Internship Report on:

Recruitment and Selection process of Employees: A Study on

Pran-RFL Group of Industries

Supervised By:
Md. Tanvi Newaz
Senior Lecturer
BRAC Business School Submitted
By:
Faiza Sharmin
ID-09304061

Major
Human Resource Management

INTERNSHIP REPORT ON

Recruitment and Selection process of Employees: A Study on

Pran-RFL Group of Industries
 Letter of Transmittal
Date: May 2014
MD. Tanvi Newaz
Senior Lecturer, BRAC Business School
BRAC University

Subject: Submission of Internship Report on Pran-RFL Group of Industries

Dear Sir,
It is an immense pleasure for me to submit the internship report on Recruitment and Selection
process of Employees: A Study on Pran-RFL Group of Industries which I have prepared by
performing 90 days practical work at Pran - RFL Head Office, to fulfill the requirement of BBA
Program in the Department of BRAC Business School, BRAC University.

I sincerely believe that this report will help me to enrich my adaptability quality in the long run
when I will involve myself in practical field. I am grateful for your valuable advices and great
cooperation. I tried my best to go deep into the matters and make full use of my capabilities in
making the internship report meaningful, though; there may be some mistakes and shortcomings.
I shall be pleased to answer any kind of query you think necessary.

Now I have placed this report before you for your kind approval. I hope that my internship report
will satisfy you. For any of your further queries I would be at your disposal at your convenience.

Thank You
Sincerely

________________
Faiza Sharmin
ID 09304061

Acknowledgement
Many Acknowledgements are due to a multitude of people who have immensely helped me with
this study. Regardless of the fact of having tremendous load of responsibilities, they chose to
support me by providing adequate information.

It is also great pleasure to me in expressing my immense indebtedness, deep sense of gratitude,

sincere appreciation and profound regards to Meer Shamsul Alam , Chief of Human Resource ,
Pran- RFL Group for giving me the opportunity for internship. I express my sincere thanks and
gratitudes to my supervisor at the organization Zihad Uddin Ahmed, Manager, Human
Resource, who placed special attention in my effort with his favorable comment, inspiration,
affection, constructive criticism, valued guidance and constant help and suggestion from the
beginning to the end of the work and introduce me to different aspects of Human Resource
Management. I must thank him for acting as a reviewer and supporting me in making this report
a success.

I would like to thank who were both directly and indirectly related to the project work, provided
me with crucial information that help me to complete this report. Heartfelt appreciation is
expressed to the following officials for their valuable time and cooperation:
Mamun Hossain , Sub Assistant Manager, HRM Recruitment ; Md. Aurangzeb , Sub Assistant
Manager, HRM Recruitment ; Riasat Rais ,MT , HRM Recruitment.

Finally, credits and achievements, if any, are due to my faculty advisor Md. Tanvi Newaz,
Senior Lecturer, BRAC Business School. His instructive advice and guidance have emerged as
stepping stone in making this report fruitful. This intern report will show my creativity only as he
entrusted his every belief on my capability and analytical ability in preparing this report.

Executive Summary

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

Pran-RFL group of companies is one of the leading business institutes in Bangladesh. PranRFL
group provides with good quality products conforming to local tastes, health and hygienic
standards which are of affordable price and within the reach of target consumers. Its strategic
strengths include strong recognition of brands, highly skilled work force and 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 Pran- RFL group. I have analyzed the recruitment and
selection process of Pran- RFL from the view of theoretical definition, practical application,
basic principles followed and technology used in the whole process. The report also discussed the
Pran-RFLs goals, mission and vision. This report focuses on the Organizations recruiting
process, selection process, source of recruiting etc.

