The HR Department 24

4.1 Objective 24

4.2 HRM Department in Zaber & Zubair Fabrics Limited. 25

4.3 Recruitment and Selection Process in Zaber & Zubair Fabrics 26

Limited.

4.3(a) Recruitment Process 26

4.3(b) Selection Process 31

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 Chapter- 5 35-46

Questionnaire Survey Analysis and Major Findings

5.1 Questionnaire Survey Analysis 36

5.2 Major Findings 46

Chapter- 6 47-53

Conclusion and Recommendation

6.1 Conclusion 48

6.2 Recommendation 49

6.3 Appendix 50

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 Chapter-01
Introduction

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1.1 Background of the study

For the students of Bachelor of Business Administration (BBA) theoretical knowledge is

hardly enough for handling the real-life business situation. To know about the real business
operation, it is a great opportunity for the student to go through the internship program which
is the perfect blend of the theoretical and practical life experience. And it is compulsory for
any BBA student of Uttara University. For the completion of this internship program, I have
chosen an Organization named “Zaber & Zubair Fabrics Limited” and my internship report is
based on “Recruitment & Selection Process”. I have prepared this report under the guidance
of Md. Azmol Hossain, Senior Lecturer, Department of Business Administration, Uttara
University.

1.2 Significance of the study

This report will be useful for HR Department of Zaber & Zubair Fabrics Limited, The
employees of the company. What are the ongoing HR policies related to recruitment and
selection process in Zaber & Zubair Fabrics Limited, and what can be done to improve this
strategy? The recommendations I am going to offer, some of them might be beneficial to the
company to perform better and will be effective to know the inside.

1.3 Scope of the study

Every Organization has multidimensional economic activities and services. Though three
months is not enough time to learn the vast activities and services but the preparation of this
report provide a great opportunity to have an in-depth knowledge of majority of the HR
activities practiced by the Zaber & Zubair Fabrics Limited. The study is focused on the
following areas of Zaber & Zubair Fabrics Limited:

 An overview of Zaber & Zubair Fabrics Limited.

 Discuss the Recruitment polices of the Zaber & Zubair Fabrics Limited.
 All policies of human resource other than recruitment are excluding in this report.

1.4 Objectives of the study

There are two types of objectives:

 Broad Objective
 Specific Objectives

Broad Objective:

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The broad objective of this study is to know about the “Recruitment & Selection Process
followed by Zaber & Zubair Fabrics Limited” through the HR department.

Specific Objectives:

 To have a clear view about the sources of recruitment and selection process of Zaber
& Zubair Fabrics Limited.
 To identify the steps of recruitment and selection process of Zaber & Zubair Fabrics
Limited.
 To know the opinions of the employees regarding the recruitment and selection
process of Zaber & Zubair Fabrics Limited.
 To give some suggestions for further improvement of recruitment and selection
process of Zaber & Zubair Fabrics Limited.

1.5 Methodology of the study

The overall process of the methodology followed in the study is explores further-

1.5.1 Research design

The research is a descriptive research. The report has been developed basically based on
primary and secondary data.

1.5.2 Sources of data collection:

In order to make the report more meaningful and representable, the data have been collected
from following two sources:

1.5.2.1 Primary data sources

To know the level of different employee satisfaction about the recruitment and selection
process of Zaber & Zubair Fabrics Limited, I have conducted a questionnaire survey among
the conveniently selected employees who were working at my unit in Zaber & Zubair Fabrics
Limited. I have also discussed with the officials of the organization.

1.5.2.2 Secondary data sources

To collect the information about the process of recruitment and Zaber & Zubair Fabrics
Limited, I have used the following secondary sources:

 Annual report of Zaber & Zubair Fabrics Limited.

 Internet.
 Textbook.
1.5.3 Sampling Plan:
1.5.3.1 Population-
Population refers to the total number of elements which someone wants to examine. Thus, all
the employees of Zaber & Zubair Fabrics Limited have been considered as the population of
my study.

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1.5.3.2 Sampling Method-
I have used non probability sampling method for collecting the information and to
identify the respondents.
1.5.3.3 Sample Size-
Total sample size was 30.
 Questionnaire design
Questionnaire was developed with closed ended questions.

1.6 Limitations of the Study

 Time limitation: To complete the study, time was limited by three months. It is very
short time to know an organization like Zaber & Zubair Fabrics Limited.
 Confidential issues: Because of the privacy policy and unwillingness of busy key
persons, necessary data collection became hard.
 Lack of Experience: Due to the lack of experience, there is a chance of having some
mistakes in the report though best effort has been applied to avoid any kind of
mistake.
 Insufficient data: The data did not cover all the parts or functions or policies of
Recruitment and Selection of Zaber & Zubair Fabrics Limited.
 Sample Size: As an Intern, it was difficult to cooperate with other departments
employees.

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 Chapter -02
Organizational Overview

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2.1 Company Profile

Zaber & Zubair Fabrics Limited is one of the sister concerns of Noman Group. In 1968 the
footstep of Noman Group was established by putting a trading company in Dhaka as its first
venture of business which eventually led the company turns into the manufacture of textile
products in 1975 with a vision of contributing the founder true leadership for the well-being
towards the country's economy.

Noman Group started its journey with a vision of establishing itself as the largest textile
manufacturer in the world. With sustained growth over the years and an ever-expanding list
of international clienteles, it has solidified its position as a leading vertically integrated textile
group in Bangladesh.

Zaber & Zubair Fabrics Limited was incorporated in 1997 with a mission to grow up as an
internationally recognized home textile manufacturing company, by meeting day today’s
market requirements and achieving customers' satisfaction.

Zaber & Zubair Fabrics Limited has commenced its commercial production from March 2000
The manufacturing process of Zaber & Zubair is vertically integrated with spinning, Weaving
Printing & Dyeing with a complete Back Process including CAD Designing Studio, Sengeing
& Desizing, Continuous Bleaching Plant and Stitching Unit. The mill is located at Tongi,
near to Dhaka, The capital city of Bangladesh. The company has invested around US$ 600
million to set up the state-of-the-art machineries to meet the challenges of the 21st century's
Textile World. The mill will have daily capacity of producing about 400000 meters of
finished fabrics or 100000 sets of various home textile products including bad linens, window
furnishings, table and kitchen linen. Due to the true leadership of the Management, highly
skilled expatiates from various countries and 8.000 dedicated and hardworking employees.
Zaber & Zubair Yearly Turnover 180 Million USD.

