Internship Report on Recruitment and Selection Process of Enam Labels Limited

Executive Summary 

The Internship Report “Recruitment and Selection Process of Enam Labels Limited” is originated as a partial requirement of BBA Program, Department of Business Administration, International Islamic University Chittagong, Dhaka Campus.

This report focuses 12 weeks working experiences at the head office Enam Labels Limited. This report will give a clear idea about the activities and operational strategies of Enam Labels Limited. This report contains five parts

The first part is focused on the Introduction, background, scope, limitations, methodology, data collection & processing method for the study.

The second part is focused on the overview of the Enam Labels Limited. It contains short profile of the Organization, The Organization’s History and activities.

The Third part is focused on the theoretical part of Human Resource Management and it’s Policies. It contains the basic idea about Human Resource, the basic function of human resource management, Recruitment & Selection process, training and Development process etc.

The fourth part is focused on the recruitment and selection process of Enam Labels Limited. It contains the recruitment & selection policy, steps, ways of sourcing, process of interview, process of inspection about the interviewee etc.

The fifth part of this report contains the Statistical Data Analysis, Findings on the basis of data collected through questionnaire.

The Sixth part contains recommendation and conclusion of this report.

A sample of questionnaire which is used in the report and references also have been attached with this report under The Seventh Part.

In Enam Labels Limited, the “Recruitment and Selection Process” are being followed for last year properly. Enam Labels Limited has its Human Resource Department who prepares a budget about the required manpower with the discussion with other departmental head. Based on the Manpower planning and approved budget Recruitment and Selection are being done as and when needed. Whenever required, concerned Department Head & HR Department jointly carried out the Selection process.

The Recruitment and Selection process of Enam Labels Limited is very much transparent in terms of selecting right people in right time and for the right job. For selecting a person, basic education qualification is a must while they also consider applicant’s experience, knowledge, capability and his/her future background.

Chapter One: Introduction

1.1 Statement of the problem

Human Resource Management is part of the organization that is concerned with the “people” dimension. HRM can be viewed in one of two ways. First, HRM is a staff, or support in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing organization’s goods and services. HRM is a function of every manager’s job. Whether or not one work in a “formal” HRM department, the facts remain that to effectively manage employees requires all managers to handle the activities.

Human Resource Planning helps determine the number and type of people an organization needs. Recruitment follows Human Resources Planning and goes hand in hand with the selection process by which organizations evaluate the suitability of the prospective Candidates for the job. Jon analysis and job design specify the tasks and duties of jobs and the qualifications expected from prospective job holders (Chart-1.1). The next logical step is to select the right number of people the right type to fill the jobs. Selection involves two broad groups of activities: (i) Recruitment and (ii) Selection.

Recruitment is the process of finding and attracting capable applicants for employment. Whereas Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.

An organization large or small, profit or service oriented, whether it is, the ultimate aim is to achieve organizational goal. This achievement can only be possible through skillful and effective management of manpower. Selection is a key component in the acquisition of human resources. Without a reliable and erective selection mechanism, a business can never flourish, especially in the present world of market economy, which is fiercely competitive. Usually after successful completion of recruitment, selection and induction process the new employee must be developed to better fit the job and the organization.

Enam Labels Ltd. is an International Joint Venture Company. Every year a lot of recruiting goes on in its Head Office. Enam Labels Ltd.  has an enriched and skilled Human Resource Division. HRD through definite and systematic recruitment and selection procedure selects & trains up its manpower for achieving its ultimate goal. This study is important because we may find out what are the methods Enam Labels Ltd. can adopt for recruitment and selection and some recommendations for their better effect in future.

1.2 Objective of the Study

The main objective of this study is to understand the process of recruitment and selection of Enam Labels Limited and its impact. To achieve the main objective this study highlights some specific objectives that can be the following manner:

#To focus on theoretical knowledge in the field of Human Resource Management.

# To analyze Human Resource Practices and examine the recruitment and selection procedure of Enam Labels Limited.

# To assess and evaluate the existing recruitment and selection procedure of  Enam Labels Limited with the standard

#To find out the shortcoming of existing recruitment and selection procedure of Enam Labels Limited.

# To summarize the recommendations of existing recruitment and selection procedure of HRD at Enam Labels Limited.

1.3 Methodology

Methodology refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, and collecting the facts or data, analyzing the facts and reaching certain conclusions either in the form of solutions towards the concerned problem or in certain generalizations for some theoretical formulation. It includes the process of gathering, recording and analyzing critical and relevant facts about any problem in any branch of human activity. It refers to critical searches into study and investigation of problem/ proposed course of action/hypothesis or a theory.

1.3.1 Sources of Data

The data and information of this report are collected from –

• Primary sources
• Secondary sources and
• Personal interview

Primary sources:

The data were collected through personal interview and discussion. Two sets of questionnaires were prepared to carry out the study. The subject matters of the questionnaire were related to the objectives. It will then circulate among the key personnel of Enam Labels Ltd.

Secondary sources:

Annual Report, Brochure, Job Description, Apollo Hospital, Bangladesh, Policy, Slandered Operating Procedure (SOP), Booklet, Published Materials, Training Materials and web side of Enam Labels Ltd.

Personal Interview:

The interview sessions were conducted with some Junior Officer, Senior Officer an HR Manager of the company.

1.3.2 Data Processing

The data processing l involved two important steps. The first step was to categorize and the second step to allocate individual answers to them. The set of coding frames covering all the information was abstracted from the questionnaires. The purpose of coding was to classify the answers to a question into meaningful categories, so as to bring out their essential pattern. Once the data is edited and coded, they would be put together in some kinds of one-way and two-way tables and some other forms after the statistical analysis are made.

