4.0 Analysis and Interpretation of the Data

4.1 Policies:

Biman Bangladesh Airlines Ltd. has a policy to expand its business in future. Because of this, Biman need more knowledge workers to establish it as a profitable organization. As I noted earlier that Biman is going to buy new aircrafts in the following years. In those aircrafts, more pilots and cabin crews are needed. At present, they have no exact planning that how many employees they will recruit but they have the plan to expand the workforce.

4.2 HR Planning: 

They have future plan to recruit people for their new aircrafts. The job of HR Planning is mainly done by the Organization and Method Section. The future recruitment plan is approved by the Board of Directors. To make future HR demand, Biman has to think of few factors. At first, they think at which sector they need employees. Is it official, manual or IT based job? They think the needed people in qualitative and quantitative perspectives. For example, they must have more pilots in order to run the new aircrafts coming within few years. Before that, Biman trains some internship cadets at its own training center and who passes the exam they will recruit them. Because of retirements, firing for less revenue, Biman will cut their labor force at few sectors but it will again increase workforce to the few sectors. To fill the vacant positions internally through promotion, The Organization & Method Section prepares succession planning. The Employment Section only recruits and selects people. During the labor demand, they think of the budget.

Biman has to think the possible sources where it can find the necessary candidates. If Biman gives the job vacancy advertisement only on on-line like www.bdjobs.com, www.A1jobs.com, www.prothomalojobs.com and its own website, it will get fewer candidates than giving advertisements on daily papers. Because at Upazilla level, there are many qualified candidates who are not still well acquainted with browsing on internets. So, Biman has to choose the medium of advertisement and the places from where it will choose the candidates. Because of Government quota system, Biman has to think of the whole country.

It has the planning that which types of candidates they will choose. Will they give preference candidates either from National Universities or Privates Universities? They think that. They think the labor market position. For filling Junior Traffic Assistant posts, Biman asks candidates who has at least one 1^st division and has no 3^rd division. Some years ago, it did not ask for at least 1^st division. At present, people are more educated. So Biman asks for candidates with higher qualifications.

Biman makes the future HR demand so that there will be no shortage or surplus of employees. But sometimes the scenario of shortage or surplus can be seen. It happens because of the practicing nepotism at Biman. Many times, Biman has to satisfy the request of Ministers and Member of Parliaments. In that case, HR Department of Biman has to lose the independence to take decision.

4.3 Job Analysis

Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps Biman Bangladesh Airline and workers cope with many challenges while onboard.

Though preparing job description and job specification are not legal requirements of Biman Bangladesh Airline yet play a vital role in getting the desired outcome. These data sets help in determining the necessity, worth and scope of a specific job.

4.3.1 Job Description

A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative in Biman Bangladesh Airline , but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.

4.3.1.1 Creating a job description

A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms of Reference

4.3.1.2 Roles and responsibilities

Biman Bangladesh Airline job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.

4.3.1.3 Goals

Biman Bangladesh Airline job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.

Biman Bangladesh Airline job description is a written statement of what the jobholder does, how it is done, under what condition and why. Biman has job descriptions for its every designation. I have included two job descriptions in my Appendix. Before recruiting any employee, Biman outlines the activities of that particular job. For example, on the advertisement of a vacancy post of Manger at Employment Section, Biman says that the Manager has to regulate all activities related to recruit and select employees. The Manger has to ensure proper implementation of recruitment procedures adopted by the Management from time to time. He/she has to integrate the purpose of Employment Section with the overall mission of the Biman Bangladesh Airlines Limited.

4.3.1.4 Limitations

Prescriptive job descriptions may be seen as a hindrance in certain circumstances:

• Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;
• Job descriptions may be too inflexible in a rapidly-changing organization, for instance in an area subject to rapid technological change;
• Other changes in job content may lead to the job description being out of date;

The process that an organization uses to create job descriptions may not be optimal

4.3.1.5 Purpose of Job Description

• The main purpose of job description is to collect job-related data in order to advertise for a particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for the right job.
• It is done to determine what needs to be delivered in a particular job. It clarifies what employees are supposed to do if selected for that particular job opening.
• It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job.
• It also clarifies who will report to whom.

4.3.2 Job Specification

Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc.

