Recruitment and Selection process of

Rupali Bank limited

Internship report on Recruitment and Selection
of Rupali Bank limited

Submitted to:
Gouranga Chandra Debnath

Assistant Professor

Faculty of Business & Economics

Daffodil International University

Submitted by:
Sumon Kumar

Program:BBA

Major: Human Resource Management

Daffodil International University

 LETTER OF TRANSMITTAL

16 June 2016

Gourango Chandra Debnath

Assistant Professor

Faculty of Business & Economics

Daffodil International University

Subject: Internship report on Recruitment and Selection of Rupali Bank limited.

Dear Sir,

I like to inform you that I have submitted my internship report on “Recruitment and
selection process of Rupali Bank Limited” with due gratitude and appreciation and as per
your instruction. I hope this report will be informative as well as comprehensive.

The internship program has given me the opportunity to learn about different aspect of this
well reputed organization. Before facing the corporate world, I have gathered general idea
about the organization cultural and activities.

I also want to thank you for your support and patience for me and I appreciate the
opportunity provided by you through assigning me to work in this thoughtful project

You’re sincerely

Sumon Kumar

ID# 113-11-2237

Program:BBA

Major: Human Resource Management

Daffodil International University

 Preface

“Recruitment & Selection process of Rupali Bank limited”. During internship program, I have tried
my best to collect the information related to study topic and prepared the report within a very short
time. That is why, there may have some unexpected mistakes in the report. I apologize for any
mistake in this report.

I worked in Rupali Bank limited as full time internee from March 01, 2016 to 31 May, 2016. The
internship aimed at allowing fresh candidates to get an insight view of the Recuirement & selection
process of Rupali Bank Limited.

The best feature of my internship program was the access to a motivated and hard working team of
highly knowledgeable banking professionals. The most important skills that I learnt were the ability
to work in a team. I also picked up considerable skills in handling team communication, training
other, getting trained me, and the ability to adapt to the ever changing banking scenario.

In this report I am extremely grateful to my Supervisor Gouanga Chandra Debnath. Assistant

Professor, Department of Business Administration, Daffodil International University.

Sincerely Yours,

__________________

Sumon Kumar

BBA ID#113-11-2237

Program: BBA

Major: Human Resource Management

Daffodil International University

 STUDENT’S DECLARATION

I am Sumon kumar student of Bachelor of Business Administration (BBA), 30 thbatch.ID No:113-11-

2237,Program:BBA.Major in Human Resource Management from Daffodil International University,
Dhanmondi Campus, declare that this Internship Report on “Recruitment & Selection process of
Rupali Bank Limited” is completely my own work. References are provided, as it is free from
plagiarism.

__________________

Sumonkumar

BBA ID#113-11-2237

Program:BBA

Major- Human Resource Management

Daffodil International University
 Certificate of Supervisor

This is to certify that Sumonkumar, Program: BBA.ID#113-11-2237, Major-

Human Resource Management, Daffodil International University has completed
the Internship Report titled “Recruitment & Selection process of Rupali Bank
Limited” under my supervision.

I am pleased to state that Sumon kumar worked hard in preparing this report
and she has been able to present a good picture of the concerned organization.

I wish his every success in life.

--------------------

Gouranga Chandra Debnath

Assistant Professor
Department of Business Administration
Daffodil International University
 Acknowledgement

I am highly grateful & like to express my sincere thanks to HR Manager of Rupali Bank who
permitted me as an Intern in such a prestigious organization.

In preparing the report“Recruitment & Selection process of Rupali Bank Limited”.I am

very much obliged for cordial cooperation from other officers and staffs of Rupali Bank
Limited, Head Office do hereby express my deepest thanks and appreciation to Gouranga
Chandra Debnath who is my honorable supervisor, for giving me valuable time and sincere
guidance during the study period, which has inspired me in preparing this report. I pray to
almighty Allah for his good health & long life.

Above all thanks to my friends and relatives who always encourages me to prepare myself to
be honest and efficient in my academic and professional career. All the relevant things I have
tried our best in order to serve the every objective of this report. To make the best understand
of the theoretical portion, relevant tables, bar diagram and pie chart has been produced,

HR Manager & other who teach us about overall banking and In Rupali Bank Limited with
significant, vital, imperative and essential information during face-to-face speech, by
providing some papers etc. and try to help us from the core of their heart as like as their
younger Brothers. Officer for their cordial co-operation and guidance in all the way to do our
internship and to prepare this report.
 EXECUTIVE SUMMARY

To meet the requirement of the course outline as well as to comprehend the application of the
theoretical knowledge in the practical fields, the internship report on Recruitment and Selection
Process of Rupali Bank Limited (RBL) has been conducted. The main focus of the study is to analyze
the recruitment and Selection Process of Rupali Bank Limited, to identify the strengths and
weaknesses of existing Recruitment and selection Process and suggest some measures for bringing
effectiveness in Recruitment and Selection Process.

As a young intern in a reputed Bank like Rupali Bank Limited I have tried my best to go through
Recruitment and Selection Process within of three months. The study on Recruitment and Selection
Process is a descriptive report. To prepare the report I used both primary and secondary data. The
tenure of three months in not so long prepares a good report. There are various limitation of the
study. It is really very much difficult to find out every aspects of the Bank regarding Recruitment and
Selection Process. I have shown the vision,mission,goal,objective, branch network and social welfare
responsibilities.

The first part manpower requisition and each department give requisition according to its HR
planning to HR department. After getting approval from concerned authority, advertisement is
available within the bank as well as in bdjobs.com, daily newspaper, and career website of RBL.
Following steps have been maintained that is interviews, medical checkup, checking references,
placement and orientation for getting skilled, talent, and personnel so as to serve the customer with
efficiently. While conducting this internship report on recruitment and selection process of Rupali
Bank Limited, some sorts of finding has been revealed i.e.

Competence gap between the standard and actual Performance is noticeable in employees.
Employees are recruited and selected without taking test that’s why efficient personnel is not
available in the bank. Sometimes employees are selected based on unfairness and biasness.