Table of Content

Chapter Chapter Title

No
Introduction
1.1 Background of the study
1.2 Origin of the Report
1.3 Objective of the Report
1 1.4 Scope of the Study
1.5 Limitation of the Study

Research Methodology
2.1 Methodology of the Study
2 2.2 Sources of Data Collection
2.3 Research Approach Assumption

Company Overview
3.1 About Company
 3.2 Corporate Vision
3.3 Corporate Mission
3 3.4 Aim
3.5 Core Values
3.6 Products of Pran-RFL
3.7 Exporting History
3.8 Major Exporting Countries
3.9 Major Exporting Products
3.10 Subsidiary Enterprises

4 The Human Resource department

5 Findings and Recommendations
6 Conclusion
Appendix
Reference
1.1 - Background of the Study
The Internship program is an integral part of the BBA program. With a view to develop skilled
professionals in every sector, BRAC University has undertaken the internship training program
for its BBA students. After completion of the Internship program; a student must submit the
report on the assigned topic to the Supervisor and Department. The program is three months
duration. I choose Pran-Rfl Group of companies to complete the program. During this period I
worked with the employees of the organization.

1 .2 - Origin of the Report

This internship report is generated under the supervision of Md. Tanvi Newaz, Senior Lecturer,
BRAC Business School, of BRAC University. This report is required to fulfill award of BBA
(Bachelor in Business Administration) Degree. The topic of this report was Recruitment and
Selection process of Employees: A Study on Pran-RFL Group of Industries.
To prepare this report I have selected and got opportunity to work as an internee in the reputed
and dwell-known leading company that is Pran-RFL Group of Industries.The primary goal of
the internship was to provide an on the jobexposure to the students and an opportunity to
transform theoretical knowledge to practical experience. I have tried my level best to make the
report an excellent one by doing correct justice to the topic.

1.3- Objectives of the Report

Broad Objective:

Broad objective of the report is to apply my learning in the area of Human Resources so that I
gain significant practical and understand the nature and importance of recruitment and selection
process and identify the various strategy which they are use for their employees while recruiting
and selecting them.

Specific Objectives:

To study the recruitment and selection process and methods used in PRAN- RFL Group.

To coordinate the theories of recruitment and selection process in a real life Situation.
 Delineate the different stages in a recruitment and selection process and describe each
step.
To assess and evaluate the existing recruitment and selection strategies.
Identify strengths and weaknesses of existing recruitment and selection strategies of
PRAN- RFL Group.
To perform in line with organizational needs & goals.

To assist in achieving staffs personal & professional objective.

1 .4 -Limitations of the study

There were some problems while I was preparing this report. A wholehearted effort was applied
to complete the report and to bring a reliable and fruitful result. In spite of having the
wholehearted effort, there exits some limitations, which acted as barrier. The limitations were:
1. Confidentiality is the main problem; as a result some confidential facts were not
sufficiently disclosed by the respective personnel.
2. Lack of available up-to-date information.
3. Only few days internships experience is not enough to find out all the pros and cons of
such a vast project.
4. The employees of Pran- RFL Group had no eagerness to supply more information
because of extra hardness.
5. As because Pran- RFL Group is a large Company; it is very difficult to understand each
and every aspect of its operation within a very short period of time.
6. Lack of previous practical experience in this concern, as I cannot accumulate all the
relevant facts.
7. Lack of larger amount of data has been collected.
The study is mainly an exploratory one and survey method used to collect information from
primary sources. I have used random sampling method to collect data. Total population size is
40,000 employees and I made a sample survey on 21 employees. In addition, related secondary
information collected for research purpose. The primary data has been collected from face to
face interview, and the secondary data has been collected from their annual reports and from web
sites.

2.1 Primary Sources:

Personal observation of the process.
Informal interview with the employee

2. 2 Secondary sources:
Secondary data are collected from Internet, different published articles, books, prospectus,
journals, other publications and written information provided by the company. For collecting
data from secondary sources, go through various web sites.
2.1 About Company