4.3.2.1 Purpose of Job Specification

• Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not.
• It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening.
• Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more.
• It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis of Biman. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and analyze training needs and measuring the worth of a particular job.

4.4 MANAGEMENT RESOURCES PLANNING:

 A good human resource plan will almost always include a management resources plan.  The objective of such a plan is to provide strategies, tools, technology and expertise for the planning for and development of current and potential management human resources in order to allow for enhanced management of the Biman .See the figure below for a model of management resources planning of Biman Bangladesh Airlines.

The primary strategy is to acquire and develop tools and resources to meet the long-term management needs; consult on the development of group and individual strategies and development.  “The call for improved productivity from managerial professional and technical positions ultimately translates into improved individual performance.”

Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and Biman tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of Biman. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job/s.

Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialized.

There are various steps involved in job design that follow a logical sequence, those that were mentioned earlier on. The sequence is as follows:

1. What tasks are required to e done or what tasks is part of the job?
2. How are the tasks performed?
3. What amount are tasks are required to be done?
4. What is the sequence of performing these tasks?

All these questions are aimed at arriving upon a clear definition of a specific job and thereby make it less risky for the one performing the same. A well defined job encourages feeling of achievement among the employees and a sense of high self esteem.

The whole process of job design is aimed to address various problems within the Biman setup, those that pertain to ones description of a job and the associated relationships. More specifically the following areas are fine tuned:

• Checking the work overload.
• Checking upon the work under load.
• Ensuring tasks are not repetitive in nature.
• Ensuring that employees don not remain isolated.
• Defining working hours clearly.
• Defining the work processes clearly.

The above mentioned are factors that if not taken care of result into building stress within the employees.

4.5.1 Benefits of Job Design

The following are the benefits of a good job design of Biman Airlines:

1. Employee Input: A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace.
2. Employee Training: Training is an integral part of job design. Contrary to the philosophy of “leave them alone’ job design lays due emphasis on training people so that are well aware of what their job demands and how it is to be done.
3. Work / Rest Schedules: Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job.
4. Adjustments: A good job designs allows for adjustments for physically demanding jobs by minimising the energy spent doing the job and by aligning the manpower requirements for the same.

Job design is a continuous and ever evolving process that is aimed at helping employees make adjustments with the changes in the workplace. The end goal is reducing dissatisfaction, enhancing motivation and employee engagement at the workplace.

4.5.2.1  Organizational Factors

Organizational factors that affect job design can be work nature or characteristics, work flow, organizational practices and ergonomics.

• Work Nature: There are various elements of a job and job design is required to classify various tasks into a job or a coherent set of jobs. The various tasks may be planning, executing, monitoring, controlling etc and all these are to be taken into consideration while designing a job.
• Ergonomics: Ergonomics aims at designing jobs in such a way that the physical abilities and individual traits of employees are taken into consideration so as to ensure efficiency and productivity.
• Workflow: Product and service type often determines the sequence of work flow. A balance is required between various product or service processes and a job design ensures this.
• Culture: Organizational culture determines the way tasks are carried out at the work places. Practices are methods or standards laid out for carrying out a certain task. These practices often affect the job design especially when the practices are not aligned to the interests of the unions.

4.5.2.2 Environmental Factors

Environmental factors affect the job design to a considerable extent. These factors include both the internal as well as external factors. Biman include factors like employee skills and abilities, their availability, and their socio economic and cultural prospects.

• Employee availability and abilities: Employee skills, abilities and time of availability play a crucial role while designing of the jobs. The above mentioned factors of employees who will actually perform the job are taken into consideration. Designing a job that is more demanding and above their skill set will lead to decreased productivity and employee satisfaction.
• Socio economic and cultural expectations: Jobs are nowadays becoming more employee centered rather than process centered. They are therefore designed keeping the employees into consideration. In addition the literacy level among the employees is also on the rise. They now demand jobs that are to their liking and competency and which they can perform the best.

