Recruitment and Selection Processes of Meghna Group of Industries Ltd.

Submitted To

Mr. Ariful Ghani

Lecturer
BRAC Business School
BRAC University

Submitted by

Md. Rayed Hassan

ID# 14204028

Date of Submission
April 30, 2019

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 Letter of Transmittal

April 30, 2019

Mr. Ariful Ghani

BRAC Business School

BRAC University

Dhaka

Subject: Submission of internship report on “Recruitment and selection processes of

Meghna Group of Industries Ltd.”

Dear Sir,

To complete a mandatory course of BRAC Business School this is BUS 400, I have prepared this
final internship report on “Recruitment and selection processes of Meghna Group of Industries
Ltd.” In my three months internship period I have worked with the HR team of Meghna Group of
Industries under the direct supervision of Mr. Atiq uz Zaman Khan (Sr.GM- HR). This internship
report represents my implementation of the academic knowledge in the practical field and I have
successfully completed my internship period by providing quality performance.

I therefore, tried my best to imply this knowledge accordingly in this report. I would also be
delighted to provide you with any details in needed.

Sincerely yours

Md. Rayed Hassan ……………………………...... ID: 14204028

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 Acknowledgement

First of all, I will like to give thanks to the almighty Allah for giving me the opportunity and
strengths to complete the internship with Meghna Group of Industries HR team. Really I was a
great floor for me to gain the real practical knowledge about the different HR terms as well as I
have able to gain knowledge about various types of industries. After that I would like to thank
my faculty supervisor Mr. Ariful Ghani for the support and guidance throughout the semester
which helped me more to complete this report on “Recruitment and Selection processes of
Meghna Group of Industries Ltd” within the designated time.

Then I will like to give thanks Mr Atiq Uz Zaman Khan (Sr. GM-HR) for giving me the
opportunity to work under you. It was a blessing for me that I got the chance to work under him
who is such a wonderful leader and mentor. I am very lucky that under his supervision I have
learnt a lot professional practices which are too much valuable for future career growth.
Moreover the opportunities and the spaces I got under him were undoubtedly relevant to build up
a strong knowledge in HR field.

After that, I will like to give thanks to Mr Abul Barakat (Manager-HR) for guiding me
throughout the internship period.

Last of all, special thanks to Mr. Sirajus Salekin(Sr. Manager- HR), Moshiur Alom(MTO-HR),
Burhan Uddin(MTO-HR) and Azim Uddin Mahmood(Executive-HR) for helping me and
showing me the right path how a task can be done in a proper way.

It was really a memorable journey with all of you and the experience of working with the HR
team of MGI will be recall several time in my life

Thank you

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 Executive Summery

To fulfill a mandatory course BUS 400 (Internship) I have joined at Meghna Group of Industries.
Basically I have worked with their HR department under the direct supervision of Mr. Atiq Uz
Zaman Khan (Sr.GM-HR). My experience with the HR team of MGI was just unforgettable.
Most of the time I have worked with the recruitment team and I was capable of taking
responsibilities and work in a professional way. In this report a vast description has given as well
as a research has conducted to solve a particular problem.

First of all, a very brief detail about the organization has given in the beginning of the report. The
company profile and the descriptions of overall business has described in the beginning part of
the report. The overview of the organization has represented such a way by reading that part any
one can get a proper idea about the businesses of the organization

Second of all, the experiences of mine with MGI has described in the next part. Moreover my
role with the HR team and the HR practices they follow in recruitment process has stated and
briefly described. Statement of the problem what I have found has also mentioned in this part.

Then the literature view of the related topic has discussed from the books, journals and from
different websites. After that, to conduct a research the methodology I have used that is
mentioned and briefly described. The survey questionnaires are also attached in this part.

A research has conducted to find out the problem and SPSS has used to get the statistical data
and result of the research. The reason and the solution of the problem have also mentioned.

Last of all the, limitations of the studies, findings, recommendations and the overall suggestions
are given in the last part of the report which contains the information based on the study and the
information gathered by conducting a research.