12th consecutive highest exporter in Bangladesh.

2.2 Information about Factory

Name: Zaber & Zubair Fabrics Limited (An Enterprise of Noman group)
Company Logo:
Nature of Business: 100% export oriented woven home and fashion textile dyeing, printing
and finishing.
Advisor: Md. Nurul Islam

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Managing Director: A. S. M. Rafiqul Islam Noman
Year of incorporation: 1997
Year of Commercial Production: March 2000
Corporate Office Address: Adamjee Court main Building (5th Floor), 115-120, Motijheel,
Dhaka-1000, Bangladesh.
Factory Address: Pagar, Tongi, Gazipur, Bangladesh
Telephone No: (8802)9802646, 9801146, 9801012
Fax: (8802)9800200
Investing Capital: USD 80 Million
Factory Area: 9, 97, 000 Square feet.
Production Capacity: 1, 00,000 meter per day
Number of Employees: More than 18000.

2.3 Mission
Zaber & Zubair Fabrics Limited is founded on and committed to a sustainable corporate
concept of concomitant prosperity. Our mission consists of 3 intertwined parts:
Consumer Mission:
To manufacture and supply the finest quality textile products on time with a continued
commitment to compliance.
Social Mission:
To act responsibly as a global corporate citizen and ensure the well-being and growth of our
employees and all other stakeholders.
Environmental Mission:
To foster a sustainable future through collaborating with area businesses, community leaders
and neighbors with the end of goal of environmental well-being.
2.4 Vision
We will lead in innovation for cleaner production with a focus on efficiency, continual
improvement and performance benchmarking which will facilitate our customers.
2.5 Slogan
“Wrap the world with our fabrics”

2.6 Facilities
 Spinning: One of the strong spinning bases in the country equipped with brand new
state of art machinery strongly backs up the entire process. Well-organized spinning
units have a capacity for constantly checking quality standards and a distinctive
product variety. The group has five spinning mills that contain 200,000 spindles and
producing 110 tons of yarn every day.

 Weaving: Zaber & Zubair Fabrics has 1200 shuttle-less SULZER Wider width loom
producing 150,000 meters of fabric in a day. This is one of the strengths of the

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 company and the biggest among the similar trade4 throughout the country.200 Air Jet
looms are expected to be in operation by October 2005 that will add another 80,000
meters of fabric which make the capacity 230,000 meters per day. With this strong
backup of the weaving unit, Zaber is capable to produce lower till higher count plain
& sateen weave fabric using single and double pick insertion, twill, half panama, voile
& different types of dobby patterns.
 Stitching: A dedicated workforce of 2000 highly skilled workers enables our
stitching unit to process 35,000 Bed Sets, 5,000 Pairs of Curtain & 2000 quilted
comforter a day. Current Production lines include Quilt Cover, Valance Sheet,
Curtain, Flat & Fitted Sheet, Pillowcase, Decorative Pillows and Comforter to meet
customer demands. Also, the unit is capable to produce a wide range of high-quality
embellished products of various attachments like trim, lace, piping and many others.

 Processing: At Zaber & Zubair the dying unit is completely integrated from back
process to finishing. The set-up of a wide range of machinery facilitates us to produce
the finest solid colors fabrics from the range of light to medium and dark. The unit is
well equipped for continuous processes of fine quality high-value products like
sateens, dobby, jacquarda, waffles, voiles, half panamas, twills, ducks in 100% cotton
and poly cotton made from long-staple fibers.

2.7 Other Sister Concern of Noman Group:

1. Artex Fabrics limited

2. Sufia Cotton Mills Limited
3. Talha Spinning Mills Limited
4. Mariom Textile Mills Limited
5. Noman Fabrics Limited
6. Zaber Spinning Mills Limited
7. Noman Textile Mills Limited
8. Talha Tex-pro limited
9. Zaber&Zubair Accessories Limited
10. Zarba Textile Mills Limited
11. Yasmin Spinning Mills Limited
12. Saad-Saan Textile Mills Limited
13. Noman Weaving Mills Limited
14. Zubair Spinning Mills Limited

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 15. Talha Fabrics Limited

16. Noman Home Textile Mills Limited

17. Sufia Fabric limited

18. Ismail & Anjuman Fabrics Limited

2.8 Board of Directors:

1. Md. Nurul Islam - Advisor

2. A.S.M Rafiqul Islam Noman - Chairman & MD
3. Nur-e-Yasmin Fatima - Director
4. Abdullah Mohammad Zaber - Director
5. Mohammad Abdullah Zubair – Director
6. Abdullah Mohammad Talha – Director

2.5 Different sections of the company:

To smooth functioning of the organization activities, some department assist these activities
as per given below:
Dyeing, Printing & Finishing (Processing)- Unit:
 Pre- Treatment
 Dyeing
 Printing Finishing
 Lab & QC
 Final inspection & Folding
 Embroidery
 Garments- Unit:
 Sample Section
 Cutting Section
 Sewing Section
 Final Inspection
 Packing Section Etc.
 Maintenance:

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  Electrical
 Mechanical
 Utility Section:
 Boiler
 Generator
 Compressor
 Chiller
 ETP or WTP Etc.
 Accounts
 Commercial
 Cost Inventory
 Administration, HR & Compliance
 HR & Admin
 Pay-Roll
 Compliance
 Welfare
 Medical
 Fire & Safety
 Security
 Transport- Local & Shipment
 House Keeping
 Local Purchase
 Canteen
 Chemical & Spare parts Store.
 Marketing Department
 International
 Local
 Supply Chain
 Power Generation & Utility.
 Material Control Division
 Stock- Gray Fabrics Stock, Old Stock & Shipment Stock
 Production.
 IE
2.6 Shift:
Shift A B C
Duration 6 AM -2 PM 2 PM – 10PM 10 PM – 6 AM

2.7 Name of products company export:

 Home Textile

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 Comforter
Duvet Cover
Pillow Cover
Bed Linen
Bed Spreads
Bed Throws
Kitchen Cloth
Table Cloth
Curtain
Shower Curtains
Chair Pads
Cotton Rugs
Napkins
Table Runners
Aprons
Mitten
Rug/Mat
Upholstery
Towel (Kitchen Towel, Bath Towel, Robe, Spa Towel, Beach Towel, Tea
Towel).