4.5.2.3 Behavioral Factors

Behavioral factors or human factors are those that pertain to the human need and that need to be satisfied for ensuring productivity at workplace. Biman include the elements like autonomy, diversity, feedback etc. A brief explanation of some is given below:

• Autonomy: Employees should work in an open environment rather than one that contains fear. It promotes creativity, independence and leads to increased efficiency.
• Feedback: Feedback should be an integral part of work. Each employee should receive proper feedback about his work performance.
• Diversity: Repetitive jobs often make work monotonous which leads to boredom. A job should carry sufficient diversity and variety so that it remains as interesting with every passing day. Job variety / diversity should be given due importance while designing a job.
• Use of Skills and abilities: Jobs should be employee rather than process centered. Though due emphasis needs to be given to the latter but jobs should be designed in a manner such that an employee is able to make full use of his abilities and perform the job effectively.

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

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

4.6.1Identifying and prioritizing jobs
Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

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

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

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

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

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

4.7 Factors that Affect Recruiting Effort

4.7.1  RECRUITMENT POLICY
The recruitment policy of Biman specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed. It may involve organizational system to be developed for implementing recruitment programmed and procedures by filling up vacancies with best qualified people.

4.7.1.1 FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives
• Personnel policies of the organization and its competitors.

• Government policies on reservations.
• Preferred sources of recruitment.

• Need of the organization.
• Recruitment costs and financial implications.

4.7.2 HUMAN RESOURCE PLANNING
Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

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

4.7.4        COST
Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

4.7.5 GROWTH AND EXPANSION
Organization will employ or think of employing more personnel if it is expanding its operations. Because of retirement, promotion, leaving jobs and firing employees, Biman Bangladesh Airlines Ltd. has to recruit and select employees frequently in consistent of previous planning. For example, few days ago Cadet Pilots and Junior Traffic Assistants were recruited and selected. Size of the organization is a very important factor to recruit and select people. Obviously, Biman is the biggest organization of Bangladesh compared to other Airlines. Employment condition of local community influence how much recruiting takes place. Usually, Biman gets lots of applications for jobs. Working condition affects the recruitment and selection process. Salary and benefits of the particular job also influence it.

4.7.6 Constraints Affecting on Recruitment in Biman Bangladesh Airlines Ltd.

The ideal recruitment effort might bring in a satisfactory number of qualified candidates/applicants who want the job, but certain realities can not be ignored. Biman as a big organization always wants to recruit the best candidates as much as possible. But really qualified applicants might not want to apply this organization for the job. This can be happened for few reasons. Let us examine those reasons in brief:

4.7.6.1 Organization Image

An actually eligible candidate may not be interested to apply at the particular organization for the particular position as I noted earlier. This can be happened because of the image of that organization. Declining revenue, engaging in practices that result in a corrupted organization, poor-quality of service or product and failing to meet the reasonable needs of employees are some of the reasons of an organization of having lower image toward the organization. Biman possesses most of those reasons to the people. Many people think that, if they can get a job to Biman they can be a rich person very easily through earning money in a corrupted way. This can be perceived from the junior Traffic Assistant (JTA) job. The image of Biman to people is not good. But if any announcement of recruitments is given by Biman, thousands of CVs can be got. It is contradictory that an organization which has a bad reputation gets much more CVs.

The main reason is, most of the people think that if they can get a job at Biman, they can become rich through taking bribes. Most of the cases, this is right. After becoming a Public Limited Company, the corruption of Biman has slightly lessened but not remarkably. The regulatory system of Biman is weak although it is becoming strong day by day. It will take time. Many times media publishes many negative things about Biman which has not occurred really. Media publishes more from the reality that has made an negative image of Biman.

4.7.6.2 Job Attractiveness

If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants can be difficult. The labor market of Bangladesh is transforming from manual workers to knowledge workers. Biman Bangladesh Airlines Ltd. has few manual job sectors like Engineering, Motor Transport and Ground Service Equipment. To persuade candidates, Biman has to offer good salary and benefits to them.

4.7.6.3 Internal Organizational Policies

Biman has no internal organizational policies to recruit people. But candidates who have very good relations with upper level personnel often get priority to get job. And it is well known at the outside of our country. That’s why many qualified people do not try at Biman.