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 Table of Contents
Organizational overview .............................................................................................................6
Board of directors .......................................................................................................................7
Business of the organization .....................................................................................................8
Chapter 1-Recruitment and Selection process of MGI .......................................................... 16
1.1 Introduction .................................................................................................................. 16
1.2 Recruitment and selection process of MGI .................................................................. 17
1.3 Roll of an HR Intern ..................................................................................................... 18
1.4 Problems in the recruitment process ............................................................................ 19
1.5 Scope and delimitation of the study ............................................................................. 20
Chapter 2- Literature Review ................................................................................................... 21
Chapter 3-Methodology ............................................................................................................ 23
3.1 Research Model ............................................................................................................. 23
3.2 Hypothesis ..................................................................................................................... 24
3.3 Data Collection and source of data .............................................................................. 25
3.4 Questionaries ................................................................................................................. 25
Survey Questions ...................................................................................................................... 25
Chapter 4-Analysis ................................................................................................................... 30
Chapter 5-Findings of the study ............................................................................................... 35
Chapter 6-Recommendations ................................................................................................... 36
Conclusion ............................................................................................................................... 37
References ................................................................................................................................ 38

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 Organizational Overview

Meghna Group of industries (MGI) is one of the biggest and leading groups of companies of
Bangladesh with yearly turnover of USD 3.00 billion. Currently 30,000 employees are working
on a full time basis. Moreover more than 3000 distributor and almost 1000 suppliers are directly
connected with its large operation. All over the Bangladesh it is operating different types of
business and fulfilling the demands and needs of consumers as well as the stakeholders. In recent
time this organization owns 45 factories and 15 different industries.

Meghna Group of Industries started their journey in 1976 when it was known as Kamal Trading
Company. In 1989 it has introduced Meghna Vegetable oil industries in a small piece of land at
Meghnaghat, Narayanganj. Gradually it has increased its business with different type of FMCG
products, Paper, tissue, poultry feeds etc. and different service likes aviation, banking, insurance,
securities and many others. It has also expand its business not only in Bangladesh but also in
middle east, Europe, South Asia as well as in North and South America by exporting different
types of products.

Meghna Group of Industries is the first organization which owns its own economic zone.
Currently MGI has two private economic zones at Meghnaghat, Narayanganj with the
investment of more than BDT 3000 crores. Currently this organization is planning to open 10
more factories which will create 12000-15000 employment opportunities. This organization has
a great impact in our economics as well as in increasing the employment opportunities of our
country.

Meghna Group of Industries has a paid 250 million US Dollar as tax in the fiscal year of 2017-
2018.

Vision of MGI is “Be Bangladesh’s most admired & progressive global conglomerate”.

Mission of MGI is “delighting our customers and maximizing value by innovative solutions,
inspired employees, adaptation of technological advancements and living in harmony with
environment.”

Values of MGI are integrity, respect, customer focus, teamwork and keeping promises.

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 Board of Directors

Mostafa kamal
Chairman & managing director

Beauty Akter
Vice Chairman

Tahmina Mostafa Tanzima Mostafa Tanveer Mostafa Tasnim Mostafa

Director Director Director Director

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 Business of the Organization

A summary of total business of MGI is given below in the table -

Companies 45
Yearly Turnover USD 3.0 billion
Business partners 3,000+
Suppliers 1000+
Employees 30,000
Brands Fresh, Super Fresh, Meghnacem
Deluxe, Pure, No. 1, Actifed
Operational Sectors FMCG, Building Materials, Shipping,
Logistics, Printing & Packaging,
Financial Institutions, Aviation, Media,
Energy & Power, Chemicals,
Commodities, Feeds, Pulp & Paper,
Economic Zone, Real Estate
Export Market India, Bhutan, Nepal, UAE, Kuwait,
Singapore, Malaysia, UK, Hong Kong,
Sri Lanka, Vietnam
Logistics And Services Oceangoing Vessel : 10
Lighter : 60
Covered Van / Bus / Truck / Private
Car / Crane / Pay Loader /
Pickup / Ready-mix carrier /
Ambulance: 1305
Air Craft (Helicopter) : 04

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Under the umbrella of Meghna Group of Industries there are 23 companies. All over the
Bangladesh it has a quality brand value. Moreover in the two private economic zones Meghna
Group of Industries own 45 factories. The vast description of different companies of MGI are
given below-

Sugar

Fresh sugar is one of the renowned sugar brands in our country in terms of brand name as well as
for quality. United sugar mills Ltd. which has established in the year of 2005. By using of
modern technology and the imported raw materials in a day the plant produces 2500 MT sugar in
a day. It is free from crystal oil and it full fills the demands of sugar of 10 million houses.

Edible Oil

From the world finest soybean seeds and crude Tanvir oil mills Ltd. Produces 3,60,000 MT oil in
every year which are healthy as well as best in quality. Super fresh soya bean oil and super fresh
vegetable oil are the two brands. Moreover Fresh mustard oil is another brand of Edible oil
which produced in Surma Mustard oil mills Ltd. In a month it produces 1050 MT oil by using
modern technology and imported raw materials

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Flour and lentils

Fresh and No.1 flour is the leading flour brand not only in Bangladesh but also in south Asia.
Sonargaon Flour and Dal mills Ltd. Produces 600 MT per day. Fresh suzi, Fresh maida, Fresh
bran are also produced in the same plant with a land of 2.5 Acres.