PRAN means Program for Rural Advancement Nationally

Pran-RFL is the pioneer in Bangladesh to be involved in contract farming and procures raw
material directly from the farmers and processes through state of the art machinery at their
several factories into hygienically packed food and drinks products. The brand PRAN has
established itself in every category of food and beverage industry and can boost a product range
from Juices, Carbonated Drinks, Confectionery, Snacks, and Spices to even Dairy products. Now,
Pran-RFL consumers not only value PRAN for its authentic refreshing juice drinks products ,
but also for its mouth watering quality confectionery products with high visual appeal and
exciting texture. PRAN intend to expand their presence to every corner of the world and strive to
make Pran-RFL a truly international brand to be recognized globally.
Pran-RFL started its operation as a processors fruit and vegetable in Bangladesh. Over the years,
the company has not only grown in stature but also contributed significantly to the overall
socioeconomic development of the country. Pran-RFL is currently one of the most admired food
& beverages brand among the millions of people of Bangladesh and other 94 countries of the
world where Pran-RFL products are regularly being exported. All the Pran-RFL products are
produced as per international standards maintaining highest level of quality at every stages of its
production process.

2.2Corporate Vision: Improving Livelihood.

2.3 Corporate Mission: Poverty and Hunger are curses.

2.4 Company Aim:

To generate employment and earn dignity and self-respect from compatriots through Profitable
enterprises.

2.5 Core Values:

Pran- RFL believes in providing quality by considering the customers demands and
expectations.Continuous innovation and improvement is the motive of this organization by
focusingcustomers and tries to maintain fairness and transparency in all segments. The corporate
values for Pran- RFL are-
Consumer care
Supplier care
Employee care
Trade care.

2.6 Products of PRAN

Prans products can be categorized under a few categories, such as, Juice, Drinks, Snacks,
Confectionary, Dairy, Beverages and winery products. Their juices come in a great variety of
quality packing in eight different flavors; orange, mango, lemon, litchi, pineapple, mango-pine,
guava and fruit cocktail, offers collection of refreshing choices.

From purified natural drink to processed fruit drink, Pran-RFL provides a wide range to many
alternatives for quenching the thirst. In their winery section, they offer a wide range of products
from tea, spices, pickles, chutney, sauce and ketchup, rice products, mustard oil, semai and
molasses, etc. Pran snacks products are variously flavored consisting of biscuits, potato crackers
and mini snacks.
2.7 Export History

Pran-RFL, the largest exporter of processed food from Bangladesh, had a vision of creating a
huge demand globally of those agro based products produced by native farmers. The key was to
process the agro products and increase shelf-life thereby. Starting successful journey to export
market in 1996, PRAN currently exports to over 94 countries.

As Pran-RFL Group exports its products to foreign countries; the importance of the international
forces really matters here. It has to monitor the consumers preference, price, promotional
strategies, government policies etc. for an international market. It has to face the hard
competition of the international market

2.8 Major Exporting Countries

India, KSA, UAE, Kuwait, Bahrain, Qatar, Djibouti, Angola, Australia, Austria,,

Brunei, Burkina Faso, Bhutan, Cameroon, Canada, Capo Verde Islands, Chad, Congo

Eritrea, Equatorial Guinea, Ethiopia, France, Gabon, Gambia, Germany, Ghana, Greece

Guinea, India, Italy, Ivory Coast, Japan, Korea, Lebanon, Malaysia, Mali, Mauritania

Mauritius, Myanmar, Mayo tee, Nederland Antilles, Nepal, Niger, Oman, Pakistan

Palestine, Qatar, RCA, Reunion Islands, Senegal, Sierra Leone, Singapore, Sri Lanka

Sudan, Sweden, Switzerland, Togo, UK, USA & Yemen. Belgium, Benin,

2.9 Major Exporting Products

Fruit Juices, Fruit Drinks Instant Powdered Drinks, Pickles, Canned Fruits & Vegetables,

Extruded & Fried Snacks, Tea, Aromatic Rice, Puffed Rice, Flattened Rice, Jam & Jelly,
Plain Spices, Blended Spices, Mustard Oil, Mineral Water, Dehydrated Fruits,
Tomato Ketchup / Sauce, Toffees, Candies, Bubble Gum, Biscuits & other confectionery etc.
2.10 Subsidiary Enterprises

Pran-Rfl Group is one of the fastest growing corporate houses in the country. It has got quit
good number of subsidiary enterprises, which includes:

Rangpur Foundry Ltd. (RFL): This is an established engineering enterprise, which

focuses to meet the demand of rural community of Bangladesh. A tube well made by RFL
is most prominent in the country. Today the company has its wide range of products &
has achieved the prestige as the largest cost iron foundry & light engineering workshop in
Bangladesh. RFL has introduced international standard Plastic & PVC products to the
Bangladesh market which have already been cordially accepted by the mass.