4.7.6.4 Governmental Influence

The government’s influence in the recruiting process at Biman Bangladesh Airlines Ltd cannot be overlooked. Though Biman is now a Public Limited Company, government has a great influence on recruitment and selection of employees. If any request comes from the Ministers or MPs, employees of Employment Section cannot neglect him although he/she is not fully eligible for the job. The quota system that was made by government must be followed. Freedom fighter quotas, Area quota along with many quotas make employment section puzzled. Because of the quota system, many times eligible candidates have to be removed. Sometimes it has to break the rule of government. If Biman wants to hire only attractive females for flight attendance positions will find it breaking the law if comparably qualified male candidates are rejected on the basis of gender or female candidates are rejected on the basis of age. Biman follows the rules of Public Service Commission in case of quota to recruit candidates.

4.7.6.5 Recruiting Cost

Recruiting cost is an important factor of Employment Section. Biman had to scrutinize almost 1500 CVs against 130 post of Junior Traffic Assistant job. Scrutinizing CVs, sorting them, giving exams, hiring college rooms and giving wages of the teachers who guard the exam rooms’ etc activities cost a lot. Those activities cost almost 40,000 taka. Employment Section gets this amount from HR affairs. Biman has been facing great amount of loss for last many years and it has no way but to expend a lot to recruit people. Every year Biman has to expend lots of money because of recruitment and selection of employees.   

4.8 Recruitment Process

• Identify vacancy

• Prepare job description and person specification

• Advertising the vacancy

• Managing the response

• Short-listing

• Arrange interviews

Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

4.9 Employee Recruiting Sources

There are many employee recruiting sources to help you attract and hire the best employees. Everything from ads in your local newspaper to online postings to headhunters. Your options are limitless.

That’s both the good news and the bad news.

The question that you’re probably struggling with is, “What’s the best recruiting source of top candidates?” Unfortunately there is not a simple answer. No one solution fits every situation. There is a fair amount of trial and error when you are is trying to attract candidates to your business. Much of the decision will depend on your employee recruiting strategy which dictates budget, timing and other variables.

Let’s start with some strategic guidelines as you attempt to identify the best employee recruiting sources for your needs. First, make certain you have a clear picture of what the successful person is going to look like. The better picture you have of the ideal person, the easier it will be to find that person. Recruiting without a picture of your target employee is a waste of time and money.

Also as part of your research, identify where people with the skills you need are today. Look beyond just your competitors. What other organizations or industries might currently employ people with the specific skillset? By thinking “outside the box” you will gain a strategic advantage over your competitors who are stuck in their traditional thinking.

Another great technique is to work backwards. This means you always begin your search with the determination of where the people are now. When you know where they are, what they read, where they congregate, etc., then you can put together a plan to reach them. If you need someone for a sales position, you are better off advertising in a sales publication than in the classified ads. If you need someone to deal directly with customers, find out which organizations employ people who work directly with customers.

Just by spending a little time thinking about where the people might be, you can customize your employee recruitment activities and get a better return on your recruitment investment. And speaking of investment, it is a good idea to track the money, time you spend and the results of various employee recruiting activities.

Below is just a sample of proven employee recruiting sources:

4.9.1 Focused Advertising

The key to recruitment advertising is deciding where to place your add More than any other decision this will impact the results you get. Previously I mentioned working backwards. Work from your prospective candidates back to you. What does the person you are trying to recruit read? What publications do they get?

A good place to get answers to these questions is to ask your existing employees. What do they read? The answers will tell you the best place to place your ads. Once you have decided where to advertise, you have to create an ad that will attract the right types of people. There is nothing worse than getting hundreds of responses to your ad but none are the right people. To avoid this, your ad needs to contain several critical components. The first is the headline. Good headlines give the person a reason to consider working for you. Instead of a headline of “Sales Associate”, why not try, “Come Join the Fastest Growing Consulting Team in Ohio”. The difference is apparent.

Make your ads compelling. View your recruitment ad as a marketing opportunity. What is the best copy to attract the right prospect? Finally, make it easy to respond. Make it as easy as possible for them to give you the information you need.

4.9.2 Employee referral

This always has been and always will be one of the best employee recruiting sources. You should offer incentives to your existing employees to recommend the names of people they believe would be successful in your company. Encourage your employees to be on the lookout for candidates all the time. This significantly extends your employee recruiting efforts.