RBL always try to provide modern banking facilities including SME banking services through efficient
and skilled employees who are recruited based on biasfree recruitment and selection process. The
best compensation package should offer so as to get and retain the best personnel for achieving
competitive advantage.
Table of Contents

1.1 Introduction....................................................................................................................
1.2 Background of the Study..................................................................................................
1.3 Objectives of the Report...................................................................................................
1.5 Methodology of the study................................................................................................
1.4.2 Research Design ……………………………………………………………………

1.4.4 Sources of Data…………………………………………………………………….1.6 Limitations of the Report

2.1 Background of Rupali Bank Limited...........................................................................

2.2 Vision...............................................................................................................................
2.3Mission..............................................................................................................................
2.3.1 Goals of Rupali Bank Limited :.................................................................................
2.3.2 Strategies of Rupali Bank Limited :.........................................................................
2.3.3 Rupali Bank Limited Nobappur Branch....................................................................
2.3.4 Corporate Information:..............................................................................................
2.3.5 Management Hierarchy of Rupali Bank Limited:.....................................................
2.3.6 Performance of Rupali Bank Limited at a Glance:....................................................
3.1 Theoretical Background................................................................................................
3.2 Rupali Bank Limited’s Market Share:.............................................................................
3.3 Theoretical Background...................................................................................................
4.1 General bankinng Banking...........................................................................................
4.1.1 Customer Service of RBL.........................................................................................
4.1.2 Account Opening.......................................................................................................
4.2 Department Attached To:.................................................................................................
4.3 General bankinng Banking & Deposit Management:......................................................
4.3.1 Process of account opening.......................................................................................
4.3.2 Current Account........................................................................................................
4.3.5 Savings Account........................................................................................................
4.3.6 Necessary Document for Current and Saving Account.............................................
4.3.7 Necessary Documents for Sole Proprietorship Business...........................................
4.3.8 Necessary Documents for Partnership Business.......................................................
4.3.9 Necessary Documents for Limited Company............................................................
4.3.10 Fixed Deposit...........................................................................................................
 4.3.11 Short Term Deposit (STD)......................................................................................
4.3.12 Interest Posting to the client account.......................................................................
4.3.13 Operating the bank account.....................................................................................
4.3.14 Cheque Book Issue..................................................................................................
4.4 Account Closing...............................................................................................................
4.4.1 Transfer of an Account..............................................................................................
4.5.1 Demand Draft Issue/Collocation...............................................................................
4.5.2 Issuing T.T Collocation.............................................................................................
4.5.3 IBC/OBC...................................................................................................................
4.5.4 Locker Service...........................................................................................................
4.6 Accounts Department.......................................................................................................
6.1 SWOT Analysis:..............................................................................................................
6.1.1 Strengths:...................................................................................................................
6.1.2 Weakness:..................................................................................................................
6.1.3 Opportunity:..............................................................................................................
6.1.4 Threats:......................................................................................................................
7.1 Findings............................................................................................................................
7.2 Recommendations............................................................................................................
7.3 Conclusion........................................................................................................................
Reference................................................................................................................................
 Recruitment and Selection Process of Rupali Bank Limited

Introduction

Human resource management is the process of acquiring, training, appraising, and

compensating employees, and of attending to their labor relations, health and safety, and
fairness concerns. Recruitment and selection are two of the most important functions of
personnel management. Recruitment precedes selection and helps in selecting a right
candidate. Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of efficient personnel.
National bank limited has been licensed by the government of Bangladesh as a scheduled
commercial bank in the private sector in pursuance of policy of liberalization of banking and
financial services and facilities in Bangladesh.

Rationale of the study

The internship program is very helpful to bridge the gap between the theoretical knowledge
and real life experience as the part of the Bachelor of Business Administration (BBA)
program. This internship has been designed to have a practical experience through the
theoretical understanding. For the completion of this program I have been placed in Bank
named Rupali Bank Limited. I decided to work on the practices of Recruitment and Selection
process activities of the bank.

Origin of the Report

Dimension of Banking all over the world has been changing rapidly due to the deregulation
of globalization and technological innovation. Now-a-days Banking business has been facing
more competition locally as well as globally. To survive in this competitive Banking world,
Banks require developing appropriate financial structure, developing professionalism in the
sense of developing appropriate recruitment and selection training and development policy of
Human Resources.

As a student of BBA program (major in Human Resource Management) in the Daffodil

International University (DIU), this report is a partial requirement of the course curriculum.
This report has been prepared after a thorough analysis of the recruitment and selection
process of Rupali Bank Limited (RBL).

Objectives of the study

This study has been conducted to focus on the following key objectives and their relevant
facts:

To analyze the recruitment and selection Process of Rupali Bank Limited.

 To identify the strengths and weaknesses of existing recruitment and selection process.

To suggest some measures for bringing effectiveness in recruitment and selection process.

Methodology of the study

This study is the reflection of three months internship program at the Rupali Bank Limited,
Head Office. As an internee I had to collect data & information from both primary and
secondary sources from that corporate environment.

Primary source of Data

I have collected primary data through the following ways:

 Practical deskwork in my specific position posted by the bank.

 Discussion and informal interview with managers.
 From practical working environment.
 Direct observation.

Secondary source of Data

Secondary data are the data that have been already collected and used by others.

 Job description and recruitment files.

 Annual report of the National Bank Limited.
 Office file and documents.
 Text books and journals.
 RBL websites.

CHAPTER – 2

ORGANIZATIONAL overview

Historical Background of Rupali Bank Limited:

NRupali Bank Limited has its prosperous past, glorious present, prospective future and under
processing projects and activities. Established as the first private bank fully owned by
Bangladeshi entrepreneurs, RBL has been flourishing as the largest private Bank with the
passage of time after facing many stress and strain. The members of the board of directors are
creative businessmen and leading industrialists of the country. To keep pace with time and in
harmony with national and international economic activities and for rendering all modern
services, NBL as a financial institution, automated all its branches with computer networks in
accordance with the competitive commercial demand of time. Moreover, considering its
forth-coming future, the infrastructure of the Bank has been rearranging. The expectation of
all class businessmen, entrepreneurs and general public is much more to RBL. At present
RBL have 550 branches under our branch network. In addition, our effective and diversified
approach to seize the market opportunities is going on as continuous process to accommodate
new customers by developing and expanding rural, SME financing.

At present, RBL has been carrying on business through its 550 branches and 16 SME / Agri
Branches (Total 550 service locations) spread all over the country. Since the very beginning,
the bank has exerted much emphasis on overseas operations and handled a sizable quantum
of homebound foreign remittance. It has drawing arrangements with 558 correspondents in
24 countries of the world, as well as with 43 overseas Exchange Companies located in 15
countries. RBL was the first domestic bank to establish agency arrangements with the world
famous Western Union in order to facilitate quick and safe remittance of the valuable foreign
exchanges earned by the expatriate Bangladeshi nationals. This has meant that the expatriates
can remit their hard-earned money to the country with much ease, confidence, safety and
speed.