Introduction of RFL Plastics Ltd: In order to manufacture plastic furniture & allied
products, RFL plastics started business in 2000. Currently RFL Plastics is dealing with
different types of plastic products in different categories such as house ware, plastic
furniture, industrial ware & garments accessories. The Company has been expanding its
product lines day-by-day & achieving diversified product range in the plastic sector.

Property Development Ltd. (PDL): This is the oldest enterprise of PRAN Group. The
Group was established on the profit made by PDL. This enterprise is one of the pioneers
in apartment business in Dhaka.

Property Lifts: It is a new enterprise of PRAN Group. It imports elevators and other
accessories to meet the growing demand of modern lifts and escalators.

Agricultural Marketing Co Ltd. (AMCL): AMCL was started as a fruit processing

enterprise. Gradually, other sectors of food industry (e.g. Chips, mineral water, Tomato
Ketchup etc.) were also incorporated in the manifold of AMCL. At present, AMCL has
become the flagship enterprise of PRAN Group. Most of the resources of PRAN Group
are now devoted for the growth and operation of AMCL. In the long run, the group
intends to become a global leader in the field of agricultural industry.
Human Resource Department

In

PRAN- RFL Group

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. Pran- RFL group also consider their 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 Objective:

The objectives of Human Resource Department are-

Recruitment policy and procedure
Conformation policy and procedure
Placement of employees

Human Resource Development

Organizational structure review and modification
Career planning
Hiring and firing
Job description preparation
Conducting appraisal at the end of each year
Induction, Attendance and leave
Maintaining and developing employees personal files
General services
Safety-security
Welfare activities for employees
 4.2 HRM Department in PRAN-RFL Group

In order to make HRM become more strategic in PRAN-RFL Group, management has reduced
most of the administrative and paperwork from HRM that might holds HRM back. PRAN-RFL
has organized HRM function as follows:-

Chief-HRM

RECRUITMENT PERSONNEL TRAINING QMS & OD SECTION SECTION SECTION

SECTION
Develop method & Make Appointment & Assess Training need Develop and revision Strategy for
recruitment confirmation of the Group and of policy regarding process Posting, Transfer, develop training
ISO/HACCP/HALAL
Promotion, strategy with the direction of Develop method & Termination, management
Strategy for selection Resignation & Prepare lesson plan Follow-up-works of
process Separation and training module ISO/HACCP/HALAL

Conduct the recruitment Taking Disciplinary Arrange training in all Maintain ISO/
& selection process action as per areas including HACCP/ HALAL instruction General
Management, related documents

Making employment Compensation and Sales, Factory staff etc. Conduct ISO internal offer

benefits audit & review process

Ensure the probable best Payroll preparation Conduct training fit for person-job & Calculation of

Bonus, classes Internship management person-organization deduction & Obtain Training incentives & leave

feedback, and analyze Prepare/revise/update

encashment result Job Description and

Attendance and leave Organogram as required record

Make Annual appraisal

4.3 Recruitment and Selection Process in PRAN-RFL:

PRAN-RFL is looking for top-caliber people who want the flexibility and resources to grow in
their career. If someone is that kind of person who has always stood out, they offer a place where
one can continue to excel. PRAN-RFL has thousands of diverse people from different cultures
and backgrounds working in a variety of different jobs in different fields Merit is the sole
criteria for selection.
Attitude is given as much weight age as functional competencies.
Panel interviews comprising of Functional Head & HR Head.
Sources for recruitment are through campus, consultants, employee referrals, internal job
postings and the internet.
All positions involve written tests.
Antecedent verification is an integral part of our recruitment process.
Medical fitness is pre-requisite for all positions.
They are an equal opportunity employer and do not discriminate on the basis of race,
community, religion or sex.