Fibre

United fibre (Est: 1999) and Tanveer polymer industries Ltd. (Est: 2002) produces export quality
fibre and PP woven bags. The name of the brand is known as tanveer polymer and the plant
capacity is 200,000 pieces bags per day. Beside this Unique Cement Fibre industries Ltd. 12-13
million small sacks in every month which covers both the national and international market.

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Milk

Tasnim condanced milk (Est: 2011) and Tanveer food Ltd. (Est: 1994) are the two mill
producing industries of Meghna Group of Industries. The brand names are No.1 condensed milk
and Super fresh full cream milk powder. The plant capacity of fresh milk is 3500 MT per month
and basically the local market is its major customer.

Beverage

Meghna Beverage Ltd. is a new startup of MGI. It has established in 2017 and the drinking water
and soft drinks are the main products of this factory. Though Fresh mineral water is famous
freom previous time but different types of soft drinks and energy drinks are the new introduction
of Meghna Beverage.

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Spices

Spices are the most important material of our daily meal and in Tanveer Food Ltd. in every
month 150 MT spices produced. The brand name is Fresh spice and it covers the local market.

Pulp and Paper

Meghna Pulp and Paper mills one of the largest paper related factory in all over the Bangladesh
which has established in 2012. Especially A4 paper, pocket tissue, facial tissue and the hygiene
products are produced under this industry. The brand name is Fresh and in a day it produces 450
MT of products. It covers not only local market but also export in south Asia and Middle East.

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Aviation

Meghna Group of industries introduced Aviation service from 2011. The services of this
company are corporate helicopter charter, leisure helicopter charter and the ambulance helicopter
charter. It owns four helicopters to provide the service.

Cement

Unique Cement industries ltd. which has established in 2001 has a great contribution in the
cement industries as well as in the economics of our country. It is providing best quality and
consistent supply of cement not only in our country but also the Middle East and south Asia.
Especially the consumers are the govt. and the builders of our country. The brand names are
Fresh super, Fresh special, Fresh and Meghnacem. The plant has the capacity of production
12000 Ton/day.

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Chemical

Meghna Group of industries established Tasnim Chemical Complex Ltd. in year 2009. It has a
great impact in our rapid industrial growth especially in the garments sector. This factory is
capable of producing world class quality chemicals product which full fills the demand of dying
plants, textile industries, pulp and paper processing industry, mineral water, steel mills and many
other industries of our country. This plant produces 4800 MT chemicals per year and the raw
materials are imported from Germany, China, India and South Korea.

Tea

Meghna Tea Company Ltd. has established in year 2000. It is providing the tea liquor all over
the country and the brand names are Fresh premium tea, Fresh Daneder tea, Fresh dust tea, No-1
Leaf tea, No-1 Strong tea. Sources of raw materials are from Sylhet and Chittagong and the plant
capacity is 1200 MT per month.

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Seeds Crushing

Meghna Seeds Crushing Ltd. established in 2011 which is one of the largest seeds crushing mill
in our country. Basically this industry produces high quality soya meal and rape seed cake. The
brand names are Fresh Soya meal and Fresh rape seed cake. The plant is capable of produce
Soyabean 2500 MT/day, Canola 1800 MT/day and Sunflower Seeds 1800 MT/day. The raw
materials are imported from USA, Australia, Brazil, Argentina, Canada, China and Paraguay and
currently it is serving to the local market of our country.

Meghna Group of Industries is one of the largest conglomerates of our country. In above most of
the company details have been discussed. But this organization also own CNG industry, steel
industry, Shipping industry, Real estate, Securities, Salt, Securities, Insurance, Printing and
Packaging, Energy and power and Poultry and Fish feeds industry. Moreover, in near future MGI
is going to introduce bakery items, Fresh LPG and different food item are in its pipeline. In every
two year MGI is introducing a new industry which basically following the red ocean strategy.
Furthermore Meghna Group of Industries is going to start ceramic mills and the Luxurious Hotel
business very soon according to its business plan. Meghna Group of Industries has a big
contribution of our economy as well as reducing the unemployment problems of our country. At
the end Meghna Group of Industries going to expand their business not only in Bangladesh But
also in the international market by establishing a global standard and hope it will reach to its
ultimate goal.