Corporate information

Corporate Information of RBL

Name of the company : Rupali Bank Limited

Chairman : Monzur Hossain
Managing Director : M. Farid Uddin
Company Secretary : Md. ShahjahanKhandaker
Legal Status : Public Limited Company
Genesis : Rupali Bank Limited has been incorporated on 14
December 1986 under the Companies Act 1913 after
taking over and acquiring as a going concern the
undertaking and businesses of Rupali Bank with all of its
assets, liabilities, benefits, rights, powers, authorities,
privileges, borrowings and obligations. Rupali Bank,
which initially emerged as a Nationalized Commercial
Bank (NCB) under the Bangladesh Banks
(Nationalization) Order, 1972 (President’s Order No. 26
of 1972), has now become a state-owned commercial
bank (SCB) through a vendor’s agreement dated 15
November 2007.
Date of Incorporation : 14 December 1986
Registered Office : 34, Dilkusha Commercial Area, Dhaka-1000, Bangladesh
Authorized Capital : Tk. 700 Crore
Paid-up Capital : Tk. 165 Crore
Reserves & Retained: Tk. 1374 Crore
Earnings
:
:
Number of Employees : 4503
:
Number of Branches : 550
:
Number of Subsidiary: 01 (Rupali Investment Limited)
Companies
:
Phone-PABX : +88-02-9551624-25, +88-02-9551525,
+88-02-9551840, +88-02-9552184,
+88-02-9552214, +88-02-9552746,
+88-02-955093-4
:
Fax : +88-02-9564148, +88-02-9552671
:
SWIFT BIC RUPBBDDH

Website : www.rupalibank.org

E-mail : info@rupalibank.org, it@rupalibank.org

Management Functions of RBL:

Rupali Bank Limited is being managed by highly skilled professionals with long experience
in banking. They constantly focus on understanding and anticipating customer needs and
operate according to it to survive in the changing market condition.

Now we would look into each of the four basic management activities Planning, Organizing,
Staffing and Leading & Controlling that the bank practices, in order to stay on top of its
competitors.

Planning:

The overall planning approach in Rupali Bank is top-down. Management of Rupali Bank Ltd.
can be categorized into two broader teams, one is the Top Management team and other one is
the Mid Level Management team. The top level management team usually comprises of the
Board of Director’s where the meetings are headed by the Bank’s Chairman. Long terms
goals are usually discussed in these high profile meetings, here the bank owners decides, for
example, what should be the targeted profit for the next fiscal year. Changes are made if
needed and new issues are discussed. The Mid Level Management team on the other hand
deals with Short Term goals. They are here to see whether the short terms goals are in line
with the long term targets. Moreover, they also provide solutions to everyday challenges that
can come up all the time. Most of the employees in the mid level are usually head of
individual branches and is entitled with the responsibility to see the smooth operation of the
branch.

Organizing:

The term organizing for Banks indicates the way through which the day to day activities of
the bank are carried out for smooth operation. Rupali Bank follows two approaches for
organizing its business, one is the Branch Based Approach and the other is the Department
Based Approach. In the Branch Based Approach, each individual branch is treated as a
separate identity and is head by a branch manager. The branch manager is liable to the top
management for the performance of that particular branch. Before the starting of a fiscal year
and from then onward it is the duty of the branch manager to see that targets are being met.
Given below is an organ gram of an individual branch for better understanding.

Staffing:

Hiring the right people for the right position is one of the most important functions of any
banks since it operates in the service industry. The Human Resource Department of National
Bank Ltd performs this function. Staffing not only deals with recruitment but is also involved
in giving training to employees, performance appraisal and many other related activities.
Recruitment at Rupali Bank is of two basic types, one is the hiring of fresh new employees
and other is the recruitment of experienced employee. Every year new graduate students are
recruited at the entry level as Management Trainee or Trainee Officer, depending on
individual qualification. For each of this entry-level post, applicants have to sit for several
written assessment test before moving on to a series of interview, from where the best are
chosen. On the other hand, someone having previous banking experience might not have to
sit for any written exam but is directly assessed by the top or mid level management through
interviews.

Leading and Controlling:

Rupali Bank Ltd achieved its current success because of its expert team of management
whether it be the Branch Manager or the Department Head, each has their equal shares in
making this Bank a success. The Head of each branch belongs to the mid level management
unlike the department heads who usually belongs to the higher level in the corporate ladders.
The executives from the mid and the top-level management is also responsible for the well
being of all the employees working under them. He or She has to make sure that all the
employees are working in accordance with the company policy and is being fairly treated.
For this appraisal function the manger of each branch has to fill out Annual Appraisal Report
(AAR) each year to evaluate the performance of individual employee, based on which
promotions, increment and bonuses are given out.

Branches of RBL

RBL started its journey through its first branch at 18, Dilkusha C/A, Dhaka on March 23,
1983, as a major private commercial Bank in Bangladesh. The bank is now at 29 years of age
and meanwhile it has established as many as 550 branches throughout the country and made a
smooth and comprehensive network inside the country as well as around the globe.

At present area wise Branches of the Bank around the country is presented below:
Table B: Number of Branches of RBL

Region Number of branches

Dhaka Region 113

Chittagong Region 56

Rajshahi Region 72

Khulna Region 51

Sylhet Region 51

Barisal Region 48

Rangpur Region 43

Mymonshing Division 47

TOTAL = 550

Source: Annual report of RBL

Number of Employees:

Rupali Bank Limited has been continuously creating new fields of employment every year by
way of expansion of its business activities and branch networks. The Bank consolidated the
“One-Bank One-Family” concept since its inception and sought to create a work culture that
excites and motivates staff. The Bank’s goal is to make it “the best place” to work in by
creating an exciting, healthy, caring and productive environment for all levels of staff. RBL
has 4,503 employees provides due importance for the well being of its employees by offering
attractive remuneration and other fringe benefits. So far RBL has contributed Tk. 160.12 Lac
as medical expenses to its employees and others.

Chart -2 : Year wise Human Resource Position

2012 2013 2014 2015

Source: Annual report of RBL

Vision Statement:

Ensuring highest standard of clients services through best application of latest information
technology, making due contribution to the national economy and establishing ourselves a
front ranking bank at home and abroad.
Mission Statement:

RBL mission is to continue our support for expansion of activities at home and abroad by
adding new dimensions to our banking services, which have been ongoing in an unabated
manner. The Bank also putting highest priority in ensuring transparency, account ability,
improved clientele service, as well as our commitment to serve the society through which we
want to get closer to the people of all strata. Winning an everlasting seat in the hearts of the
people, as a caring companion in uplifting the national economic standard through continuous
up gradation and diversification of our clientele services in line with national and
international requirements is the desired goal we want to reach.

Board of Directors:

Table C: Board of Directors of RBL

Mr. Monzur Hossain Chairperson

Mr. Md. AshiqulHoqueChawdhury Director

Advocate Sattyendra Chandra Bhakta Director

Mr. MahiuddinFaruqui Director

Dr.Md. Hasibur Rashid Director

Mr. Abu Sufian Director

Barrister ZakirAhammad Director

Professor Md Salim Uddin, FCA, Director

FCMA, MBA

A K M Delwer Hussain, FCMA Director

Mr. Arijit Chowdhury Director

Dr. SushilRanjanHowlader Director

M.Farid Uddin Managing Director

Source: www.rupalibank.org
Commitments

Rupali Bank has several commitments in several groups. These are given into a chart:

Chart-3: Commitments of RBL

Source: Annual Report of RBL

RBL Core Values:

RBL`s core values consist of 6 key elements. These values bind their people together with an
emphasis that their people are essential to everything being done in the Bank.