4.3 (a) Recruitment process:

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 of PRAN-
RFL are given below:
1. Need Assessment
2. Defining the position description
3. Checking the recruiting options
4. Advertisement
5. Screening and Short listing Applications
6. Written test
7. Selection interview (3 tier)
8. Employment decision (Application Bank) 9. Offer letter
10. Orientation / Induction

4.3 (a-i) Source 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:
Entry-level management
MT (Manager Trainee)
Mid or / and senior level management
Graded staff / Non- management staff

There are two most important sources that have been followed by PRAN-RFL.
1. Internal Source.
2. External Source.

Internal Source:

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 employees 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.

External Source:

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 PRAN-RFL, 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.
PRAN- RFL puts two types of advertisements in the 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 the BPL 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 PRAN-RFL, 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. PRAN- RFL also takes help from such
employment agency. They post their job vacancies on job portal like: BD jobs, BITAC.

Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the HR department of BPL in search of a job; Writeins
are those who send a written enquire .both groups normally are ask 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.

4.3 (b) Selection Process:

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

4.3 (b-i) 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.
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.

4.3 (b-ii) 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.

4.3 (b-iii) 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 number 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.

4.3 (b-iv) Reference Checks

Reference checks allow obtaining information and opinions regarding the persons 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 candidates
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 candidates immediate supervisors are needed to be contacted. Permission should be
obtained to contact the candidates referee especially if their current employer is contacted. It is
not unusual for a candidate to be uncomfortable with the organizations 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.

4. 3(b-v) Employment Decision

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, s/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.

4.3 (b-vi) Offering the Role:

Once the above activities are done, the candidate is given an offer letter specifying the salary
package, job responsibilities, utilities that will be provided by the organization. Even at this stage
the selected candidate has the chance to withdraw her/himself from the job offer. S/he is always
free to discuss whatever difficulty may arise regarding pay structure/ facilities, etc. the door of
HR is kept open for any sort of relevant discussion.
 Verbal offer:

The verbal offer of the role to the candidate is given once the employment decisions and
reference checks have been successfully completed. The discussion cover the following:

Tell the candidate that company would like to offer them the role.
Congratulate them.
Tell them the remuneration package that is being offered, including superannuating.
Ask them if they are happy with it.
Ask them if they verbally accept the position.
Tell them that company will be sending them a written letter of offer and introductory
package.

Written letter of offer:

A written letter of offer forwarded to the candidate. Once the candidate has verbally accepted the
position, the appropriate letter of offer is organized. This letter sends to the candidate within two
or three days of making the verbal offer. An introductory package also sent to the successful
candidate, along with the letter of offer. At least one week before the person commencing in their
new position, an appointment notice will be placed on notice boards and/or the internet.
4.4 THE RECRUITMENT AND SELECTION PROCESS OF PRAN-RFL:
 interview:
Benefits & eliminatio
Need assessment n process
Vacancy in existing post(s) (short
Market expansion listing)
Increase in production capacity Second interview:
Launching new product work Knowledge
Introducing new system /behavioral

Advertisement in National Dailies & in Sorting

job portal. Applicatio
( Bangla only) ns Weights
are assigned
based on
the
selection
criteria

Written test (optional) IQ test

Behavioral competencies
Communication skills Orientatio
n
/induction
Exposure
to all
Selection important
Application blank filling business
Medical check-up (if needed) Offer /functions
and
letter
locations of
Benefits &Checking the
the
recruiting options company
Internal Feedback
External report
focusing on
learning
experience
(s)
Interview
Preliminary
 of the induction program

Follow up
HR Department continuously interacts with

the new entrants assisting to cope up with the work

environment, work culture, peer group etc.