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 Recruitment and Selection Processes of MGI

Chapter 1

1.1: Introduction

It is mandatory for every Business student of BRAC University to submit an internship report
based on an experience of 12 weeks working with any organization. The main purpose of
submitting this report is represent of implementation of the theoretical knowledge’s what we
have gained throughout the four years BBA program. I have joined at Meghna Group of
Industries which is one of the largest groups of companies in our country and I have tried to learn
from the practical activities what they practice in a regular basis. From the very beginning I
adapted myself with the corporate cultures and followed the instructions what they have
provided to me.

I have joined at Meghna Group of Industries in HR department on 21 st January, 2019 and

successfully completed my internship after 12 weeks on 22nd April, 2019. I worked under the
direct supervision of Atiq Uz Zaman Khan (Sr. GM-HR) and my immediate reporting boss
was Abul Barakat (Manager-HR) and I have assigned to work with the recruitment team. This
report is based on the work experience what I have gained from the organization. Besides this
what recruitment and selection process Meghna Group of Industries follows a vast discussion of
that has provided in this report. Moreover the types of challenges and difficulties MGI faces to
do proper man power planning has also discussed in the report. Mostly this report represents a
real life work experiences with an organization which might be effective for the further study as
well as for research.

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1.2: Recruitment and Selection processes of MGI

The HR department of Meghna Group of industries divided into four sections. Those are -

1. Recruitment & Selection team

2. Organizational Development team
3. Compensation Team
4. HR service team

The recruitment and selection team is responsible for finding, screening, sorting and joining for
an employee. This is a long process but recruitment team has to do in a short time in an effective
way.

 Recruiting candidates:
Meghna Group of Industries recruits their candidates from the different sources. The
basic tool is publishing job advertise in the online basically in BD jobs.com. This method
they follow to recruit the entry level and mid-level employees. In terms of recruiting top
level employees they try to follow the head hunting process. In this process they do not
publish any job advertisement. HR team targets the different top level employees of
different organizations and communicates with them by using different communication
tools. Moreover, in recent times HR team of MGI is conducting on campus recruitment
process which is highly encouraging the fresh graduates to start their career with MGI.
Furthermore, MGI also recruits the employees by internal references which have a great
priority in the recruitment process. Sometimes MGI provides internal advertisement by
which the existing employees get a chance to swap or change the departments. If
someone of any department found more capable for another department HR team
provides the offer to change the department of that employee.

 Selecting Candidates:
After collecting the CV from different sources recruitment team do shortlist few CV
among all which are suitable for the position and can match with the organization’s
culture. Recruitment team selects a suitable date for conducting the interview and written
examination. After that they call the candidates for participate the written exam and

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 attend in the viva. The viva board is totally decorated and suitable persons are invited to
conduct the viva where the presence of a HR personnel is mandatory. After conducting
the viva the selected candidates are asked to join on a designated. In the selection process
the candidates with experiences get more priority. After completing the joining process
the recruitment team prepares a personal file for the selected candidates and hand over it
to the HR service team. Then Organizational Development team of HR conducts an
orientation program for the newly joined employee.

1.3: Role if an HR intern

The role of an intern at MGI-HR is different from the other organizations. In most of the
organization an intern works as a helping hand. But in Meghna Group of Industries the role of an
intern is almost similar as a full time employee. HR department of MGI is a very busy
department among all. In every moment HR personnel are busy with different types of activities
and along with them the intern also works like a full time employee. In a word an intern of MGI-
HR almost full fills the responsibilities what an executive does. The basic responsibilities of an
intern are-

 Shortlisting the resume

 Prepare exposure sheet
 Prepare joining sheet
 Co- ordinate the interview procedure
 Invigilate the examination
 Verifying the documents of the candidates
 Communicate with the shortlisted candidates
 Preparing man power recruitment note
 Prepare employee’s personal file
 Joining the employee

So these are the responsibilities what an intern do while he/she work with the HR team. Almost
all the responsibilities of a HR executive are covered by an internee. Sometimes in the absence
of any executive the internee works as a shadow executive.