Chart -4: Core Values of RBL

Integrity

 RBL products and safeguards all customer information.

 RBL treats everyone in an equitable and consistent manner.
 RBL creates an environment, which earns and maintains customer trust.

Open Communication

 RBL builds customer relationships based on integrity and respect.

 RBL offers a full line of products and excellent service.
 RBL is committed to the prosperity of the customer and shareholders.

Performance Driven

 In RBL, customers and employees are judged in terms of their performance.

Continuous Self-improvement

 Continuous learning, self-challenge and strive make ways for self- improvement of
workforce at RBL.

Quality

 RBL offers hassle free better service timely.

 RBL builds–up quality assets in the portfolio.

Teamwork

 Interaction, open communication, and maintaining a positive attitude reflect RBL`s

commitment to a supportive environment based on teamwork.
CHAPTER-3

Literature Review

Human Resource Management

HRM is concerned with ‘people’ dimension in management. Since every organization is

made up of people, acquiring their services, developing their skills, motivating them to high
levels of performance, and ensuring that they continue to maintain their commitment to the
organization are essential to achieving organizational objectives.

Those organizations that are able to acquire, develop, stimulate, and keep outstanding
workers will be both effective and efficient.

Human Resource Management Components:

The Human Resource Management (HRM) components are described below:

External influences

Important environmental influences of HRM practices include government regulations, labor

unions, management practices, an Equal Employment Opportunity (EEOC). It has been
argued that these forces have a major impact on HRM by constraining the decision-making
discretion of mangers. Who can be hired and fired, how personnel information is
disseminated, what equipment can and cannot be used, what methods can be used for
evaluating jobs and employee performance, and how wage rates are determined are just a few
of the issues that have constrained many organizations.

Acquisition of Human Resources

It is here that management ensure that is has the right number and kind of people, at the right
places, at the right times, capable of effectively and efficiently completing the work required
so that the organization can achieve its overall objectives.

If human resource planning discovers the need to hire additional employees, one must
discover potential applicants. These potential applicants must be screened to identify job
applicants who are likely to be successful if hired.

The acquisition function is completed when the selected applicants have been placed in the
organization’s culture and their work environment. The organization’s culture conveys how
things are done and what matters. When employees have adapted to the organization’s
culture, they have “learned the rope” or “Socializing the New Employee.”
Development of Human Resources

Competent employees will not remain competent forever. Some are minimally qualified upon
entering the organization but require additional training or education. Others enter the
organization capable of performing at an optimal level, but their skills become obsolete over
time and of course organizations change over time and management must ensure that there is
an appropriate match of individual abilities with organizational needs fro future. Each of
these is considered in the development function.

Employee training gives individuals specific skills that they will use on the job; management
development looks at practice for ensuring a continual flow of managers. When human
resources have been developed effectively, one can expect to have competent employees with
up-to-date skills and knowledge.

Motivation of Human Resources

High performance depends on both ability and motivation. Many employees with
extraordinary talent do not perform satisfactorily because they will not exert the necessary
effort. Therefore, we desire to have capable employees who are highly motivated.

If a person performs effectively, extrinsic factors such as job design, working conditions, job
security, and supervision must be seen as satisfactory. But that alone is not enough. Many
people also look for intrinsic factors such as achievement, recognition, and responsibility
from their work. For individuals who place high value on intrinsic factors, the absence of
these factors can reduce one’s willingness to exert high degrees of effort.

But other forces can influence motivation. The performance appraisal process and its
outcome will affect an employee’s motivation. People expect their work to be objectively
evaluated. If they think their efforts will be unfairly judge, motivation will decrease.
Furthermore, there rewards or punishments that follow the appraisal will influence
motivation. At this juncture, if we have effectively motivated the individual who has up-to-
date skills and knowledge we can expect to have a competent employee who desire to exert a
high level of effort.

Meaning of Recruitment

Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for
and obtaining applicants for the jobs from among whom the right people can be selected.

According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. Recruitment is the
activity that links the employers and the job seekers. A few definitions of recruitment are:
  A process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.
 It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

Purpose of Recruitment

1. Determine the present and future requirements of the organization on conjunction

with its personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.
4. Help to reduce the probability that job applicants.
5. Meet the organization’s legal and social obligations regarding the composition of its
work force.
6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
7. Increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants.

Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the purpose
of selection.

Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals will come to know a company, and eventually
decided whether they wish to work for it. A well-planned and well-managed recruiting effort
will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result
in mediocre ones.

Sources of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself (like transfer of employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of recruitment.
SOURCES OF RECRUITMENT

Internal Recruitment

Internal recruitment seeks applicants for positions from within the company. The various
internal sources include:

 Ø Promotions and Transfers: Promotion is an effective means using job posting and
personnel records. Job posting requires notifying vacant positions by posting notices,
circulating publications or announcing at staff meetings and inviting employees to
apply. Personnel records help discover employees who are doing jobs below their
educational qualifications or skill levels. Promotions has many advantages like it is
good public relations, builds morale, encourages competent individuals who are
ambitious, improves the probability of good selection since information on the
individual’s performance is readily available, is cheaper than going outside to recruit,
those chosen internally are familiar with the organization thus reducing the orientation
time and energy and also acts as a training device for developing middle-level and
top-level managers. However, promotions restrict the field of selection preventing
fresh blood & ideas from entering the organization. It also leads to inbreeding in the
organization. Transfers are also important in providing employees with a broad-based
view of the organization, necessary for future promotions.
 Employee referrals: Employees can develop good prospects for their families and
friends by acquainting them with the advantages of a job with the company,
furnishing them with introduction and encouraging them to apply. This is a very
effective means as many qualified people can be reached at a very low cost to the
company. The other advantages are that the employees would bring only those
referrals that they feel would be able to fit in the organization based on their own
experience. The organization can be assured of the reliability and the character of the
referrals. In this way, the organization can also fulfill social obligations and create
goodwill.
 Former Employees: These include retired employees who are willing to work on a
part-time basis, individuals who left work and are willing to come back for higher
compensations. Even retrenched employees are taken up once again. The advantage
here is that the people are already known to the organization and there is no need to
find out their past performance and character. Also, there is no need of an orientation
program for them, since they are familiar with the organization.
 Dependents of deceased employees: Usually, banks follow this policy. If an
employee dies, his / her spouse or son or daughter is recruited in their place. This is
usually an effective way to fulfill social obligation and create goodwill.
 Recalls: When management faces a problem, which can be solved only by a manager
who has proceeded on long leave, it may de decided to recall that persons after the
problem is solved, his leave may be extended.
 Retirements: At times, management may not find suitable candidates in place of the
one who had retired, after meritorious service. Under the circumstances, management
may decide to call retired managers with new extension.
 Internal notification (advertisement): Sometimes, management issues an internal
notification for the benefit of existing employees. Most employees know from their
own experience about the requirement of the job and what sort of person the company
 is looking for. Often employees have friends or acquaintances who meet these
requirements. Suitable persons are appointed at the vacant posts.