Picture: Recruitment and Selection process at a glance

4.5 (a)My Job Description:
During this three month long internship period I had an opportunity to work with Recruitment
section (Human Resource Department) of PRAN-RFL. As a member of recruitment section I
passed my three months by doing diversified activities and had many practical experiences
regarding the corporate world.

I have learned how to screen resumes and learnt how to separate a good candidate
out of many.
I was responsible for inviting candidates for their interviews through phone.
Arrange written test for candidates.
Checking written test script.
Made candidate list who were qualified for final interview.
I was responsible for prepare evaluation paper for selected candidates.
Reference check and other important documents check were part of my duty.
I used to attend interview panel to assists my senior manager.
Under recruitment function I had the chance to visit as a representative of PRAN-
RFL to different career fairs organized by Bdjobs.com. I went to East West
University & Jahangirnagar University career fair.

4.5 (b) Reason to choose this topic:

I choose this topic because I was really keen to know about the recruitment and selection process

as PRAN-RFL is a organization which follows cost leadership strategy and is understaffed. So

the amount of workload and workforce is very interesting comparing the overall industry. And

also I wanted to work on a very new topic which will be very informative and unique. So

considering this I have talked with my supervisor and my university internship supervisor to

come up with this type of research work as my internship report.

 Findings
And
Recommendations
5.1 Findings:
The objective of the report is to apply my learning in the area of Human Resources so that I
gain significant practical and understand the nature and importance of recruitment and selection
process and identify the various strategy which PRAN-RFL are used for their employees while
recruiting and selecting them.
To justify the objective I made a survey on existing employees of the organizations, so that I can

get a keen knowledge on my study. After the factors of Recruitment and Selection process have

been identified those were put in a questionnaire. Respondents were asked to rank the options

according to their choice. The survey was done among a sample size of 21 people.

Survey
Sample Size 21

Age limit 25-60years

Job Level Executive-Senior Manager

 Data Collection: survey data has been collected through these following questionnaires:
Questions (1-12) Dis- Neutr
Agreed
agreed al
The organization clearly define the position objectives,
requirements and candidate specifications in the recruitment
process 15 4 2
The organization is doing timeliness recruitment and selection
process. 10 8 3
Do proper Job Analysis before Selection Process begins 17 2 2
Job Responsibilities and Job Description are clearly defined to the
candidates. 14 5 2
Provide an adequate pool of quality applicants. 11 9 1
The Resume screening and Short listing method used by the
organization is satisfactory 15 3 3
Criteria for short listing of candidates used by the organization is
satisfactory. 14 4 3
The Selection Policy of the organization is a good one. 16 4 1
HR finds good candidates from non-traditional sources when
necessary. 10 6 5
The organization is using satisfactory methods of interview. 9 8 4
Organization looks for experienced employees in selection Process. 16 4 1
Organization prefers referred candidates 15 5 1

Total 162 62 28
Average 13 5 3
 Question 1

Agreed
Disagreed
15
Neutral

Question 1: PRAN-RFL clearly define the position objectives, requirements and candidate
specifications in the recruitment process :

Before any job posting it is highly needed to clarify the position objectives, candidates
requirements and specifications for any organization. So that candidates can get a guideline to
apply for that particular position.

From the survey result it is very clear that, PRAN- RFL clearly define the position objectives,
requirements and candidate specifications in the recruitment process as 15 of 21 respondent
agreed with the statement.4 of 21 person doesnt agree with tha statement and 2 people remain
neutral about this matter.
 Question 2

10
Agreed
8 Disagreed
Neutral

Question 2: The organization is doing timeliness recruitment and selection process :

Employers must consider all applicants in a timely manner. Timeliness is an important

ingredient. Employers who delay reviewing applicants' resumes or who are slow to respond to
applicants risk having their applications denied.
Survey result shows that, PRAN- RFL does timeliness recruitment and selection process as 10 of
21 people agreed with the statement. On the other hand sometimes they failed to maintain the
timeline as 8 of 21 people which means 38% total population does not agree with the statement.
 Question 3

2
2

Agreed
17 Disagreed
Neutral

Question 3: Do proper Job Analysis before Selection Process begins:

Every organization has jobs that need to be staffed. Job analysis is a procedure through which
organization determine the duties of any positions and the characteristics of the people to hire for
them. A job analysis will lead to information that will be used to write job descriptions and job
specifications.