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1.4: Problems in the recruitment process

In recent time Meghna Group of industries is one of the giant groups of industries in our country
and currently almost 30,000 employees are working with this organization. All the operations of
MGI conducted by four offices and those are Head office, FMCG office, Chittagong office and
the factory complex. FMCG office has separate HR division but all other HR operational
activities are controlled by the Head office HR department and only the Head office HR division
is responsible for conducting all HR activities. Sometimes Head office HR also operates few
activities of FMCG department. So the head office HR always remains in a high pressure with
the recruitment activity. It is very tough to manage and control this large amount of workforce
with a small team. So maximum time the head office HR faces different types of difficulties in
recruitment and selection process. In the factory complex a bulk number of regular employees
work but there is no specific HR department for factory complex which is much needed.
Moreover the recruitment team faces mass recruitment with a very short notice which is very
difficult to manage for the employees of the MGI and it happens very often. All the joining
procedure of every employee is head office based. Preserving and processing this bulk amount of
data is too tough for a small team. On an everyday basis HR team found challenges to deal with
these types of problems. Plans are formulated but sometimes it became too difficult to execute
because of proper manpower planning. Moreover the numbers of industries are increasing in
almost every two years and more people are joining. At the mean time if employee turnover
occurs then situation goes out of control. So for these reasons the recruitment team always faces
challenges due to lack of proper structure and planning. Besides this many employees of the HR
recruitment team also suffer from excessive multitasking pressure which might demotivate the
employees. So lots of problems are there but not impossible to solve. After completing the three
months of internship with the recruitment team I have found a major problem which is
responsible for many other problems. The problem is –

“Lack of standards in recruitment process”

The recruitment process of MGI is organized but there are lacking in quality performances. For a
large number of employees a small HR team works. So it is normal that sometimes it will lose
the track. But if the actual reason found then this problem can be solved and quality performance
will rise with a better standard.

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1.5: Scope and delimitation of the study

Meghna Group of Industries is a big platform for learning practical knowledge. As a HR intern I
got a proper idea of HR activities. Working with the HR team of MGI I haven’t felt like that I am
an intern here. The tasks and responsibilities I have taken truly are a full time employee’s
responsibilities. I have coordinates different assignments and projects which are rarely found
done by an intern. Things I have experienced which are so relevant with my studies and the
knowledge I have gained will help me in future in professional life in a positive way. Especially
working with the recruitment team taught me how to do work under pressure and build up my
multitasking capability.

But I have faced some limitations too. Three months is not enough to get all the idea about the
HR practices of any large organization. Moreover, at the end I was not a full time employee of
them which means many of confidential information they did not have shared with me because
of company policy. Yes I have worked like a full time employee but I was away from the in -
depth information. Furthermore, I was not allowed to attend the employees meeting because that
might break the company’s rules and regulations. In a word I was able to do what I have
instructed to do. So these are the limitations of my study here.

1.6: Objective of the report

The basic objective of this report is to give a descriptive idea about the recruitment and selection
process of Meghna Group of Industries and about the practices. But the specific objectives are-

 Find out the problems in recruitment and selection process

 Things need to develop in recruitment and selection process
 Other employee’s perspectives about recruitment and selection process
 Identify the solution of the specific problems
 Implementation of new ideas in recruitment and selection process

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 Chapter 2

Literature Review

Recruitment and selection are two very important terms in HR activities. To gain the competitive
advantages an organization must follow the systematic way of recruitment procedure. Employees
are the assets of the organization and they have values. And according to financial terms
investment to the assets increases the value of the organization. If any organization fails to
recruit perfect employees for the vacant position in future the organization might suffer. In this
case recruiter must have the proper knowledge about the perfect selection of the employee.
Investment on the wrong employee might bring loss. On the other hand recruitment process
should be in a proper structured way. Unstructured recruitment procedure might cause turnover
and excessive turnover decreases the efficiency of any organization.

According to Beardwell Claydon the recruitment and selection process is focusing on

identify, attract and select the right person into the right job to meet the organizational HR
requirements. Both activities are integrated and “where recruitment stops and selection
begins is a moot print”. (Anderson, 1994 cited in Beardwell & Claydon 2007, p. 190) Hiring
right person to right job for the firm is a difficult task even for the experienced HR
manager. Therefore, most of the HR practitioner will use recruitment and selection process
to employ the best candidates over interview.

Without maintaining a proper recruitment structure it is difficult to recruit proper people. To

ensure this pure HR expert is needed who has versatile knowledge about the recruitment and
selection process.

Recruitment might be internal or external. But its need to do in a cost effective manner otherwise
it might bring loss for the organization. Internal recruitment is cost effective but sometimes it
cannot full fill the required demand. But external recruitment can bring different type of
knowledge which might bring better opportunity for the organization. Because external
recruitment might bring fresh approach to solve any problem. Meghna Group of Industries gives
focus both the internal and external recruitments based on the situational demand.

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Decenzo and Robbin have defined, “Recruitment is the process discovering potential for
actual or anticipated organizational vacancies”

According to Edwin B. Flippo, “Recruitment is the process of searching of prospective

employees and stimulating them to apply for the job in the organization”

According to Plumbley “Recruitment is a matching process and the capacities and

inclinations of the candidates have to be matched against the demand and rewards inherent
in a given job or career pattern.”