External Recruitment

External recruitment seeks applicants for positions from sources outside the company. They
have outnumbered the internal methods. The various external sources include:

 Professional or Trade Associations: Many associations provide placement service to

its members. It consists of compiling job seeker’s lists and providing access to
members during regional or national conventions. Also, the publications of these
associations carry classified advertisements from employers interested in recruiting
their members. These are particularly useful for attracting highly educated,
experienced or skilled personnel. Also, the recruiters can zero on in specific job
seekers, especially for hard-to-fill technical posts.
 Advertisements: It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach. Want ads describe the job benefits,
identify the employer and tell those interested how to apply. Newspaper is the most
common medium but for highly specialized recruits, advertisements may be placed in
professional or business journals.Advertisements must contain proper information like
the job content, working conditions, location of job, compensation including fringe
benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea
that the company and job are perfect for the candidate. Recruitment advertisements
can also serve as corporate advertisements to build company image. It also cost
effective.
 Employment Exchanges: Employment Exchanges have been set up all over the
country in deference to the provision of the Employment Exchanges (Compulsory
Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments
having 25 workers or more each. The Act requires all the industrial establishments to
notify the vacancies before they are filled. The major functions of the exchanges are
to increase the pool of possible applicants and to do the preliminary screening. Thus,
employment exchanges act as a link between the employers and the prospective
employees. These offices are particularly useful to in recruiting blue-collar, white
collar and technical workers.
 Campus Recruitments: Colleges, universities, research laboratories, sports fields
and institutes are fertile ground for recruiters, particularly the institutes. Campus
Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ
Grind lays, L&T, Motorola and Reliance looking for global markets. Some companies
recruit a given number of candidates from these institutes every year. Campus
recruitment is so much sought after that each college; university department or
institute will have a placement officer to handle recruitment functions. However, it is
often an expensive process, even if recruiting process produces job offers and
acceptances eventually. A majority leave the organization within the first five years of
their employment. Yet, it is a major source of recruitment for prestigious companies.
 Walk-ins, Write-ins and Talk-ins: The most common and least expensive approach
for candidates is direct applications, in which job seekers submit unsolicited
application letters or resumes. Direct applications can also provide a pool of potential
employees to meet future needs. From employees’ viewpoint, walk-ins are preferable
as they are free from the hassles associated with other methods of recruitment. While
direct applications are particularly effective in filling entry-level and unskilled
 vacancies, some organizations compile pools of potential employees from direct
applications for skilled positions. Write-ins are those who send written enquiries.
These jobseekers are asked to complete application forms for further processing.
Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for
detailed talks. No application is required to be submitted to the recruiter.
 Contractors: They are used to recruit casual workers. The names of the workers are
not entered in the company records and, to this extent; difficulties experienced in
maintaining permanent workers are avoided.
 Consultants: They are in the profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and lend
professionalism to the hiring process. They also keep prospective employer and
employee anonymous. However, the cost can be a deterrent factor.
 Head Hunters: They are useful in specialized and skilled candidate working in a
particular company. An agent is sent to represent the recruiting company and offer is
made to the candidate. This is a useful source when both the companies involved are
in the same field, and the employee is reluctant to take the offer since he fears, that his
company is testing his loyalty.
 Radio, Television and Internet: Radio and television are used to reach certain types
of job applicants such as skilled workers. Radio and television are used but sparingly,
and that too, by government departments only. Companies in the private sector are
hesitant to use the media because of high costs and also because they fear that such
advertising will make the companies look desperate and damage their conservative
image. However, there is nothing inherently desperate about using radio and
television. It depends upon what is said and how it is delivered. Internet is becoming a
popular option for recruitment today. There are specialized sites like naukri.com.
Also, websites of companies have a separate section wherein; aspirants can submit
their resumes and applications. This provides a wider reach.
 Competitors: This method is popularly known as “poaching” or “raiding” which
involves identifying the right people in rival companies, offering them better terms
and luring them away. For instance, several executives of HMT left to join Titan
Watch Company. There are legal and ethical issues involved in raiding rival firms for
potential candidates. From the legal point of view, an employee is expected to join a
new organization only after obtaining a ‘no objection certificate’ from his/ her present
employer.
 Mergers and Acquisitions: When organizations combine, they have a pool of
employees, out of whom some may not be necessary any longer. As a result, the new
organization has, in effect, a pool of qualified job applicants. As a result, new jobs
may be created. Both new and old jobs may be readily staffed by drawing the best-
qualified applicants from this employee pool. This method facilitates the immediate
implementation of an organization’s strategic plan. It enables an organization to
pursue a business plan, However, the need to displace employees and to integrate a
large number of them rather quickly into a new organization means that the
personnel-planning and selection process becomes critical more than ever.
Evaluation of External Recruitment:

External sources of recruitment have both merits and demerits.

The merits are-

 The organization will have the benefit of new skills, new talents and new experiences,
if people are hired from external sources.
 The management will be able to fulfill reservation requirements in favor of the
disadvantaged sections of the society.
 Scope for resentment, heartburn and jealousy can be avoided by recruiting from
outside.

The demerits are-

 Better motivation and increased morale associated with promoting own employees re
lost to the organization.
 External recruitment is costly.
 If recruitment and selection processes are not properly carried out, chances of right
candidates being rejected and wrong applicants being selected occur.
 High training time is associated with external recruitment.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of
performance of an organization depends on the effectiveness of its recruitment function.
Organizations have developed and follow recruitment strategies to hire the best talent for
their organization and to utilize their resources optimally. A successful recruitment strategy
should be well planned and practical to attract more and good talent to apply in the
organization.

For formulating an effective and successful recruitment strategy, the strategy should cover
the following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-
ending process. It is impossible to fill all the positions immediately. Therefore, there
is a need to identify the positions requiring immediate attention and action. To
maintain the quality of the recruitment activities, it is useful to prioritize the vacancies
whether to focus on all vacancies equally or focusing on key jobs first.
2. Candidates to target:

The recruitment process can be effective only if the organization completely understands the
requirements of the type of candidates that are required and will be beneficial for the
organization. This covers the following parameters as well:

 Performance level required: Different strategies are required for focusing on hiring
high performers and average performers.
  Experience level required: the strategy should be clear as to what is the experience
level required by the organization. The candidate’s experience can range from being a
fresher to experienced senior professionals.
 Category of the candidate: the strategy should clearly define the target candidate.
He/she can be from the same industry, different industry, unemployed, top performers
of the industry etc.

