Welcome To The Presentation

On
The Recruitment And Selection Practices In
Bangladesh: A Study On
Presented by,

Name of the Members Student ID

Jakia Sultana 2125347660
Syed Abu Sadat Md Sayem 2135469660
M M Nahid Hossain 2135498660
Farid-Uz-Zaman Kaushik 2135065660
Shusmita Samad Sumi 2215278660
Sakib Md Shafiuddin 2225274660
Introduction
Background of the Study

What is Human Resource

Management?

Recruitment

Selection Process

Selection
Introduction
Objective of the Study

Broad Objective

Collection of the idea about recruitment &

selections process in bank

Specific Objectives

• Overall management policy of Exim Bank

• Critical analysis of Exim bank functions
Introduction
Methodology of the Study

Primary Secondary
Data Data
Introduction
Limitations of the Study

Shortage of Confidential
Time Issues
Organization Overview
of
Organization Overview
Company Background
Total Branches and
Inception workforce
• Established on 2nd Operating with total 141
June, 1999 and began Transition to Islami branches across the country
operations on 3rd Banking and more than 3000
August, 1999 as employees
Transitioned from
BEXIM Bank Limited. conventional banking to
Shariah Based Islami
• Later renamed as
Banking on July, 2004.
EXIM Bank

Total Current
Issuance as a Public Capital
limited Company The authorized capital
and paid-up capital of the
Got enlisted in DSE and CSE on bank are TK. 20,000
September, 2006 million and TK.
14,475.57 million
respectively
Organization Overview
Vision and Mission

Vision Mission

“Together Towards Tomorrow”  To be the most caring, customer friendly and

service-oriented bank.
 Believes in togetherness with its customers
 To create a technology based most efficient
banking environment for its customers.
 To achieve the desired goal, there will be
pursuit of excellence of all stages.  To ensure ethics and transparency in all levels.
 Bank’s strategic plans and networking will
 To ensure sustainable growth and establish full
strengthen its competitive edge over others
value of the shareholders.
 Its personalized quality service to the
 Above all, to add effective contribution to the
customers will be cornerstone to achieve our
national economy
operational success
Organization Overview
Corporate Culture

01 02
Manners, etiquette and characters are molded to
One of the most disciplined Banks with
suit the goal of the Bank and the needs of the
a distinctive corporate culture.
customers.

03 04

Employees in the bank see themselves as They believe that the corporate culture has not
a tight knit team or family been imposed rather been achieved through their
corporate conduct
Organization Overview
Conversion into Islamic Bank

Received Informing
Confirmation Customers

Before converting into a Before conversion, the

full-fledged Islamic authority informed
Bank, confirmation was customers about the
achieved from the decision through news
honorable High Court. media in addition with
Migration Got Approval Accepted by
personal contract.
Customers

Migrated all of its Started Islamic Banking

conventional banking function from 1st July Everybody gladly
operation into shariah 2005 with the approval accepted the conversion
based Islamic banking of Bangladesh Bank.
since July, 2004. with appreciation.
The Human Resource Division
Background of HRD

Individually and collectively contributing to the

1 achievement of the objectives

Has been developing a proactive and cooperative manpower

2 blending experience since its inception

Human Currently working 3235 officers across all the branches

Resource 3
Division
Always emphasizes both proper training at training institutions
4 and frequent job rotation at job desks

Till 2021, 5102 personnel came under training program

5
The Human Resource Division
Responsibilities of HRD

Recruitment, Exit/Entry Formalities, Process

Reengineering

Software maintenance

Communication & Software Development

Communication

Performance Appraisal, Training, Supervision, Manpower

Planning

Supervision, Management level decision making

The Human Resource Division
Line of Authority

Head of Command
Head of human resources is the
head of command in the line of
authority

Reporting

• All employees report to the

head of HRD

• And he finally reports to the

Managing Director
 The Human Resource Division
Activities of HRD

Human Resource
Planning (HRP)
Compensation and
Formulates a plan, prepares a Benefits:
budget to accommodate the change
in human resource composition and Based on the seniority basic salary is
hires accordingly given including other facilities like
accommodation, transportation, loan at
lower rate of interest etc.
Maintenance of Human
Resource Information System
(HRIS) Annual Confidential
Keeps all the information about Report :
all the employees both current
and previous Is the rating method to judge the
performance of the employees .