So it is very important for the organization specially the large organization to follow a proper
systematic approach to recruit and selecting the employees. Recruitment and selection is the only
way to find out the right candidates for the right position. As per Human resource policy
Employees are considers as an asset and an asset should be recruited by following proper
structure and standard.

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 Chapter 3

Methodology

3.1: Research Model

HR department of MGI faces lack of standards in recruitment and selection process. Many types
of reasons works behind that but specific reason cannot be found because only a problem
identification research can identify the relevant reason. So to conduct the research a research
model has been formulated which is given below-

Introduction of
new industries

Lack of standards
in recruitment and
selection process

Manpower Planning
Turnover and forecasting

Here the challenge what recruitment team faces that is mass recruitment, sudden recruitment,
excessive joining and many others within a short period of time. In a word there is lack of
standards in the recruitment process and proper planning. So this problem is depended on three
issues and those are introduction of new industries, employee turnover and manpower planning
and forecasting. Among all these three independent variable one or two variables is responsible
for the whole problem. So the major purpose of this research is identifying that independent
variable which is most responsible for this problem.

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3.2: Hypothesis

H: 1: Rapid growth of industries of an organization demands more manpower which is a

challenge for the HR team.

If the number of industries and factories increase within an organization the organization needs
more man power. Sometimes it tough to find suitable man force for the suitable position on an
urgent basis. It is challenging for the HR team continuously finding perfect people because
people are occupied with other organization. If HR team fails to recruit suitable candidates then
organization might fall in loss. So sometimes rapid growth of industries bring challenges for the
HR team.

H: 2: The reason for sudden recruitment with a short notice is turnover which demotivates
the recruitment team

Excessive turnover is kind of diseases of any organization. It demotivates not only the employees
but also the HR team. Sometimes it represent employee’s dissatisfaction of the job which might
bring negative review of the organization and HR team faces challenges to fill the vacant
position. Sudden recruitment process cannot be conducted by following proper planning due to
time shortage.

H: 3: Proper Manpower planning and forecasting helps to conduct a structured

recruitment and selection process.

Manpower planning and forecasting represents proper HR recruitment practices. If HR

department of any organization can do proper manpower planning and forecasting that decreases
the hassle of excessive recruitment as well as downsizing. It also helps the recruitment and
selection team to make a yearly or half yearly planning of recruitment operation. It is also
increases the standards in recruitment practices; brings more efficiency for the organization.

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3.3: Data Collection and sources of data

To complete the research I have used both the primary and secondary data. I have conducted a
survey and designed a proper survey question and collected 54 samples from the HR and Admin
departments of Head office, FMCG office and from the factory complex.

Sources of primary data

 Top Level managers

 Managers
 No managerial employees

Sources of Secondary data

 Company official Website

 Factory visit
 Different journals

3.4: Questionnaire

To conduct the survey I have formulated and distributed a questionnaire to the employees of HR
and Admin department and total 54 employees responded with that. The questionnaire is given
below-

Survey Questionnaires
Demographic
1. My Age-
 25>30 Years
 31>35 Years
 36>40 Years
 41>50 Years
 50+ and Above

2. My marital status-
 Single
 Married

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3. My income (monthly)
 25>30 Thousand
 31>40 Thousand
 41>50 Thousand
 51>60 Thousand
 60+ and Above

Introduction of New Industries

1. Meghna Group of Industries introducing a new industry in every two years.

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
2. New industries of Meghna Group create more job opportunities
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
3. Peoples are interested to join in different industries of MGI.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
4. New introduced industries of MGI demands more capable manpower for its rapid growth.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
5. New types of training and development procedures are necessary for the work force of
new industries.
 Strongly agree
 Agree
 Neutral

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  Disagree
 Strongly disagree
6. Industry wise separate HR team is essential to bring more efficiency of the manpower
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Employee Turnover

1. Meghna Group of industries is perfect to build an excellent career.

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
2. In every month MGI recruits a large number of new employees
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
3. Most of the new recruits are replacement of old employees
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
4. Before leaving MGI most of employees provide notice before two months
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
5. After joining at MGI employees follow all the terms and conditions mentioned in job
contract.
 Strongly agree
 Agree
 Neutral

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  Disagree
 Strongly disagree
6. Most of bottom level and mid-level employees of MGI are keen to change organization.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
7. Meghna Group of Industries prefers experienced employees to conduct most operational
activities.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Manpower Planning and Forecasting
1. In every year HR department of MGI prepare manpower placement and recruitment
blueprint.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