3. Sources of recruitment:

The strategy should define various sources (external and internal) of recruitment. Which are
the sources to be used and focused for the recruitment purposes for various positions?
Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters:

The recruitment professionals conducting the interviews and the other recruitment activities
should be well-trained and experienced to conduct the activities. They should also be aware
of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while
interviewing and selecting a candidate.

5. How to evaluate the candidates:

The various parameters and the ways to judge them i.e. the entire recruitment process
should be planned in advance. Like the rounds of technical interviews, HR interviews,
written tests, psychometric tests etc.

Meaning of Selection

The term ‘selection ‘denotes a choice of one or some from amongst many. The vital
importance of making the right selection of staff for any enterprise cannot be
overemphasized. While selecting employees, it should be borne in mind that they are the
greatest source of an organization. Building and money are always secondary. The critical
element is always the spirit, teamwork and the skill of the organization’s personnel.
Everything can be bought or reproduced except skilled and dedicated service.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.

Selection is the process that starts with gathering complete information about the applicant
from his application form and ends with inducting the candidate into the organization.
Selection Process

Standard Selection Process

Collection of Curriculum Vitae (CV)

It is the applicant’s responsibility to send his/her CVs in time to the given address. Lafarge
collects CVs through internets, postal Dak, currier and by hand who are coming physically.

Screening/Short listing

After detail study and analysis the CVs are sorted department wise and short listed for call up
message. Important aspect that is noticed during sorting is whether the qualification,
experience and other details matches with the requirement. The underlying objectives of the
initial or preliminary searching are to eliminate obvious misfits from a considerably large
number of applicants. It reduces time and cost of actual selection. Initially a list of
qualifications and experience is prepared and the HR department alone or in association with
the concerned departmental head reviews the lists and sorts out likely acceptable applicants.

In the process of initial screening, generally the eliminatory factors pointing to the
unsuitability of an applicant are:

 In adequacy of applicants experience and education.

 Too many jobs of short duration changes of job frequently shows a person with poor
records.
 Frequent changes of residence (may be as a result of job change) shows instability in
the makeup of the applicant.
 Applicants those with a recent separation or divorce shows instability and under
emotional involvement that may hamper the work they would do.
 Long unemployment shows particular information of unwillingness or not desired for
employment.
 Application poorly written misspelling, blots erasures, and at places illegible shows
less interest.

After the initial screening is done a list of likely acceptable candidates are made. Some time
final screening also done by personnel manager in association with the departmental heads.

Reference check

Generally reference imply letter of commendation, which are mainly two types:

 Character references as provided by friends and acquaintance of the applicant.

 From previous employers or teachers, .the process is mainly regular checks which
concerned with verification or confirmation of factual information as provided in the
application.
Methodology of reference check

 There are many methods to check the reference but mostly used are:
 The Mail .This method is used in soliciting opinion of people who cannot be easily
accessible on telephone. Though it is economical but suffers from drawbacks like not
answering and delayed answer etc.
 The Telephone. This is more useful and advantageous method. It is more popular,
quicker, and cheaper than the written quarries through mail. The reliability of such
personal contacts is also greater.
 Personal Visit. The personal visit is of still more beneficial than a telephone call. It
allows longer conversation and reliability is more. Though it is time consuming and
expensive.

One thing is more important while reference checking is that the kind of relationship of the
candidates with those whom they refer. It should be carefully determined, considered and
weighted while evaluating the opinion expressed. It is often the case that reference with high
commendation carries a stigma behind it that the employer wants to get rid of the applicant. It
is nothing unusual in the modern business practice.

Test

Selection and employment tests are usually administered after the application has been
examined and candidate appears to be acceptable, test involves both professional and
psychological. The importance of tests is recognized and found more suitable tool for
selecting their employees, primarily tests supplement the information already collected
though application.

Objective of Test:

The main objectives of the test include:

 Measuring job applicant’s latent abilities, experience, education and suitability to

perform assigned job.
 Means of eliminating misfits and failure and thus selecting the right man for right job.
 Tests help improving the personnel selection procedure.
 The test seeks to eliminate the possibility of prejudice or bias on the part of an
interviewer for taking selection decisions.
 Test contributes greatly to training programs by identifying the weaknesses and
deficiencies of individuals.

Types of Test

In broad classification of test, it may be placed in two categories firstly, those tests involving
group approach and applicable to many individual at one time. Secondly, those tests with
individual approach, which require separate examination for each person being tested. Few
of the typical tests in each category are:
  Intelligence test.
 Aptitude test.
 Dexterity test.
 Personality test.
 Interest test.
 Achievement of proficiency test.
 In Lafarge IT test is carried out to judge the IT knowledge of the candidates.

Interview

The applicant passed though the screening test and his/her references also having been
checked up, he/she is now ready for final interview. It is the last phase of selection process.
According to the Scott “An interview is purposeful exchange of ideas, the answering of
questions and communication between two or more persons”.

In the process the interviewer also well equipped with a significant amount of factual data
about the applicant, the personal history, test scores and references etc.

Interview is considered to be the most important universal method of evaluation and is widely
used for effective selection and placement. It is recognized as the “heart” of the employment
process. However at the same time the interview is perhaps a highly intricate, complicated
and difficult part of the selection procedure.

 Objective of Interview, Some of the important objectives are:

 An interview enables the interviewer to view the “total individual” about the
applicant.
 An intelligent and experienced interviewer can get the clues to discover application
aspiration, behavior and other interpersonal attitude.
 A means of motivating the applicant of the advantage of employment in the
organization and vice versa.
 In creates the mutual understanding and confidence between HR department and
prospective employees of the company.
 The interview promotes the good will towards the company, as matter of fact whether
the application is selected for employment or not.
 Types of Interview:
 There are four types of interview commonly in use in the process of selection. These
are:
 Preliminary Interview. In the preliminary interview the applicant is apprised of the
nature of the job terms and condition and the policies of the company. It the candidate
after the preliminary interview appears to be likely acceptable, he/she is placed in the
short list.
o Structured Interview. The structural interview primarily relates to direct or
indirect questioning, questions more or less have been already framed. The
question mainly covers work experience, education and career planning.
o The Stress Interview. This type of interview is used to discover and assess
some of the very important personality characteristics of the applicant. In brief
it helps to find out his/her reaction towards any stress or uncomfortable
 situation likely to face. It should be remember that, the situation to be created
tactfully and carefully to bring out the exact feelings of the candidate.
o Group Interview. This type of interview is used when the numbers of
applicants for a given job is large and there is less time available. This type of
o Interview saves time and proves to be economical. However, it should be
conducted by an interviewer having well judgment and long experience.

SELECRION APPROCHES

1. Ethnocentric Selection:

In this approach, staffing decisions are made at the organization’s headquarters. Subsidiaries
have limited autonomy, and the employees from the headquarters at home and abroad fill key
jobs. Nationals from the parent country dominate the organizations at home and abroad.