2.7 Membership certificates:

Certification/ Achievements
1) ISO 9001:2008
2) OEKO-TEX STANDARD 100
3) BRC GLOBAL STANDARD
4) GOTS-GLOBAL ORGANIC TEXTILE STANDARD
5) 9001: 2000 (Audited by URS)
6) OEKO - Tex (By Testex)
7) BRC Global Standard Consumer Product (By British Retail Consortium)
8) BSCI (Business Social Compliance Initiative) (audited by SGS)
9) Several audits on ETI (Ethical Trade Initiative) base code by different third-party
audit companies.
10) ISO 14001 (Audited by URS)
11) SRM (Audited by URS)
12) IWAY By IKEA
13) Wall-Mart
14) H & M
15) Asda
16) Disney

Awards and Achievements

2) HSBC Export Excellence Award 2011
3) Social & Environmental Excellence Award 2012

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 4) Certified AA Credit Rating by Credit Rating Information & Services
Limited Bangladesh
5) “Best Example” 2012 Award by H&M
6) National Export Trophy (Awarded by Ministry of Commerce and
Export Promotion Bureau)
7) Zaber & Zubair Fabrics: 2001-02, 2002-03, 2003-04, 2006-07, 2007-08, 2008-09,
2009-10, 2010-11 (Gold)
8) Noman Weaving Mills: 2008-09, 2010-11 (Gold)
9) Zaber Spinning Mills: 2008-09 (Gold)
10) Yeasmin Spinning Mills: 2008-09 (Silver), 2010-11 (Bronze)
11) Ismail Textile: 2010-11 (Bronze)
Certifications:

Type of Factory: Vertically Integrated

Website: www.znzfab.com

2.8 List of Buyers:

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2.10 Hierarchy of the organization

A typical organizational hierarchy indicates a top to bottom hierarchical organization

structure, wherein the greatest control, power and autonomy lies right at the top, and
decreases as one proceeds downwards.

Usually, there is one organizational head, followed by the specific functional heads. Under
each function, there will be a group of functional experts and support staff, again, with
varying levels of authority and control, depending on the function as well as the organization.
The instructions are always from the top to the bottom, with the lower rung staff accountable
to their immediate senior and the top rank.

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 Advisor

Chairman/ MD/ DMD

Administration Fin/Ac Marketing Technical Production

E.D E.D E.D G.M ED

Manager Manager Manager Manager

Manager

Asst. Manager Asst. Manager Asst. Manager Asst. Manager Asst. Manager

Officer Officer Officer Officer S.P.O

Staff Staff Staff Staff P.O

A.P.O

Operator

Asst. Operator

Helper

Fig. 1: Organizational Hierarchy

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 Chapter-03
Theoretical Aspects

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3.1 Introduction
Human Resources are the most valuable and unique assets of an organization. Human
Resource Management is an operation in companies designed to maximize employee
performance in order to meet the employee’s strategic goals and objectives. HRM focuses on
management of people within companies, emphasizing on policies and systems.

3.2 Definition of HRM

According to Edwin Flippo - “Human Resource Management as planning, organizing,
directing, controlling of procurement, development, compensation, integration, maintenance
and separation of human resource to the end that individual, organizational and social
objectives are accomplished”.
According to Ricky W.Griffin,- “Human Resource Management is the set of organizational
activities directed at attracting, developing and maintaining an effective work force”.
According to Dessler - HRM as a process of acquiring, training, appraising and compensating
employees and attending to their labor relations, health and safety and fairness concern.

3.3 Functions of Human Resource Management

The role of human resource management is to plan, develop and administer policies and
programmers.
Acquisition
 Job Analysis
 Human-Resource
Planning
 Recruitment
 Selection
 Socialization
Training &Development
Maintenance  Employee Training
 Safety & Health  Management
 Employee HRM Development
Relation  Career Development

Motivation
 Performance
Evaluation
 Pay & Benefits
 Discipline
 Job Evaluation

Fig. 2: Functions HRM

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 1) Acquisition
It deals with human resource planning, recruitment, selection and socialization of
employees .HR planning is a process by which an organization ensures that it has
right types and kinds of people at the right time and at the right place, who are capable
of doing their jobs effectively. It includes forecasting future needs for employees of
various types and comparing with the present workforce and determining the number
of employees to be recruited.
i. Job analysis: Job analysis is the process of determining the tasks that make up
the job and the knowledge and skills and abilities an employee needs to
successfully accomplish the job. Form job analysis, job description and
specification can be prepared.
ii. Human resource plans: Human resource planning is the process of determining
manpower requirements and the means of meeting those requirements in order
to carry out the integrated plan of the organization.
iii. Recruitment: Recruitment refers to the process of attracting, screening and
selecting qualified people for a job at an organization or firm. The HR
managers come up with plans and strategies for hiring the right kind of people.
iv. Selection: Selection is the process of gathering information for purpose of
evaluating and deciding who should be employed in particular jobs.
v. Socialization: Socialization is a process getting new employees acquainted
with the organization, its culture, rules and regulation.
2) Training and Development
It is a process of acquiring new skills to do job properly. Training is the organized
procedure by which people learn knowledge and improve skill for a definite purpose.
Development is the growth of an employee in all respects. It includes employee
development, Management development and career development.
I. Employee training is the increasingly required to assist the work force in using
modern tools and technology.
II. Management development is necessary to prepare organizations for future
challenges.
3) Motivation
Motivation is the set of forces that influence people to exert their best level of effort.
Motivation function begins with the recognition that individuals are unique and the
motivation technique such as job satisfaction, employee performance appraisal and
compensation must reflect the needs of each.
4) Maintenance
Maintenance refers to maintaining employee commitment and loyalty in the
organization. It is willingness to stay in the company. It includes safety and health
employee relations.

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3.4 Definition of Recruitment
Recruiting refers to the process of attracting potential job applicants from the available work
force. Every organization must be able to attract a sufficient number of the job candidates
who have the abilities and aptitudes needs to help the organization to achieve its objectives.
Recruitment is the process of locating a potential candidate for selection. Recruitment is the
process of finding and attracting capable applicants for employments.

Dale Yoder defines recruitment as ‘‘a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization’’.

3.5 Factors Influencing Recruitment

Internal Factors External Factors

 Human-Resource  Unemployment rate
vvvv
Planning
 Supply & demand
 Recruitment policy
Recruitment  Competitors
 Size of the firm
 Political-Social-Legal
 Cost of recruitment Environment

Fig. 3: Factors influencing recruitment.