2. Recruitment plans and programs are properly discussed with the HR team in almost every
month.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
3. HR team of MGI often face sudden recruitments
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
4. HR team of MGI often face sudden downsizing
 Strongly agree

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  Agree
 Neutral
 Disagree
 Strongly disagree
5. Most of the industries and departments of MGI communicate with HR department about
the manpower planning.
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Standards of the recruitment and selection process

1. Meghna Group of Industries follows a proper structure in terms of recruiting and
selecting employees
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

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 Chapter 4

Analysis

The respondents of the survey have attempted each of the questions and there is no missing data
found. Moreover, as all the probabilities were more than 0.001 so there were no outliers in the
collected data analysis.

KMO and Bartlett’s Test

Bartlett’s of sphericity sig is less than 0.05 which means it is statistically significant.

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .421
Bartlett's Test of Sphericity Approx. Chi-Square 206.361
df 171
Sig. .034

Total Variance Explained

I have used Varimax rotation technique to find out the factor analysis which was conducted
since variables were already taken. Four factors were found from the analysis. The total
cumulative variance is almost 74% and the values under communalities table is more than 0.5
whis has been shown in the communalities table below.

Total Variance Explained Table

Initial Eigenvalues Extraction Sums of Squared Loadings
Component Total % of Variance Cumulative % Total % of Variance Cumulative %
1 2.558 13.463 13.463 2.558 13.463 13.463
2 2.104 11.074 24.537 2.104 11.074 24.537
3 1.855 9.764 34.302 1.855 9.764 34.302
4 1.509 7.944 42.246 1.509 7.944 42.246
5 1.401 7.374 49.620 1.401 7.374 49.620
6 1.240 6.524 56.144 1.240 6.524 56.144
7 1.183 6.224 62.368 1.183 6.224 62.368
8 1.078 5.674 68.041 1.078 5.674 68.041

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9 1.023 5.384 73.425 1.023 5.384 73.425
10 .834 4.390 77.816
11 .796 4.190 82.006
12 .726 3.823 85.828
13 .651 3.426 89.254
14 .550 2.896 92.150
15 .431 2.268 94.419
16 .321 1.689 96.108
17 .305 1.603 97.711
18 .269 1.417 99.128
19 .166 .872 100.000
Extraction Method: Principal Component Analysis.

Communalities Table
Initial Extraction
A1 1.000 .676
A2 1.000 .864
A3 1.000 .505
A4 1.000 .747
A5 1.000 .785
A6 1.000 .779
B1 1.000 .818
B2 1.000 .836
B3 1.000 .696
B4 1.000 .802
B5 1.000 .774
B6 1.000 .656
B7 1.000 .753
C1 1.000 .726
C2 1.000 .707
C3 1.000 .701
C4 1.000 .734
C5 1.000 .704
D 1.000 .689
Extraction Method: Principal
Component Analysis.

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Rotated Component Matrix

In the rotated component Matrix all the item should be brought in a single column but due to
insufficient number of sample and lack of time it could not be possible to take those.

Rotated Component Matrixa

Component
1 2 3 4
A1 -.538
A2 .395 -.719
A3 .489
A4 .655
A5 -.365 .395
A6 .798
B1 .508
B2 .480
B3 -.460
B4 -.333 .407
B5 -.615
B6 .324
B7 -.791
C1 -.545
C2 .556
C3 .408 .430
C4 -.541
C5 .322 .662
D .673 .358
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization. a
a. Rotation converged in 6 iterations.

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Reliability

Cronbach Alpha was used to test reliability measurement to compute the internal consistency if
the variable. Among all three independent variable, AAA (Introduction of new industries) is
reliable because the value of its Cronbach Alpha is more than 0.6 which represents its reliability.

Introduction of new industries

Case Processing Summary

N %
Cases Valid 54 94.7
a
Excluded 3 5.3
Total 57 100.0
a. Listwise deletion based on all variables in the
procedure.