Create a form that new employees can complete listing people they know with their contact information. The best time to get this information is when they are brand new, hopefully their first day on the job. Also, make it easy for your employees to continue to refer prospective employees. You might consider having a contest for the most referrals to generate excitement.

It is important to remember that successful people tend to associate with other successful people. Make you employee referral program a priority in your employee recruitment efforts.

4.9.3 Recruiting Firms

There are two types of recruiting firms you might work with. Contingency firms, sometimes called headhunters, will try and place a candidate with you and are only paid if they are successful. Retained search firms you contract with and are paid regardless of the results. You work with retained firms mostly for executive positions.

Either type of recruiting firm can be very helpful but both are very expensive options. In either case, look for a firm that specializes in your industry for best results.

When you don’t have the time or resources to manage your employee recruiting internally, a recruiting firm can be the answer.

4.9.4 Customers

I am not suggesting that you recruit your customers. Instead, view them as a source for referrals. Let your customers know about your employee recruiting needs. You should reward them with a discount or something else of value for making the referral.

4.9.5 Flyers

A simple 8.5 x 11 flyer on the counter at your establishment or in a trade show booth can work wonders. Think of it as a one-page add Approach it like any other add Have a great headline, and compelling body copy as to why a person should consider working for your company. Encourage people to take a copy and give it to their friends. You might put a copy in every package. This is a very inexpensive technique that can produce big results.

4.9.6 Signs and Billboards

Here is an inexpensive and very productive employee recruiting strategy. A sign outside your front door that says, “Positions Available, Please Apply Within” can have great results. You never know who is going to drive by or visit your site. A sign in your lobby or at your reception desk listing open positions may generate results. Try to think of as many places as you can to post signs announcing your open positions. This is a strategy that can improve your employee recruiting efforts dramatically.

4.9.7Competitors

Your competitors are certainly a primary employee recruiting source for your business. Follow what is happening with your competitors. Be aware of changes in their business that might make talented people available. You need to visit your competitors and see how you are treated. See if any of the people strike you as being talented. Know who is good at your competitor.

4.9.8 Job Fairs

Job fairs can be a very economical source of candidates and should be part of your employee recruiting strategy. Look for job fairs that specialize in your industry or the types of individuals you are trying to recruit. If you are recruiting for local talent, try to participate in a local job fairs.

You can get information about job fairs from your chamber of commerce, the state employment development department and by scanning your local newspaper for advertisements of upcoming job fairs.

4.9.9 Retirement Groups

These organizations and facilities are a concentrated gathering of people who are potential candidates for your open positions. Something as simple as putting up a sign that lists open positions can generate some excellent, no-cost leads. Also, try having a flyer prepared to hand to anyone who expresses interest. And, make certain the people working at these organizations are prepared to discuss your employee recruiting opportunities with any interested parties.

4.9.9.10 Radio Ads

Radio can be very inexpensive and effective. Are there certain times or shows that your target group listens to on a regular basis? Another suggestion is to put a recruitment plug at the end of your regular radio ads. If you are running 60 second ads, shorten it to 50 seconds and insert a line like, “Biman  Company has immediate career opportunities for qualified people in HR. Call 111-111-1111 for details”

4.9.11Outplacement Firms

Large and small firms that are cutting employees work with outplacement firms to help the displaced employees find new jobs. You can register with these firms, at no charge, to get resumes of the available people. Check your local yellow pages under the heading of “outplacement firms” and get a list of both the local and national firms and contact and register with them all. There is no charge to you for this service and it can be very effective.

4.9.12 State Unemployment Department

Your state and local government are working with unemployed people to help them find jobs. You can post your open positions with them at no charge. This is a very economical way of attracting candidates. Historically this has not been the best place to find candidates but that has changed dramatically in the last few years. There are very talented people who have lost jobs due to no fault of their own and you just might find a real gem here.

4.9.13 Networking

You need to expand your sphere of influence all the time. You need to be talking to your contacts and letting them know you are recruiting. Many of you have heard of the 5 degrees of separation concept. It really applies when you’re recruiting. You know lots of people. They know lots of people. Somewhere in that mix just might be a perfect employee. So get the message out that you are looking for people.

4.9.14 E-Mail

It might be as simple as sending an email to everyone in your address book and letting them know you are recruiting for employees. This inexpensive strategy pays off time and again.