Keeping the above idea in mind survey shows that PRAN- RFL group does proper job analysis
for each position before any selection process begins. From the data we can understand that 17 of
21 people agreed with the statement, where a few disagree with the statement.
 Question 4

5
Agreed
14 Disagreed
Neutral

Question 4: Job Responsibilities and Job Description are clearly defined to the candidates:

A job description typically outlines the necessary skills, training and education needed by a
potential employee. It will spell out duties and responsibilities of the job. All employees like to
know what is expected of them and how they will be evaluated. Job descriptions can also be a
great value to employers.

From the survey it is very clearly stated their, job responsibilities and job description are clearly
stated to the candidates. 66.67% respondent (14 of 21 people) agreed with the statement.
 Question 5

9 11
Agreed
Disagreed
Neutral

Question 5 : Provide an adequate pool of quality applicants:

For any HR department it is very important to create an adequate pool of quality applicants.
PRAN-RFL Recruitment department always try to provide an adequate pool of quality
department. As PRAN- RFL is a large and growing organization so they are facing understaffed
problem .So for some department of the organization believe that HR are providing adequate
pool of quality applicants. On the other side some of the department facing inadequate
candidates.
Survey says that 11 of 21 people agreed with the statement and 9 of 21 disagreed with the
statement.
 Question 6

Agreed
15 Disagreed
Neutral

Question 6: The Resume screening and Short listing method used by the organization is
satisfactory:

For resume screening and short listing method PRAN-RFL uses latest technology and procedure.
From the survey I got 15 of 21 people who are satisfied with resume screening and short listing
method used by the organization. That means 71.4 % of the sample population agreed with the
statement. Three people remain neutral and three disagreed with the statement.
 Question 7

4
14 Agreed
Disagreed
Neutral

Question 7 : Criteria for short listing of candidates used by the organization is satisfactory:

Short listing is a very important part of the recruitment process. Although it can be
timeconsuming it is worth conducting it with care and consideration. PRAN RFL recruitment
section do not want to miss an excellent candidate or waste their time with someone who doesnt
meet their requirements.
In that case to create a adequate pool of deserving candidates the organization follow some
criteria to short listing. Survey data shows that 14 of 21 people satisfied with the criteria for short
listing of candidates.
 Question 8

1
4

Agreed
16
Disagreed
Neutral

Question 8 :The Selection Policy of the organization is a good one:

Like other large organization PRAN- RFL also have a selection policy which they follow in their
selection process. From the survey it is clear that 16 of 21 people satisfied with the selection
policy , four people disagreed and one remain neutral about selection policy of the organization.
 Question 9

10
Agreed
Disagreed
6
Neutral

Question 9 : HR finds good candidates from non-traditional sources when necessary:

PRAN-RFL does not prefer to choose candidates from non traditional sources. If needed then
they go for this type of sources. Survey shows that HR finds good candidates from non-
traditional sources when necessary as 10 of 21 people agreed with the statement.
 Question 10

9
Agreed
Disagreed
8
Neutral

Question 10: The organization is using satisfactory methods of interview.

PRAN RFL maintain a three tire process for selecting candidates. Survey says that some
people satisfied with the interview methods and process but some are disagree with the
statement.
9 of 21 are agreed with the statement and 8 of 21 are disagreed with the statement.
 Question 11

1
4

Agreed
16 Disagreed
Neutral

Question 11: Organization looks for experienced employees in selection Process.

In selection process the organization prefer experienced people for their own.Sometimes
experience add an extra value to getting selected. No organization does not want to take risk
inexperienced candidate.

PRAN RFL also prefers to recruit experienced candidates. From the survey it is very clear that,
16 people of 21 agree with the statement.
 Question 12

Agreed
15
Disagreed
Neutral

Question 12: Organization prefers referred candidates:

Employee referral is an internal recruitment method employed by organizations to identify

potential candidates from their existing employees' social network. PRAN-RFL also encourages
employees to refer candidates when necessary.