Reliability Statistics
Cronbach's
Alpha N of Items
.62 6

Regression Analysis

Variables Entered/Removeda
Variables Variables
Model Entered Removed Method
1 CCC, BBB, . Enter
b
AAA
a. Dependent Variable: DDD
b. All requested variables entered.
Model Summary
Adjusted R Std. Error of the
Model R R Square Square Estimate
a
1 .301 .090 .36 .68310
a. Predictors: (Constant), CCC, BBB, AAA
b. Dependent Variable: DDD

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 ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 2.317 3 .772 1.655 .0189b
Residual 23.331 50 .467
Total 25.648 53
a. Dependent Variable: DDD
b. Predictors: (Constant), CCC, BBB, AAA

Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) .931 1.436 .648 .520
AAA .047 .087 .074 .537 .059
BBB -.045 .043 -.143 -1.053 .297
CCC .120 .073 .229 1.653 .105
a. Dependent Variable: DDD

Result

Among the four there were three independent factors and those were conducted to multiple
regression analysis to measure the standard of the recruitment and selection process of Meghna
Group of Industries. The whole model seems to be significant because the F- statistics
(significant .0189 < .05). The regression model demonstrates 36% variation of standards of
recruitment and selection process which has determined by the adjusted R square value. Among
the three independent variables one have significant impact of the standards of the recruitment
and selection process which is introduction of new industries (AAA) and its (b= 0.074, sig=
0.59). So this following result shows that the growth or new industries is the main reason for the
lack of standards in recruitment and selection process of Meghna Group of Industries.

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 Chapter 5

Findings of the study

According to the SPSS analysis we got to know that among the independent variables
Introduction of new industry is the main reason for the lack of standards in recruitment and
selection process of MGI. In present time Meghna Group of industries is increasing its business
not only in our country but also on abroad. Already the foreign trade department started to export
different products in the other counties. Day by the new sector and industries are increasing of
this organization and the new industries create new job opportunities for the peoples. Moreover
Meghna group of industries is a big platform to start an excellent corporate career. And the new
industries of MGI demand more manpower to operate the business. Our study has proved that the
rapid growth and the introduction of new industries are responsible for the lack of standards of
recruitment and selection process. The objective of this report was to describe the recruitment
and selection process of Meghna Group of Industries and find out the problem of the problem of
recruitment procedure. At the end the problem has identified through a problem identification
research.

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 Chapter 6

Recommendations

The recruitment and selection process of MGI is organized but sometimes it loses its track for
some sudden incident. After conducting the research we came to know that the growth and
introduction of new industries is the main reason of lack of standards in recruitment and
selection process. Based on the study few recommendations are given below which might bring
proper discipline in the recruitment and selection process of Meghna Group of Industries-

 Separate HR team is needed for the factory complex.

 Every industry should have own HR team.
 Every year head office HR should prepare manpower planning blue print.
 Recruitment terms and policies should be clearly discussed among the recruitment team.
 Should keep backup plan for sudden recruitment and sudden downsizing.
 In every month HR team need to discuss about the manpower planning with the other
department.
 In every month the HR head should conduct a meeting where the recruitment team will
be allowed to share their thought and ideas.
 To avoid turn over more motivation should be imposed.
 During the mass recruitment proper planning should be formulated before.

By following these terms the HR team can easily get a structured and standard recruitment policy
which might bring more efficiency and will reduce the workload of the recruitment team.

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 Conclusion

The journey with MGI was so pleasant for me. I got a huge opportunity to play in the real field.
The professional environment and the guidance I have found are really so significant for my
further career. In this report a brief discussion and a research has conducted which is an example
of my real life work as well as it will be an improvement tool for the HR department of Meghna
Group of industries. The objective of the report was things need to develop in recruitment and
selection process of Meghna Group of Industries which has accomplished successfully. The
respondents have honestly provided their thought which has a great impact in this report. At the
end the solutions and suggestions have provided to solve the problems are based on the study
which means it is an experimental approach to solve the problem and it is reliable. At the end
working with a giant conglomerate, adopted with their culture and following their corporate
terms was a great learning for me and this experience will be memorable.

Thank You

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 References

Definition Of Recruitment And Selection Management Essay. (2019). Retrieved from

https://www.ukessays.com/essays/management/definition-of-recruitment-and-selection-management-
essay.php

What is recruitment and selection? definition and meaning. (2019). Retrieved from
http://www.businessdictionary.com/definition/recruitment-and-selection.html

Definition of Recruitment & Selection. (2019). Retrieved from https://bizfluent.com/about-5208890-

definition-recruitment-selection.html

(2019). Retrieved from https://www.bbalectures.com/recruitment-definition/

Meghna Group of Industries. (2019). Retrieved from https://www.meghnagroup.biz/

Jonathan Bergwerk, (1988) "Recruitment and Selection for Company Culture", Journal of
Managerial Psychology, Vol. 3 Issue: 1, pp.9-15, https://doi.org/10.1108/eb004424

Marie Ryan, A., & Derous, E. (2016). Highlighting Tensions in Recruitment and Selection Research and
Practice. International Journal Of Selection And Assessment, 24(1), 54-62. doi: 10.1111/ijsa.12129

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