2. Polycentric Selection:

In polycentric selection, each subsidiary is treated as a distinct national entity with local
control key financial targets and investment decisions. Local citizens manage subsidiaries,
but the key jobs remain with staff from the parent country. This is the approach, which is
largely practiced in our country.

3. Re-geocentric Selection:

Here, control within the group and the movements of staff are managed on a regional basis,
reflecting the particular disposition of business and operations within the group. Regional
managers have greater discretion in decision. Movement of staff is largely restricted to
specific geographical regions and promotions to the jobs continue to be dominated by
managers from the parent’s bank.

4. Geocentric Staffing: –

In this case, business strategy is integrated thoroughly on global basis. Staff development and
promotion are based on ability, not nationality. The broad and other parts of the top
management structure are thoroughly international in composition. Needless to say, such
organizations are uncommon.

CHAPTER 04

Recruitment and selection process of RBL

Recruitment and Selection Process of Rupali Bank Limited

Human Resource management is of paramount importance for Bank Management. Bank’s

physical resources, human resources and technology are to be combined into a productive
system to achieve organizational goals Human resource recruitment involves evolving an
appropriate planning process to move the Bank from its particular human resource position to
desire human resource position and placement of right of people at the right place at the right
time.

Human Resource planning

Recruitment and Selection are not simply mechanisms for filling vacancies rather they are
viewed as the key factor for suitable placements. Effective human resource planning helps in
determining the gaps present in the existing manpower of the bank. It also helps in
determining the number of employees to be recruited and what qualification they must
possess.

Manpower Requisition:

Based on the HR Planning respective Division/Department Head informs HR on personnel

requirement through Manpower Requisition form, after obtaining necessary approvals from
the Managing Director. Employment Requisition Form must contain a JTOR (Job Terms of
Reference), comprising Job Description and Job Specifications / Requirements of the
position.

Requisition form contain some information like

 Name of the position

 Status of the employment
 Job description
 Job specification
 Approval of the HRD

Recruitment Principles

All appointment / recruitment in the Bank will be made by direct recruitment as per approved
criteria or by promotion as per promotion policy approved and or amended / updated by the
competent authority from time to time.

Recruitment and Selection Channel of Rupali Bank Limited

Rupali Bank uses both the external and internal channel for their recruitment and selection.
The external and internal channel is described below:

External Source of recruitment and selection

The external source of recruitment and selection of Rupali Bank are:

 News paper advertisement.

 Website of Rupali bank.
 www. bdjobs.com
  www.prothomalojobs.com

Advertisement:

Advertisement is a well known and worldwide accepted source of recruitment. Like other
company Rupali Bank also has a career website from where applicants can fill up an
application forms. When the job requirement is matched with the applicant’s CV then HR
selects these applications for recruitment.

Internet:

Internet advertisement is another new source of Recruitment. Now a day every employee has
a website and they collect CVs by internet. Ever there is lots of job website and company can
send advertisement over there. Recently Rupali Bank lunched a career website for the
candidates.

Like other company Rupali Bank also give advertisement over net. Generally Rupali Bank
gives advertisement in www.bdjobs.com. The interested candidates whose profiles match
with the requirements can apply for job over the net. By this way Rupali Bank gets many
CVs.

Recruitment of Rupali Bank

No person shall be appointed in the service of the Bank unless:

 Qualified medical practitioner acceptable to the Bank certifies that the applicant is
physically and mentally fit for service in the Bank.
 The applicant has not been dismissed / terminated from the service or his service has
been dispensed with for any specific reason with his / her former employer for
financial irregularity or act of dishonesty / fraud / forgery. Those lateral entrants who
have been dismissed / terminated from the service of their former employers after
submission of their resignations with the intent to join Rupali Bank Limited shall,
however, remain outside the purview of this sub-rule.
 The age limit of the applicant for fresh entry in the Bank should be within the age
bracket of 22-30 years. For lateral entry, the maximum age limit will be 50 years. It
will not, however, be applicable in case of contractual employment.

Recruitment and selection procedure categories of Rupali BANK

Recruitment and selection procedure of Rupali Bank three categories

 Top level
 Middle level
 Lower level

Recruitment and selection process of Rupali Bank is almost same for the middle and lower
level. Because of Rupali Bank used external source to recruit their middle and lower level
employees. But the recruitment and selection process of top level is different.Rupali Bank
also uses internal source for recruiting the top level employees.

Recruitment and selection procedure for top level

Job Analysis

Rupali Bank job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job.

Job Description

Rupali Bank Job descriptions are written statements that describe the:

 Duties,
 Responsibilities,
 Most important contributions and outcomes needed from a position,
 Required qualifications of candidates, and
 Reporting relationship and coworkers of a particular job.

Job Specification

Derived from job analysis, it is a statement of employee characteristics and qualifications

required for satisfactory performance of defined duties and tasks comprising a specific job or
function. For the top level recruitment process Rupali Bank uses the internal source.

Work Experience

From this step the selection process for the top level starts. The work experience of the
selected employees is verified by the Managing Director. The Rupali Bank selects the
experienced employees for the top level post. Because the top level employees have to make
decisions and sometime they have to taking quick decisions without discussing with all the
employees.

Check Performance

In this step the Managing Director evaluated the previous performance in the Performance
Appraisal of the selected employees.

Placement

The HR department issued the appointment letter against the selected employee. When the
appointed employee join in the Bank than the Bank provide them the work place according to
their post.
Recruitment and selection procedure for Middle level and lower level

Identifying the vacancy

Identifying the vacancy for the middle or lower level is done by the departmental head. The
departmental head informed the HR head about the vacancy. Some time it happened by the
observation. Analysis of a job is to determine the responsibilities inherent in the position as
well as the qualifications needed to fulfill its responsibilities. Job analysis is essential when
recruiting in order to locate an individual having the requisite capabilities and education.

Job description

Job description is a legal document. It focused on job.Rupali Bank preserve a written

narrative description which included with the activities performs in the job information about
the requirement working condition under job is performed

Job Specification

Rupali Bank also has done job specification which focused on employee. It is specifies
employees skills, abilities, behavioral pattern and other personal characteristics.

Submission CVs

The people who selected himself or herself for the certain job they submit their CVs at HRD,
Head Office.

Preparation of preliminary list

The Selection Panel shorting the CVs list. For preparing the preliminary list Rupali Bank
follows their selected educational requirement for the selected posts which are given below:

Management Trainee

1. The applicant should be at least a MBA/MBM degree holder from a reputed

educational institution with a minimum 10 points for MBA/MBM throughout the
academic career with no 3rd division/class in his/her academic career.
2. Minimum CGPA 3.00 or above from DU/DIU/IBA/NSU/ or any other
reputed/recognized/Local/foreign University as may be deemed fit by the Bank
Management from time to time. No. 3rd division/class in his/her academic career shall
be acceptable.