4.9.15 Alumni Groups

This can be a very effective source of inexpensive candidates. Find out if your alumni group has a newsletter or website where you might advertise your open positions. Play up the angle of working for a fellow alumnus for the edge over the competition. And, be sure to ask your employees about alumni groups they belong to.

4.9.16 Social Organizations

Are there any organizations in your community that have members who could be potential employees for your company? Would a cooking club have members who might work for your restaurant? How about a sewing or quilting guild for your clothing store? Do some research into the groups in your area and approach those that make sense.

4.9.17 Religious Organizations

Just as with social organizations, religious groups can be a good source of candidates. Make contact with the leader of the group and ask for assistance in making your positions known to the congregation. There might a newsletter or bulletin board where you can post your open positions.

4.9.18 The Business Pages

Be aware of what is going on in your community. Which companies are doing well and which are not. Is there some news that would lead you to believe good employees may come available? By staying current you will have the jump on the competition.

4.9.19 Company Webpage

Most of you have a website for your business. This is a great place to get the word out that you are looking for good employees … and at almost no cost. I tell my clients to have a button on your homepage that points them to career opportunities. Your webpage is the best place to tell your story. Why should they consider working for you? What are the job benefits? What are the career benefits? You have unlimited space to tell your story and should take advantage of the opportunity.

Give them multiple ways to get their information to you (online, fax, phone, in person, etc.). One final note on listing your openings on your website. Don’t ever say, “No positions currently available”. That is like putting a sign up in your store and saying we are out of stock on what you are looking for. You will have lost an opportunity to serve that person now and possibly in the future. Same with a candidate. Get their information no matter what.

4.9.20 Other Online Sources

There are thousands of online places to list your job. Monster.com and Hotjobs.com are just a couple of the large sites. My advice is to pass on the huge sites and instead see if you can find a couple of good local or niche job boards. A good way to find them is to search for employment and your city name. You should be able to find many options. These are relatively inexpensive and easy to test.

Once again, work backwards and see if you can figure out which sites might reach your target audience. A good strategy for these online sites is to drive them to your website so you can spend the time to educate them on your opportunity.

4.9.21 Past Employees

I am not kidding. Sure there are some past employees you would not want to re-hire but some can be a source of reliable, trustworthy employees. Also, let your past employees know what you looking for and see if they know anyone. They can be a great source of referrals.

The ABR Principle – ABR stands for Always Be Recruiting. The best companies have the best employees and the way to get the best employees is to approach employee recruiting strategically. Always be on the lookout for talented people. Make sure all your employees are always on the lookout for talented people. You never stop looking for new customers and you should never stop looking for employees.

Please view this list of employee recruiting sources as only a partial list. You are only limited by your imagination when it comes to finding employee recruiting sources.

You must approach employee recruiting as a strategic initiative. Putting together a strategy and developing a “recruitment mentality” in your organization is a must. Remember, if you want to win the battle for talent, you must

4.10 Recruiting Sources:

Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position to be filled. Some recruiting sources may be proved to be effective while others may be proved to be wrong. So, Biman recruits people from the most effective sources that are discussed below:

4.10.1 The Internal Search

Many large organizations attempt to develop their own low-level employees for higher positions. These promotions can occur through an internal search of current employees who have bid for the job. Sometimes, Biman prefer to recruit people from within. Because of internal search, Biman practices nepotism which results recruiting less qualified candidates. Employee referrals and recommendations are prevalent at Biman although Biman searches candidates from external sources.

For encouraging the internal candidates, job vacancies in Biman may be advertised through internal notices to all biman Bangladesh Airlines Limited employees. Recruitment from the internal source may be through Promotion or delegating individuals with new assignments. In case of internal sourcing, HR along with the concerned Division/Department will identify prospective candidates on the basis of individual Capability matching with competency/Role profile and will conduct appropriate tests to select the most suited person. In case of internal search, Biman collects CVs from employee referrals.

4.10.2 The External Search

In short, external sources mean collecting CVs from outside. Biman collects lots of CVs from outside. Most of the times, Biman searches candidates from external sources. Recruitment from external sources will be through:

• Executive search- for Senior Managers and above positions.
• Advertisement- for managers and below positions.