Internal Factors:

a) Human Resource Planning

Human Resource Planning is a systematic analysis in determining the number of
employees to be recruited and what qualified they must possess.

b) Recruitment Policy
The recruitment policy of an organization specifies the objectives of recruitment and
provides a framework for implementation of recruitment program. Recruitment policy
is necessary for organization to respond to its human resource recruitments in time.

c) Size of the firm

The size of the firm is an important factor in recruitment process. If the organization
is planning to increase its operations and expand its business, it will think of hiring
more personnel, which will handle its operations.

d) Cost of Recruitment
Recruitment incurs cost to the employer; therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the organization
for each candidate.

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External Factors:
a. Unemployment Rate
One of the factors that influence the availability of applicants is the growth of the Economy.
When the company or organization is not creating new jobs, there is often oversupply of
qualified labor which in turn to unemployment.
b. Supply & Demand
The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals
and there is limited supply in the market for the professionals demanded by the company,
then the company will have to depend upon internal sources by providing them special
training and development programs.
c. Competitors
The recruitment policies of the competitors also affect the recruitment function of the
organization.HR managers need to analyze what the competitors are offering to the new
employees, and try to develop a competitive package to attract in the talent that need.
d. Political –Social- Legal Environment
Various government regulations prohibiting discrimination in hiring and employment have
direct impact on recruitment practices.

3.5 Sources of Recruitment

Whenever there is a vacancy in the organization, generally it is to be filled. Recruiting

sources are more effective than others for filling certain types of jobs. Every organization has
option of choosing the candidates for its recruitment processes from two kinds of sources.
These are:

1. Internal Sources of recruitment.

2. External Sources of recruitment.

1. Internal Sources of Recruitment

Internal sources indicate recruiting qualified people from within the organization itself. It
includes the current work force that is those are already on the pay-roll of the organization.
The most common internal sources of recruitment are following:
 Promotion: Promotion is one of the best ways to fill job vacancies within the
organization. The employees are moved to the upper levels of the organization with more
responsibility and prestige. A promotion from within policy can stimulate great
motivation among employee, and this motivation is often accompanied by a general
improvement in the employee morale.

 Job Posting: An organization can also use the policy of job posting an internal
recruitment source. In the job posting system the organization notifies its present

20 | P a g e
 employees about job openings through the use of bulletin boards, company publications
or personal letters. The purpose of the job posting is to communicate that the job opening
existing and once the decision is made; all applicants should be informed about the
decision.
 Transfer: Transfer means shifting from one job to another, typically of similar nature,
without any change in his rank and responsibility.
 Employee Referral: The present employees can refer their friends and family to the job.
They are well aware of the organizational culture, working conditions and job
recruitment. The organizations encourage employee referrals as the cost and time could
be saved than from hiring people from the external sources.

2. External Sources of Recruitment

Recruiting from outside the organization is known as the external source. Some external
sources are discussed below-
 Advertisement: It is the most widely used method as it can reach a wider audience. It
describes the jobs and benefits, identifies the employer and tells those who are interested
have to apply. Various media are used for advertisement such as newspapers, journal, TV,
Radio etc.
 Employment Agencies: There are certain professional organizations which look towards
recruitment and employment of people; they supply required manpower to needy
concerns.
 Unsolicited Application: Many job seekers visit the office of well-known companies
casually and either mail or drop in their job applications seeking the job opportunity.
 Campus Placement: Whatever the educational level required for the job involves a high
school diploma, specific vocational training or a collage background with a bachelor’s,
masters’ or doctoral degree, educational institutions are an excellent source of potential
employees. Sending an employer’s representative to college campuses to pre-screen
applicants and create an applicant pool from the graduating class.
 Professional Associations: Recruiters find that professional associations can also be a
source of job seekers. Many associations conduct placement activities to help new and
experienced professionals get jobs, especially at job fairs during meeting and
conventions.

 Internet recruiting: Some employers are conducting employment interviews on-line.

Employers often begin the Internet search process by establishing an organization website
and listing jobs on it.

 Walk-Ins: This is again a direct form of recruitment wherein the prospective candidates
are invited through an advertisement to come and apply for the job vacancy.
Here, specified date, venue and time are mentioned and the candidates are requested to
come and give interviews directly without submitting their applicants in advance.

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3.6 Recruitment Process:

Recruitment process is the method that organizations use to fill job vacancies and hire new
talent into their organization.

Find out the vacant position

Job Analysis

Advertisement

Acceptance of C.V

Short listing

Fig. 4: Recruitment Process

Step-1: Find out the vacancy: Finding the vacancy position of the organization.

Step-2: Job Analysis: It is the process of determining the tasks that make up the job and the
knowledge, skills and abilities an employee needs to successfully accomplish the job. From
the job analysis, job description and job specification can be prepared. Job description is a
written statement of what the jobholder does, how it is done and why it is done. Job
specifications state the qualifications necessary for a job.

Step-3: Advertisement: Bank mainly advertises their vacancy through the newspapers.
Advertising helps to the HR professionals of the organization to concentrate on the strategic
and process of HRM routing work.

Step-4: Acceptance of C.V: HR department accept C.V/ Resume from the applicants
properly.

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Step-5: Short listing: Short listing involves objectively assessing each application against
the essential and desirable criteria set out in the person specification.

3.7 Definition of Selection

Selection is the process of gathering information for purposes of evaluating and deciding
short should be employed in particular jobs. Selection involves screening or evaluating of
applications to identify those who are best suited to perform the jobs which have fallen
vacant in organization.

Or- Selection is the process of choosing the most suitable candidate for the vacant position in
the organization.

In other words, selection means weeding out unsuitable applicants and selecting those
individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.

3.8 Selection Process

The objective of selection process is to choose the individual who can successfully perform
the job from the pool of qualified candidates. The selection process varies from organization
to organization and even from department to department within the same organization. The
main selection process is-
Initial Screening

Employment Test

Comprehensive Interview

Background Investigation

Medical Examination

Final Hiring Decision

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 Fig. 5: Selection Process

Step-1: Initial Screening: Screening application is the verification of application against the
predetermined requirements of job given in job description and job specification.

Step-2: Employment Test: Intelligence, aptitude, ability and interest tests are needed to
provide major input to the selection process. Employment test is the practice of administering
written oral or other tests as a means of determining the suitability of a job application.