From Question 12, 15 people out of 21 which is 71.4 % agreed with the fact. On the other hand
only 5 people opposed the opinion. As the percentage is low, so it is assumed most of the
employees are agreed with the statement.

5.2 Recommendation:
At the conclusion of the report I would like to say that the PRAN-RFL has practiced the standard
human resource management. Here I have some recommendations that identify avenues for
improving the recruitment and selection policies of PRAN-RFL:

1. Timeliness is an important ingredient in terms of recruitment process. The recruitment

department of PRAN-RFL should look into the matter of consuming less time in the
process of calling the applicants after their responses very seriously.

2. To provide an adequate pool of candidates the organization could use more clear and
specific statements in the ad in terms of the minimum educational degree, preferred
institutions and other necessary criteria based on which the initial screening of the
applications were conducted.

3. To increase the satisfactory level of current interviewing process they can choose group
interview method to cope up the problem. Sometimes recruitment section has to take
interview of a large pool of candidates group interview method can be great solution to
this problem.

4. From the survey we have seen that the organization prefer experienced people in the selection
process. Sometimes they give advantage for the candidates who have experience even if the
positions are not advertised for experience people. This will discourage new potential graduates
apply for the organization in future. The organization should give more opportunities for fresh
graduates.

5. Sometimes the organization provides advantages to the referred candidates. This is also a bad
practice for organization reputation. Sometimes a highly qualified candidates cannot get the job
because of less qualified referred candidates.
PRAN- RFL is one of the best manufacturing companies 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.
PRAN- RFL group of industries are now one of the most successful industry 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 PRAN-RFL group of industries. 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.

 Questionnaire

1. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? a. Agreed
b. Disagreed c. Neutral
2. Is the organization doing timeliness recruitment and selection process? a. Agreed
b. Disagreed c. Neutral
3. Does the organization do proper Job Analysis before Selection Process begins? a.
Agreed
 b. Disagreed c. Neutral
4. Does the Job Responsibilities and Job Description are clearly defined to the
candidates appearing for selection process? a. Agreed
b. Disagreed c. Neutral
5. Does HR provide an adequate pool of quality applicants?
a. Agreed
b. Disagreed c. Neutral
6. Is the Resume screening and Short listing method used by the organization is satisfactory?
a. Agreed
b. Disagreed c. Neutral

7. Do you think criteria for short listing of candidates used by the organization is satisfactory?
a. Agreed
b. Disagreed c. Neutral
8. Which source you would prefer for recruiting?
a ) Internal source b
) External source c)
Both.
9. What method you are using for internal search
a) through job posting.
b) Rehiring the persons, which were fired?
c) Using references of exiting employees like top management

10. How do you rate the Selection Policy of the organization?

a. Good
b. Average
c. Poor
11. Rate how well HR finds good candidates from non-traditional sources when
necessary? a. Poor
b. Adequate
c. Excellent
12. Which is the most important quality the organization looks for in a candidate? a.
Knowledge
b. past Experience
 c. Optimistic Nature
d. Discipline
e. Team Work Ability
f. Other
13. Do you think organization is using satisfactory methods of interview? a. Agreed
b. Disagreed c. Neutral
14. Do you think organization looks for experienced employees in selection Process? a.
Agreed
b. Disagreed c. Neutral
15. Do you think organization prefers referred candidates?

a. Agreed
b. Disagreed c. Neutral

Thank You for your co-operation.

Reference

1. Business Dictionary. Selection Business Dictionary website,

http://www.buinessdictionary.com/definition/recruitment.html,accesed March2014
2. http://www.pranfoods.net/
3. www.rflbd.com
4. Annual Report: PRAN- RFL 2012
5. Annual Report: PRAN- RFL 2013
6. Dessler Gray (2011-12), Human Resource Management (10th edition), Pearson,
Prentice Hall.