In case of external search, Biman collects CVs from following sources:

• HR CV box.
• Advertisement.

Few ways of external sources are given below:

4.10.2.1 Advertisement

Biman uses print media to advertise the job vacancies. The Daily Star, the Ittefaq, the Prothom Alo and the Daily Shongram are some of the newspapers on which Biman gives advertisements.

4.10.2.2 Recruitment of Contractual & Others

This policy governs the appointment of individuals on Contract/Casual basis and through third party service providers. Prior to the employment process, the Division/Department concerned must obtain approval from the Managing Director. The manpower requisition must contain the job specification with justification of the need along with the period.

4.10.2.2 Contract Appointment

Jobs which are temporary in nature and is likely to be for a limited period or need is for a long term but cannot be hired on a permanent basis due to restrictions. Biman Bangladesh Airlines Limited hires employees at temporary/Contractual basis for 3 years. After being employed for 3 years, employees become permanent. Within these 3 years, employees may be fired because of any misconduct or poor performance.

The division/department concerned will initiate the recruitment in concert with HR. Upon   finalizing the recruitment and selection, HR will issue the formal appointment letter. Employees hired on contract must go for pre-employment medical test and subject to satisfactory result the incumbent will be allowed to join.

Standard terms and conditions similar to permanent employee especially adherence of code of business ethics, confidentiality and full time engagement clauses must be included.

If a contract employee is made permanent (based on performance/capability/headcount) the service length of that individual will be counted from the first day of the joining provided the contract period. Salary & benefits will be fixed on the incumbents’ educational and professional background. A contract employee will be entitled to same level of salary and benefits if he/she hired in a poison that already exists in the permanent payroll.

4.10.2.3 Recruitment for Internship

Internship is one of the parts of graduation for student. In case of Bachelor of Business Administration and Master of Business Administration, it is obligatory. For this reason Universities and students send CVs of students to Biman Bangladesh Airlines Ltd. for internship.

Recruitment of interns is almost similar to the recruitment of contractual. The candidates have to face the interview and if they get selected then they will be appointed as intern. The requisition for interns is send by the department head or the employee who need intern. When requisition comes, the Manager and Asst. Manager of Employment Section of Biman arranges informal interview.

4.10.2.4 Recruitment Sources at Diagram:

In this diagram, we can see that Biman recruits and selects most of the employees from external source.

4.10.2.5  Recruitment Based on Contract and Internship:

They can recruit 10 % employee from the Internship program if there is any kind of vacancy and rest of the amount recruit as a contractual employee.

4.10.2.6  Summary of required educational qualification of employee in Biman

Figure 9: Summary of required educational qualification of employee in Biman

4.11.1  Strengths:

• The experienced manpower that it is really a good strength of Biman to lead the market. This efficient manpower is mostly experienced in the field rather than the literary experts of present days. So, if Biman can utilize the potentiality of this force effectively it will be the emerging tiger of this arena.
• Being the National flag carrier, Biman bears the symbol of our independence and sovereignty which is definitely strength of the marketing of Biman.
• All of the departments of Biman Bangladesh Airlines Ltd. are at one building that is Balaka. This helps to take any important decision quickly.
• During work load, employees come to complete the task from other departments

4.11.2    Weaknesses:

• The main weakness of Biman is the miss management. The management of Biman could never work independently since the government owned the organization with having inevitable governmental influence in almost all sections and there is always pressure from outside to entertain personal interest.
• Governmental quota system makes Employment Section puzzled to recruit and select people.
• Biman Bangladesh Airlines Ltd. does not possess any Human Resource information System (HRIS) to recruit, select and make employee inventory. The entire database related jobs are done through Microsoft Excel.

4.11.3  Opportunities:

• Biman Bangladesh Airlines Ltd. is the most reputed airline in Bangladesh. That’s why; people want to do job at this organization. It can select properly eligible employees from many numbers of employees. For example, there were130 posts of Junior Traffic Assistance. After giving advertisement, 15,000 applications were received from candidates. After securitization, almost 12,000 applicants were selected to take the exam. So, Biman can choose proper persons from a great number of employees.
• Bangladesh government possesses most of the shares of Biman Bangladesh Airlines Ltd. For this, many people of Bangladesh prefer this job because of high security.