Step-3: Comprehensive Interview: The candidates who qualify the above tests are called
the employment interview. This interview is done to get more information about the
candidates, to give him the actual picture of what is required from him, to check the
comm4nication skill of the candidate.

Step-4: Background Investigation: This step is used to check accuracy of application from
through former employers. Verification of education and legal status to work credit history
criminal record is also made. Personal reference checks may provide additional insight into
the information furnished by the applicant and allow verification of its accuracy.

Step-5: Medical Examination: The selection process may include a medical evaluation of
the applicant before job offer is made. The criteria for medical examination vary with the
nature of job and type of organization.

Step-6: Final Hiring Decision: Those individuals who perform successfully in the preceding
steps are now considered to be eligible to receive the employment offer.

Thus, all of those steps of selection process are important for the appointment of right person
for the right job.

3.9 Recruitment VS Selection

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up more

between employers and applicants. competent and suitable employees.
Objective It encourages large number of It attempts at rejecting unsuitable
Candidates for a job. candidates.
Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over Many hurdles have to be crossed.
many hurdles.
Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

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 Time Less time is required. More time is required.

3.10 Recruitment Factors

Recruitment is an important function of the Human Resource Management in an
organization, and it is governed by a mixture of various factors. Proactive HR Professionals
should understand these factors influencing the recruitment and take necessary actions for
the betterment of the organization.
When the market condition changes, the organization also needs to monitor these changes
and discover how it affects the resources and analyze these functions for making recruitment
an effective process.
We have Internal Factors as well as External Factors that influence the recruitment process.
In this chapter, we will be discussing these factors in detail.
3.10.1 Internal Factors
Organizations have control over the internal factors that affect their recruitment functions.
The internal factors are −

 Size of organization
 Recruiting policy
 Image of organization
 Image of job
Size of Organization -
The size of the organization is one of the most important factors affecting the recruitment
process. To expand the business, recruitment planning is mandatory for hiring more
resources, which will be handling the future operations.
Recruiting Policy -
Recruitment policy of an organization, i.e., hiring from internal or external sources of
organization is also a factor, which affects the recruitment process. It specifies the objectives
of the recruitment and provides a framework for the implementation of recruitment
programs.
Image of Organization -
Organizations having a good positive image in the market can easily attract competent
resources. Maintaining good public relations, providing public services, etc., definitely helps
an organization in enhancing its reputation in the market, and thereby attract the best
possible resources.
Image of Job -
Just like the image of organization, the image of a job plays a critical role in recruitment.
Jobs having a positive image in terms of better remuneration, promotions, recognition, good

25 | P a g e
work environment with career development opportunities are considered to be the
characteristics to attract qualified candidates.

3.10.2 External Factors

External factors are those that cannot be controlled by an organization. The external factors
that affect the recruitment process include the following −
 Demographic factors -
Demographic factors are related to the attributes of potential employees such as their
age, religion, literacy level, gender, occupation, economic status, etc.
 Labor market -
Labor market controls the demand and supply of labor. For example, if the supply of
people having a specific skill is less than the demand, then the hiring will need more
efforts. On the other hand, if the demand is less than the supply, the hiring will be
relative easier.
 Unemployment rate -
If the unemployment rate is high in a specific area, hiring of resources will be simple
and easier, as the number of applicants is very high. In contrast, if the unemployment
rate is low, then recruiting tends to be very difficult due to a smaller number of
resources.
 Labor laws -
Labor laws reflect the social and political environment of a market, which are created
by the central and state governments. These laws dictate the compensation, working
environment, safety and health regulations, etc., for different types of employments.
As the government changes, the laws too change.
 Political-Social-Legal Environment -
The different government controls forbidding separation in contracting and work
have coordinated effect on enlistment practices.
 Competitors -
When organizations in the same industry are competing for the best qualified
resources, there is a need to analyze the competition and offer the resources packages
that are best in terms of industry standards.

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 Chapter -04
Recruitment and Selection
Process
of
Zaber & Zubair Fabrics
Limited.

4. The Human Resource department

An organization success depends on its human resources. No matter how much an
organization invests on other assets, if its human resource does not have the competence then
the organization will be unsuccessful. Even when deciding on which fixed assets to invest,
any organization goes through many industries. Therefore, when it comes to human resource
it has to be even more careful. Zaber & Zubair Fabrics Limited also considers their

27 | P a g e
employees as their best asset. They have their own human resource department with a strong
management system. They give values to their employees’ creativity and innovation to get
best output in return.

4.1 HRM Department in Zaber & Zubair Fabrics Limited.

In order to make HRM become more strategic in Zaber & Zubair Fabrics Limited,
management has reduced most of the administrative and paperwork from HRM that might
holds HRM back. Zaber & Zubair Fabrics Limited has organized HRM functions as follows -

4.2 Sources of Recruitment:

Bangladesh is done in four ways depending on the job category of the vacant position.
Therefore, the recruitment process of this organization is classified into four types, which are
done based on the job grade/ group. These are as follows:

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  Entry-level management
 MT (Management Trainee)
 Mid or / and senior level management
 Graded staff / Non- management staff

There are two most important sources that have been followed by Zaber & Zubair Fabrics
Limited.

 Internal Sources.
 External Sources.

4.2.1 Internal Sources:

There could be a person competent for the required job working within the organization. If
there is, the existing manpower is then shuffled to place the selected person in the new post.
If there is no such person inside the company, then the management goes for the second step.

 Job-posting programs:
HR departments become involved when internal job openings are publicized to
employees through job positioning programs, which informs employees about
opening and required qualifications and invite qualify employees to apply. The
notices usually are posted on company bulletin boards or are placed in the company
newspaper. Qualification and other facts typically are drawn from the job analysis
information. The purpose of job posting is to encourage employees to seek promotion
and transfers the help the HR department fill internal opening and meet employee’s
personal objectives. Not all jobs’ openings are posted. Besides entry level positions,
senior management and top stuff positions may be filled by merit or with external
Recruiting. Job posting is most common for lower-level clerical, technical and
supervisory positions.

 Promotions:
It refers to upward movement of an employee from his current job position to another
that is higher is pay, responsibility and hierarchy within an
organization. Promotion has an inbuilt motivational value; in other words, it elevates
the status and power of an employee within an organization.