Probationary Officer

1. The applicant should be at least a Master Degree/BBA holder from a recognized

educational institution with minimum 9 points. No. III (third) Division/Class shall be
acceptable.
Trainee Junior Officer

The applicant should be a Master Degree holder from a recognized educational institution.

Trainee Junior Officer (System)

1. The applicant should be a Master Degree holder from a recognized educational

institution.
2. Minimum 8 (eight) points are required.
3. The candidate should have computer literacy.

Trainee Computer Officer

1. Graduation with Minimum 6 (six) points.

2. The candidate should have Computer Knowledge for PC operation.

Trainee Cash Officer:

1. Graduation with minimum 6 (six) points.

Assistant Officer (AO)

1. Masters Degree or 4-year Bachelor Degree in any discipline with a minimum of 2nd class
in all academic levels

2. Two years of experience in IT related jobs in a reputed organization preferably in banking

sector.

4.1.13 Preparation of preliminary list

The Selection Panel selected some attractive applicants for the written test to follow their
selected educational qualification.

Conducting written test

The subject matter of the written test may be General Aptitude, General Knowledge,
Arithmetic, English, Bengali or as will be determined by the External Authority. Probationary
Officer / Management Trainee shall be recruited after taking a competitive written test to be
conducted by IBA or any other organization equivalent to the standard of IBA.

Selection of eligible candidates for the Interview (VIVA-VOCE)

Those who can get 65% marks in the written test those can select for the next steps as eligible
candidates.
Calling the selected candidates for the Interview

The selection panel called the qualified applicants by phone or mail for attaining Interview.

Conducting Interview or VIVA-VOCE

The selection panel organized an interview. The interviews always hold at face to face
conversation. But the qualification marks for viva-voce will be determined by the Bank
Management.

Investigation of applicant details

The selection panel investigates the qualified applicant’s previous life history to ensure that,
if the applicants were involved with any illegal activities.

Preparation of desirable candidates’ list

After the investigation of the applicants previous life the selection panel make a list of the
applicants whose past life histories are positive.

Final approval by the competent authority

The experienced authority endorses the desirable candidate that they find by lots of
measurement.

Physical fitness for employment

Physical testing is part of selection process. Because sometime the better qualified candidate
may has some critical diseases. Which create problem his or her joining in service. For this
reason he or she unable to continue the service. For that the bank becomes fall in some
trouble because the recruitment ant selection process is time killing, lengthily and also a
expensive process. In Rupali Bank accomplish physical testing for all type of employees.
Although it is a expensive decision but National Bank are committed to do physical testing
for ensuring employees sound health.

Appointment and placement

Selection panel has issued the appointment letter, who are physically fit according to the
medical test. When the appointed candidate join in the bank than the bank provide them the
work place according to their post. After completion of probationary / training period, the
performance of a fresh officer shall be evaluated by the Management. In the Performance
Appraisal, the concerned officer has to score minimum 60%-65% marks for absorption in the
regular service of the Bank. In case, he / she fails to secure 60%-65% marks, the
Management may extend the probationary.
SWOT Analysis of Rupali Bank Ltd

In SWOT analysis two factors act as prime movers

 Internal factors which are prevailing inside the concern which include Strength and
weakness.
 On the other hand another factor is external factors which act as opportunity and
threat.

Strength:

Strong Human Resource Department.

Fair recruitment policy.

Tendency of equal employment opportunity.

Strong written and oral test for the selection process.

Energetic as well as smart work force.

Efficient administration.

Weakness:

Lengthy process of job circular.

Lengthy process of selection process.

HR Officers are not sufficient.

Officers have limited experience and not enough trained.

Opportunity:

Campus campaign for the search of potential candidates.

Good relation with the recruitment agencies.

Outside source of selection of employee like job fair.

A large number of candidates to choose from.

Threats:

Competitors have more improved HRD.

Candidate’s presenting of their educational and experience background.

Turnover rate of the industry employees.

Young, energetic, dynamic, talent and smart work force of competitors.

CHAPTER-5

Discussion, conclusion & recommendations

Discussion

HR department of Rupali Bank Ltd. provides a better planning and compensation package to
their employees with compare to its peer group.

Rupali Bank Ltd. mainly emphasizes on internal & external sources for recruitment.

Internally the bank discloses the positions of the job and announces it to all current
employees. Nature of the position and the qualification needs for the job is described in the
announcement so that the interested candidates can apply.

For external sources the Rupali Bank Ltd. does advertisement, takes help from the
employment agencies (only for technology department), does campus recruitment, arranges
internship for the students, takes employee from personal contact or by employee leasing.

They first screen CVs. This process is done by some selective criteria which are needed for
the company. Then initial interview is held. After that selective applicants are asking for
written test. Those who are successfully passed the written exam are called for final
interview.

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

The Recruitment and selection process of Rupali Bank Limited is quite commendable.
Systematic and timely monitoring and appropriate documentation are tried to be maintained.

Sometimes employees are recruited and selected through third party.

Sometimes employees are recruited and selected on unfairness and biasness.

 Conclusion

Recruitment is an important issue for any organization. Recruitment and selection allows an
organization to assess the vacancy and choose the best personnel who will lead the
organization in future. So the organization should give more emphasize on selecting a person.
At this moment Rupali Bank Ltd. is in growing position. But the strategies of the Bank will
make it a good performer. So we find out that the human resource practice, recruitment and
selection process, employee satisfaction and relations practice etc at Rupali bank is
developing rapidly. As a govt. bank should analyze the recruitment and selection process.
The most important key source factor of the bank is its efficient human resource. It is high
time for the authority to look closely the prevailing issue of recruiting people and thus the
Bank will get efficient professionals, which will increase the productivity as well as revenue.

Recommendations

 HR department should develop such a system through which they can assess
employees without any influence. Or they can develop self assistance system where
employees will provide information to the HR department individually monthly.
 Rupali Bank Ltd. is running a well designed recruiting process but they should follow
an influence free and fair judgmental decision to recruit any new employee.
 HR department should develop a system for personal problem solving, counseling to
individual employee so as to get and retain skilled employees.
 In the selection and recruitment process the responsible personnel should be more
transparent as some of the internal and external applicants mentioned.
 HR department should undertake a background investigation of applicants who appear
to offer potential as employees.
 Usually promotions are based on seniority but it should be based on employee skills,
performance as well as experience.
 Tactful discipline is required in order to implement sound human resource
management system.

 Rupali Bank Ltd. needs more man power for handling its huge volume of employees.

Finally the Bank should have the vision to automate it’s all operations and functionalities and
should be committed to achieve the goal to be a lead Bank in the country both in service and
in technical aspect and to fulfill the requirements of mass people.
Bibliography

 Booklets published by Rupali Bank Ltd.

 Rupali Bank web site (www.rupalibank.org.com)
 Prospectus of Rupali Bank limited.