4.11.4  Threats:

• People have a negative notion toward Biman Bangladesh Airlines Ltd. Many people think that it is a place where a person can become millionaire through corruption. So, honest people can hardly be found during recruitment and selection

Talented persons from these generations always try to find a job which gives handsome salary with respectable position. In this case, Biman lags behind. Sometimes, eligible candidates do not want to do the job because of not giving higher salary and frequent promotion.

5.0   Findings of analysis

From the overall output from my study work it is clearly stated that the recruitment and selection process of Bangladesh Biman is so much effective. I have found in my study that there are several important things that need to focus on for better performances.

It has been pointing out some focusing area from the respondent’s view according to my objectives that shows below:

• Transitional form of HR Department: The Human Resource Department of Biman Bangladesh Airlines Limited is in transitional form because it was fully Bangladesh Government controlled organization previously and government had autonomy on this organization.

• Internal Policy: Biman has no obligatory policy to recruit and select from internal or external sources.

• Skilled Manpower: The employees of Employment Section are highly educated from IBA, AIUB, Dhaka University and Jahangirnagar University and skilled people who do all recruitment and selection related task proficiently.

• Proper coordination: To do the recruitment and selection task, there needs a proper coordination among various departments of HR. Biman has a proper coordination among Employment Section, Organization & Method Section, Personnel Section etc. Employees from other departments help Employment Section during heavy workloads.

• Lack of HRIS System: Biman is lagging behind in the IT Section compared to other multinational companies. The CMIS Department of Biman which is also known as IT Department has not still developed a HRIS system. That’s why, all of the recruitment and selection related tasks are done only through Microsoft Excel. Biman has not still launched on-line application system.

• Hard Copy Based Database: All of the information about employees which is known as employees’ inventory is in hard copies. It has no soft copy in computer. So if any information is need, they have to look at those hard copies. It kills their valuable times.

• Internal and External Request: Employees of Employment Section has to face lots of requests internally as well as externally to recruit and select. It annoys them greatly.

• Complexity in Recruitment & Selection Process: Government quota system and other rules and regulations have made recruitment and selection processes more complex.

• Huge Applications: When Biman gives any advertisements, thousands of applications can be got from labor market. It differs from job to job.
  

• Image of Biman: Some people has positive where others have negative attitude toward Biman Bangladesh Airlines Ltd because of its corruption and nepotism.

5.1     Recommendations

I have found some problems that are very significant and causing poor performances of this section as well as of the entire organization. Here I have recommended some scope that might lead to increase the effectiveness of Bangladesh Biman-

• A short-term training program can be arranged to the Managers and Assistant Managers of the different sections of HR to make them well acquainted with modern HR theories.
• To launch Human Resource Information System, a training program on HRIS can be arranged for the Manager of Employment Section or Deputy General Manager of HR. Later, they will give instructions to CMIS/IT employees to develop a program.
• A department of Regulatory Section can be launched to diminish any corruption and nepotism to improve the image of Biman Bangladesh Airlines so that honest eligible people can apply.
• To strengthen HR Department, an environment must be created where HR employees can work independently but honestly.
• Because of the quota system, many eligible candidates have to be ignored. In that case the Quota System can be relaxed somewhat.
• Biman Bangladesh Airlines Limited can take the help of third party to reduce workloads and time.
• Bureaucratic System makes any decision making process time consuming. To eliminate this system at Biman, few designations can be eliminated. Because of this, recruitment and selection process, many times, happens for long time.
• Important positions must be filled based in the eligibility from outside not based on nepotism or relationship.

• The Police Verification of selected employees should be more transparent.

5.2     Conclusion

Recruitment and selection is combined one of the most important issues for any organization. Recruitment and selection allows an organization to assess the vacancy and choose the best personnel who will lead the organization in future. Mainly, the precious resource for any organization is their knowledge based efficient workers. Biman always try to recruit and select the industrious and knowledgeable workers. It is a painstaking task for Biman. Because of having most of the shares of Bangladesh Government, Employment Section cannot recruit and select independently. But now the HR Department is stronger than before. If this development continues, Biman will have the most competent employees at every section.