4.2.2 External Sources:

After considering above option, the company goes for external recruiting if needed. Those
who best meet the skills, qualifications, experience and competencies required for the
position should fill vacancies. Therefore, if there is no candidate within Zaber & Zubair
Fabrics Limited, who is suitable for the role, external advertisement should be placed to
attract the potential candidates followed by the selection procedures.

 Advertisement:
The Company gives advertisement in national dailies to attract the talents from the
market. Zaber & Zubair Fabrics Limited puts two types of advertisements in the

29 | P a g e
 newspapers. It sometimes keeps the identity concealed in the ads, mentioning a GPO
BOX number only. The purpose of the concealed identity is to avoid the unwanted
pressure from the stakeholders for the employment of their desired candidates. But
this way the company may lose the talents out there in the market who would have
applied for the same post had they known the name of the organization. This is why
the company kept the identity open in their recent job advertisement when the quality
of the candidate was a very important factor to consider. By revealing they identify,
the company attempts to attract the best potentials among all the others.

 Employee referrals:
Employee referral means using personal contracts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant. The logic behind
employee referral is that “it takes one to know one”. Employees working in the Zaber
& Zubair Fabrics Limited, in this case, are encouraged to recommend the names of
their friends working in other organization for a possible vacancy in the near future.

 Employment Agency:
An agency finds and prescreens applicants, referring those who seem qualified to the
organization for further assessment and final selection. Zaber & Zubair Fabrics
Limited also takes help from such employment agency. They post their job vacancies
on job portal like: BD jobs, Jago Jobs & NRB Jobs.

 Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the HR department of Zaber & Zubair
Fabrics Limited in search of a job; Write-ins are those who send a written enquire.
both groups normally are asking to complete and application blank to determine their
interest and abilities. Usable application is kept in an active file until a suitable
opening occurs or until an application is too old to be considered valid, usually six
months.

 Consulting the CV Bank:

The unsolicited applications stored in the data bank are consulted. If the quality of a
person matches with the requirements mentioned in the position description, then he /
she is called for interview. If not, then the third step is followed.

4.3Recruitment process of Build-Tech Engineering:

A responsibility for recruitment usually belongs to the HR department. This department
works to find and attract capable applicants. Job description and speciation provide the
needed information upon which the recruitment process starts. The functions of the
recruitment & section Process of Zaber & Zubair Fabrics Limited is given below -

Need Assessment
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 Defining the position description

Checking the recruiting options

Approval from the authority

Advertisement

Fig-6: Recruitment process of Zaber & Zubair Fabrics Limited.

Step-1: Need Assessment

 Vacancy in existing post

 Market expansion
 Increase in production capacity
 Launching new product
 Introducing new system

Step-2: Defining the position description

 Description is a document that describes the general tasks, or other related duties, and
responsibilities of a position.
 It may specify the functionary to whom the position reports, specifications such as the
qualifications or skills needed by the person in the job, and a salary range.

Step-3: Checking the recruiting options

 Internal
 External

Step-4: Approval from the authority

 Approval Authority means the authority delegated by the Organization to a person

designated to occupy a position to approve on its behalf one or more procurement
functions within the plan-to-pay cycle up to specified Salary limits subject to the
applicable legislation, regulations and procedures in effect at such time.

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Step-5: Advertisement

 Advertisement in National Dailies & in job portal like as BD Jobs.

4.4 Selection Process:

Selection is the process of gathering information for the purpose of evaluating and deciding
who should be employed in particular jobs.

Screening and Short-listing Application

Written Test

Selection Interview

Reference Check

Employment Decision

Fig-7: Selection Process of Zaber & Zubair Fabrics Limited.

Step-1: Screening and Short-listing Applications

The responses to the advertisements are sorted and screened. The CVs as well as the
Covering letters are judged. In the covering letter, the style and language of writing, the
emphasis put on the areas asked for tin the advertisements and the quality of the letter
(whether it is specifically tailored to the advertisement or just a standard response) are the
aspects that are judged. Different weights are assigned to the selection criteria mentioned in
the man specification depending on their relative importance. (For example, educational
institutions like IBA, BUET are given the highest weight among the local ones and the
foreign universities of UK, Australia, etc. are put at par with the best of the country). Based
on the presence of these factors to the desired extent (experience, educational degree,
computer literacy, etc.) the cumulative weights for all the applicants are counted and the short
list of a sizable number of the top most candidates is generated.

32 | P a g e
However, the HR officials also study the CVs with the respective line manager to check
whether any valuable deciding parameter is missed that are mentioned in the CVs. Then the
candidates selected in the short list are called for the written test.

Step-2: Written Test

Written test is a regular part of the normal recruitment process. It is conducted as and when
required. Previously no written test was taken for the management employee; the applicants
had to go directly through the interview process. After the introduction of the manager trainee
program, the written test before the interview process has proved to be effective and a useful
tool to select the desirable candidates. The written test includes psychometric test, test on
behavioral competency, and written test on communication skills. The candidates are called
for the preliminary (first) interview based on their performance in the written test.

Step-3: Selection Interview

The interview process is a three-tier one. A preliminary interview is conducted which follows
the “elimination method”. After that, the second interview takes place with a very few
numbers of candidates. Then they finally selected person is called for the final interview. The
interview time is kept convenient for the candidate especially if s/he is working elsewhere at
the time of interview. In that case the chosen time is after the business hour or in any holiday.

Step-4: Reference Checks

Reference checks allow obtaining information and opinions regarding the person’s character,
quality of the work and suitability for the position. It is an opportunity to validate the
information received from the candidate via their resume and the interview. Speaking to the
candidate’s manager or other people whom they have worked with should also check internal
candidates. The opinion of a referee who has worked can for an extended period is likely to
be more accurate than the assessment from one to two hours of interviewing.

The candidate’s immediate supervisors are needed to be contacted. Permission should be

obtained to contact the candidate’s referee especially if their current employer is contacted. It
is not unusual for a candidate to be uncomfortable with the organization’s speaking to a
current employer. If they are uncomfortable, an alternative person other than the current
employer has to be chosen by the candidate (work colleague, for example). Unless the
candidate is a graduate or school leaver with no prior work experience, only contact work
related referees should be contacted. At least two reference checks should be done, however
the more the better. There is a sample reference-checking guide that is more or less followed.
It is important to prepare a reference check guide that asks the referee about the key skills,
competencies and experience required for the position. Reference checks need to be done by
line manager or personnel of the HR department. During the interviews, the candidates would
have given some examples of incidents, tasks or projects that can be asked about. The referee
should be asked what the candidate did in those examples, which ascertain whether the
information received from the candidate is consistent with that of the referee.