Recruitment & Selection

Employee Training and
The process starts with initial Development :
screening and a person is finally
selected through a final interview. EXIM Bank arranges standard
academic training program for the
managers from different grades.
Recruitment & Selection Process
What is Recruitment?

Encouraging people to apply for the job

Search for the best qualified people among

the applicants
Recruitment & Selection Process
Types and Modes of Recruitment

Types of Recruitment Mode of Recruitment

Yearly Recruitment – according

1 to HR plan
Full time 1

Need–based Recruitment–
2 Sudden vacancy in the office HR Contractual 2

Internship 3
Recruitment & Selection Process
Sources of Recruitment

Sources of Recruitment

1 2 3 4 5

Newspapers Online Sources Social Media Job Fair Internal Referrals

Job Advertisements in Bdjobs or online Employee/ Director’s

the vacancy section portals Facebook, Linkedin Campus Recruitment
recommendation
Recruitment & Selection Process
Recruitment Process
01 Recruitment Form Selection

02 Recruitment Planning

03 Strategy Development

04 Application Searching

05 Communication Message Selection

06 Communication Media Selection

07 Following Advertising Guidlines

It is the second planet from the Sun

08 Considering Director's Referral

Recruitment & Selection Process
Selection Process

01 02 03 04

Written Work Sample Test

Initial Screening Interview
Employment Test

08 07 06 05

Pre-Joining Salary
Background Job Offer
Documentation Negotiation
Investigation

09

Provision Period
 Evaluation of Recruitment & Selection Process
Evaluation of Recruitment Procedure Evaluation of Selection Procedure
 Centralized recruitment which are co-ordinate by the  EXIM Bank loses few applicants due to the
Human Resource Division. ineffective system.
 EXIM Bank does not have their own web server which  Written test for large pool of candidates is time
is time consuming. consuming.
 Human Resource Information System (HRIS) is  No effort for ensuring beneficial spillover effect.
maintained efficiently.  Selecting the management level employees
 No age, race and sex discriminations are very ineffective as a result of not using
assessment center technique.
Evaluation of
Recruitment
Recommendations and Selection Findings
 Recruit efficient manpower in HRD.
Process  EXIM Bank’s increase in employment
 Provide some motivational or recreation
of new employees is satisfactory.
activities.  The recruitment and selection are quite fair.
 Online recruitment system should be
upgraded  Emphasizes more on who fits the
 Focus more on enriching and enlarging organization,
 existing
It’s difficult for 25 HRrole.
employees to update all  HR planning would be more effective if it is
employees
employees’ data. revised more often.
 Both the line and HR managers’ play different role in the
 HR recruitment and selection policy should be
selection process. Follows steps For initial screening,
designed to attract more efficient workers. preliminary interview, Reference Checks, Medical
Examination and departmental interview are performed by
 23

 EXIM Bank has formulate new  EXIM Bank being a third-generation

strategies and business plan with bank is also extending such
maximum efficiency levels to ensure contribution as to the advancement
Conclusion smooth recruitment and Selection of
highly qualified human resource.
of the socioeconomics condition of
the country.
 Thus leading the banking industry  EXIM Bank has some problems but
would be possible along with it is encouraging that they are trying
sustainability and growth in this to overcome these obstacles.
competitive business world.

www.website.com
www.website.com
 EXIM Bank’s HR policy and  EXIM Bank has reinforced its  EXIM Bank migrated all of its
activities are considered the internal and external recruiting conventional banking operation into
ultimate deciding factor in along with alternative methods of Shariah based Islamic banking to
recruiting the right person for each recruiting to ensure time and cost ensure sustainable growth and
job to provide quality service to the efficiency. establish a family that believes in
clients.  Adequate training and working together to provide full value
 if any problem arises then they development program for to the shareholders.
should have some contingency recruitment and Selection team
plan to address it. allows Exim Bank to have highly
qualified human resource.