Step-5: Employment Decision

33 | P a g e
If the candidate has no problem with the stated terms and conditions of the job and the
organization mentioned and discussed in the final interview, she/he is offered an application
blank. The application blank is a standard format of employee-information that includes all
the information the organization needs regarding the personnel. The candidate has to fill this
blank and submit this to the company along with a CV.

34 | P a g e
 Chapter-5
Questionnaire Survey
Analysis & Major
Findings

5.1 Questionnaire Survey Analysis:

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Questionnaire: The questionnaire is the main instrument for collecting data in survey
research. Basically, it is a set of standardized questions, often called items, which follow a
fixed scheme in order to collect individual data about one or more specific topics.

Survey analysis: Survey analysis is a collected response that has been analyzed to
understand certain factors for a particular target audience.

Q-1. Zaber & Zubair Fabrics Limited follows the formal recruitment and Selection
process.

Comments from the Respondents Number of Respondents Percentage

Strongly Agree 18 60%
Agree 06 20%
Neutral 06 20%
Disagree 00 0%
Strongly Disagree 00 0%
Total 30 100%

70%

60%

50%

40%

30%

20%

10%

0% 0% 20% 20% 60%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 60% of the
respondents strongly agreed and 20% respondents agreed with this statement where 20%
respondents were at neutral position. No one disagreed or strongly disagreed with this
statement.
 So, we can say that Zaber & Zubair Fabrics Limited follows a formal Recruitment and
Selection Process.
Q-2. The Company follows an appropriate job description and job specification in
recruitment and selection process.

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 Comments from the Respondents Number of Respondents Percentage
Strongly Agree 24 80%
Agree 03 10%
Neutral 03 10%
Disagree 00 0%
Strongly Disagree 00 0%
Total 30 100%

70%

60%

50%

40%

30% 60%

20%

10%
10% 10%
0% 0% 0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 80% of the
respondents strongly agreed and 10% respondents agreed with this statement where 10%
respondents were at neutral position. No one disagreed or strongly disagreed with this
statement.
 So, we can say that the Company follows an appropriate job description and job
specification in recruitment and selection process.

Q-3. Zaber & Zubair Fabrics Limited uses media of advertisements for hiring the
qualified people.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 00 0%

Agree 25 83.33%

Neutral 05 16.67%

Disagree 00 0%

Strongly Disagree 00 0%

Total 30 100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0% 0% 17% 83% 0%
0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 83% of the
respondents were agreed and 17% neutral with this statement where nobody was at strongly
disagreed, disagreed and strongly agreed with it.

 So, we can say that Zaber & Zubair Fabrics Limited uses media of advertisements for
hiring the qualified people.

Q-4. Media of the recruitment process for attracting candidates is suitable.

Comments from the Respondents Number of Respondents Percentage

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 Strongly Agree 00 0%

Agree 18 60%

Neutral 03 10%

Disagree 09 30%

Strongly Disagree 00 0%

Total 30 100%

70%

60%

50%

40%

30%

20%

10%

0% 30% 10% 60% 0%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 30 % of the
respondents disagreed and no one were strongly disagreed and strongly agreed with this
statement where 10% respondents were at neutral position, 60% were agreed with this
statement.
 So, we can say that Media of the recruitment process for attracting candidates is
suitable.

Q-5. The selection tests of the organization are fair and effective to find out the right
candidate.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 09 30%

Agree 18 60%

Neutral 03 10%

Disagree 00 0%

Strongly Disagree 00 0%

Total 30 100%

70%

60%

50%

40%

30%

20%

10%

0% 0% 10% 60% 30%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 60% of the
respondents agreed and 30% were strongly agreed with this statement where 10%
respondents were at neutral position and no one were disagreed and strongly disagreed with
this statement.
 So, we can say that the selection tests of the organization are fair and effective to find
out the right candidate.

Q-6. Gender discrimination does not affect the recruitment and selection process of
BTE.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 21 70%

Agree 06 20%

Neutral 03 10%

Disagree 00 0%

Strongly Disagree 00 0%

Total 30 100%

80%

70%

60%

50%

40%

30%

20%

10%
0% 0% 10% 20% 70%
0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 20% of the
respondents agreed, 70% strongly agreed with this statement and 10% respondents were at
neutral position, where nobody was disagreed and strongly disagreed with this statement.
 So, we can say that the gender discrimination does not affect the recruitment and
selection process of Zaber & Zubair Fabrics Limited.

Q-7. The recruitment and selection process are not lengthy, usually not more than 3
months to confirm the appointment and placement of the finally selected candidates.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 00 0%

Agree 00 0%

Neutral 06 20%

Disagree 18 60%

Strongly Disagree 06 20%

Total 30 100%

70%

60%

50%

40%

30%

20%

10%

20% 60% 20% 0% 0%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 60% of the
respondents were disagreed and 20% strongly disagreed with this statement where nobody
was at agreed and strongly agreed position and 20% Neutral with this statement.
 So, we can say that the recruitment and selection process is lengthy, usually not more
than 3 months to confirm the appointment and placement of the finally selected
candidates.

Q-8. The Recruitment and Selection process of Zaber & Zubair Fabrics Limited is cost
effective.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 00 0%

Agree 00 0%

Neutral 03 10%

Disagree 06 20%

Strongly Disagree 21 70%

Total 30 100%

80%

70%

60%

50%

40%

30%

20%

10%

70% 20% 10% 0% 0%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 0% of the respondents
strongly agreed and agreed with this statement where 10% respondents were at neutral
position. 20% were disagreed and 70% were strongly disagreed with this statement.
 So, we can say that the Recruitment and Selection process of Zaber & Zubair Fabrics
Limited is not cost effective.

Q-9. The employees are selected according to the job requirements.

Comments from the Respondents Number of Respondents Percentage

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 Strongly Agree 12 40%

Agree 15 50%

Neutral 03 10%

Disagree 00 0%

Strongly Disagree 00 0%

Total 30 100%

60%

50%

40%

30%

20%

10%

0% 0% 10% 50% 40%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 50% of the
respondents agreed and 40% strongly agreed with this statement where 10% respondents
were at neutral position and no one disagreed with it.

 So, we can say that the employees are selected according to the job requirements.

Q-10. The overall recruitment and selection process of Zaber & Zubair Fabrics Limited
is satisfactory.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 09 30%

Agree 12 40%

Neutral 03 10%

Disagree 06 20%

Strongly Disagree 00 0%

Total 30 100%

45%

40%

35%

30%

25%

20%

15%

10%

5%

0% 20% 10% 40% 30%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 40% of the
respondents agreed and 30% ware strongly agreed with this statement where 10%
respondents were at neutral position, 20% were disagreed and no one strongly disagreed with
this statement.
 So, we can say that the overall recruitment and selection process of Zaber & Zubair
Fabrics Limited is satisfactory.

Q-11. The recruitment and selection process of Zaber & Zubair Fabrics Limited need
further emphasis to improve the process to avail competitive advantage.

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 Comments from the Respondents Number of Respondents Percentage

Strongly Agree 00 0%

Agree 18 60%

Neutral 06 20%

Disagree 06 20%

Strongly Disagree 00 0%

Total 30 100%

70%

60%

50%

40%

30%

20%

10%

0% 20% 20% 60% 0%

0%
Strongly Disagree Disagree Neutral Agree Strongly Agree

Interpretation: The above figure shows that out of 100% respondent, 60% of the
respondents were agreed and nobody strongly agreed with this statement where 20%
respondents were at neutral position, 20% disagreed and nobody strongly disagree with it.

 So, we can say that the recruitment and selection process of Zaber & Zubair Fabrics
Limited need further emphasis to improve the process to avail competitive advantage.

5.2 Major Findings:

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 1. Zaber & Zubair Fabrics Limited follows a formal Recruitment and Selection Process.
2. Zaber & Zubair Fabrics Limited follows an appropriate job description and job
specification in recruitment and selection process.
3. Zaber & Zubair Fabrics Limited uses media of advertisements for hiring the qualified
people.
4. Media of the recruitment process for attracting candidates is suitable.
5. The selection tests of the organization are fair and effective to find out the right
candidate.
6. Gender discrimination does not affect the recruitment and selection process of Zaber
& Zubair Fabrics Limited.
7. The recruitment and selection process are lengthy, usually not more than 3 months to
confirm the appointment and placement of the finally selected candidates.
8. The Recruitment and Selection process of Zaber & Zubair Fabrics Limited is not cost
effective.
9. The employees are selected according to the job requirements.
10. The overall recruitment and selection process of Zaber & Zubair Fabrics Limited is
satisfactory.
11. The recruitment and selection process of Zaber & Zubair Fabrics Limited needs
further emphasis to improve the process to avail competitive advantage.

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 Chapter -06
Conclusion and
Recommendations

6.1 Conclusion

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Zaber & Zubair Fabrics Limited is one of the best Home Textile companies in the world
which have seen tremendous success since its establishment. It has been possible only
because of its skilled management, well trained, dedicated employees and excellent quality
products. It has earned very impressive operating income over the previous years. The
Company tries to hold a good corporate governance by maintaining discipline and sincerity
all over the organization through its skilled and dedicated employees.

Zaber & Zubair Fabrics Limited is now one of the most successful Home Textile Company in
our country. They are trying to increase their business line and their own brand. From this
report we will able to know about the recruitment section of Zaber & Zubair Fabrics Limited.
After doing this report I would like to conclude by saying that it had been a great experience
for me. Moreover, the survey that I conducted gave me a stronger and more helpful
knowledge about the entire research. This report may contain few flaws yet I have tried my
best to maintain accuracy. I hope this report can be a helpful resource to use in future.

6.2 Recommendations:

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 1. Zaber & Zubair Fabrics Limited needs to concise its recruitment and selection
process.
2. Zaber & Zubair Fabrics Limited needs to invest in its recruitment and selection
process to gain applicants complement and promoting brand value.
3. Zaber & Zubair Fabrics Limited needs further emphasis to improve its recruitment
and selection process to avail of competitive advantage.

Bibliography

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Book Reference:

1. Gary Dessler, “Human Resource Management” (10th edition), Pearson, Prentice Hall.
2. Edwin Flippo, Human Resource Management
3. W.Griffin, Human Resource Management
4. Dale Yoder Human Resource Management (Recruitment & Selection Process)

Website Reference:

1. Business Dictionary. “Selection” Business Dictionary website,

2. http://www.buinessdictionary.com/definition/recruitment.html,accesed January 2019
3. http://www.znzfab.com
4. http://www.nomangroup.com
5. Annual Report: Zaber & Zubair Fabrics Limited 2019
6. Annual Report: Noman Group of Industries 2019

Appendix

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 Questionnaire

This is, Mahjuba Akter Lima, a student of BBA program, Uttara University (UU). I am
conducting a research on the topic “Recruitment and Selection Process of Zaber & Zubair
Fabrics Limited”. I am assuring you that the information will be used exclusively for
academic purpose.

Thank you

Part: 1 General Information:

Name of the Respondent: …………………………..

Designation: …………………………………………
Name of the Department: ………………………….
Contact Number: ...…………………………………
Gender: ....................................................................

Part: 2 Questions regarding Recruitment and Selection Process

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Please indicate your level of agreement in connection with the following factors:

5= Strongly Agreed; 4= Agree; 3= Neutral; 2= Disagreed; 1= Strongly Disagreed.

Serial no. Statements SA A N D SD

1 Zaber & Zubair Fabrics Limited follows a formal
recruitment and selection policy.
2 The Company follows an appropriate job
description and job specification in recruitment
and selection process.
3 Zaber & Zubair Fabrics Limited uses media of
advertisements for hiring the qualified people.
4 Media of recruitment process for attracting candidates
are suitable.
5 The selection tests of the organization are fair and
effective to find out the right candidate.
6 Gender discrimination does not affect the recruitment
and selection process of Zaber & Zubair Fabrics
Limited.
7 The recruitment and selection process are not lengthy,
usually not more than 3 months to confirm the
appointment and placement of the finally selected
candidates.
8 The Recruitment and Selection process of Zaber &
Zubair Fabrics Limited is cost effective.
9 The employees are selected according to the job
requirements.
10 The overall recruitment and selection process of
Zaber & Zubair Fabrics Limited is satisfactory.
11 The recruitment and selection process of Zaber &
Zubair Fabrics Limited need further emphasis to
improve the process to avail competitive advantage.

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