1.3.3 Report Writing

The data were analyzed and prepared a descriptive report. The reports emphasized on all the related aspects in the perspective of the objectives of the Internship Report so that a clear picture by important indicators is presented with possible suggestions. The report was finalized after reviewing of the supervisor.

1.4 Limitations of the Study

It was a nice experience for me as an Intern at Enam Labels Limited. All the employee from top level to bottom level were very helpful.

Therefore I have faced some limitations for preparing this report. These are following –

# As an intern it was difficult for me collect information about the company’s internal policies.

# It was very difficult to collect the information from various personnel for their job constraint

# Since the officers and HR Manager had to respond to my questionnaire while they were busy were busy with their hectic work.

# Some of the officers were less interested to respond to my questionnaire

# Lack of availability of information and data, as in many cases updated data were not available

# To maintain company secrecy some information are not mentioned in this report

# Due to shortage of time it was not possible to pull all kind of information in this report

Chapter Two : Company  Overview

2.1 Company Profile of Enam Labels Ltd.

2.1.1 Company Name

Enam Labels Ltd.

Partner with

Labelon, UK

&

DPJH, Srilanka

2.1.2 Short History

Enam Labels Ltd. was established in the year of 1999. It is one of the leading 100% export oriented high quality garments Labels and printing items manufacturer and suppliers in Bangladesh. Company’s main aim is to produce world class standard labels and printing items to meet the requirements of our valued clients of Manufacturing units, Buying Houses, Foreign Buyers have liaison office in Bangladesh.

The motto of the organization is to offer most competitive price to our clients, maintain quality and ensure on time delivery. It is the trusted supplier of many Enam Labels Ltd known and reputed buying houses both local and foreign, factories, foreign buyers.

One of the major achievement of Enam Labels Ltd. is to have the Partnership with world renowned Manufacturer – Labelon, UK. Enam. Labels Ltd. has signed the MoU with Labelon, UK on the last 17 September 2010. Also achieved Partnership with DPJH on February 2011.

2.1.3 Board of Directors

Table : 2.1 : List of Board of Directors of Enam Labels Limited

2.1.4 Corporate Head Office

Enam Labels Ltd has its corporate office in the exclusive office premises named Simon Centre located at the heart of capital city, Gulshan-1, Dhaka. The corporate Head office is Enam Labels Ltd organized and equipped for coping up with the digital world. Some photo graphs of corporate head office of Enam Labels Ltd are following –

2.1.5 Factory

Location: The New Factory is located at 421/811, Mahona Joydevpur, Gazipur, Bangladesh. This location is just 35 km far from the capital city having 4 lanes wide road to go there. The communication is very easy.

Area of the factory: The new factory is located on 3.5 acrs area having 18000 sqft ground floor and 7000 sqft mezzanine. Also having 1600 sqft power generation and compressor building.

Expansion Scope: For further expansion the factory area contains huge unused space. Enam Labels Ltd has plan to expand the factory in other product line like Poly, Cartoon etc.

# Oeko-Rex Certification

2.1.7 Nominations & Brands

As recognition of the quality and services Enam Labels Ltd now has numbers of nominations:

2.1.8 Clients

Some major clients of Enam Labels Ltd are following

2.1.9 Production Management

Production process of Enam Labels Ltd is follows –

2.1.10 Product Lines

# All kind of Woven Labels (Polyester Taffeta Woven Labels, Satin Woven Labels  Facilities available: Cut Fold ( Heat Seal & Ultrasonic), End Fold , Center Fold, Mitre Fold, Manhattan Fold , Book Fold etc, Laser Die-Cutting, Starching & Adhesive Label.

# All kind of woven badges with back side interlined

# All kind of zipper pullers with padding inserted

# All kinds of Narrow Woven tapes (Polyester / Cotton): Twill Tapes, Elastic Tapes, Belt Tapes etc.

# All kinds of Smart Labels ( Security Tags, RFID Tags, UV Ink printing etc )

# All kinds of Paper printing (Hang Tag , Price Ticket , Photo inlay , Adhesive Stickers etc )

# All kinds of Barcode Printing ( Cudbear, AN -13, Code 128, PDF 417, OPT etc )

# Facilities available: Die-Cutting, Adhesive Sticker Printing etc.

2.3 Strengths of Enam Labels Ltd.

2.3.1 Technological support in the Factory

Enam Labels Ltd. has its own substation for having uninterrupted power supply in the factory. It also has a Network Tower to be connected globally with wireless Internet connection. [3 MBPS Internet Bandwidth; 1 MBPS data bandwidth with Corporate Office]

2.3.2 ERP Solutions

To cope with the fastest growing technological advanced world and to communicate globally within second for serving the customer, Enam Labels Ltd has ERP Solutions.

2.3.3 Globally recognized Certification

Enam Labels Ltd. has achieved some globally recognized certification. These are-

v  Oeko-Rex Certification: Enam Labels Ltd. has already achieved world wide recognized certification name Oeko-Tex Certification. The slogan is ‘CONFIDENCE IN TEXTILES – Tested for harmful substances according to Oeko-Tex Standard 100’.

v  FSC Certification: We have achieved the FSC certification

v  WRAP Certification: Enam Labels Ltd. have achieved WRAP certification

v  SEDEX Certification: Enam Labels Ltd. have achieved SEDEX certification

2.3.4 Complying with Local Labor Law

Enam Labels Ltd. is committed to comply the local labor law (Bangladesh Labor Law 2006) hundred percent in all areas like employment, employee rights, employee benefits, safety security etc.

2.3.5 Certification Complying the rules regulations of Compliance globally recognized

Enam Labels Ltd. has a global business network which is expanding rapidly. In this connection Enam Labels Ltd. is always committed to ensure the compliance related rules & regulation for smooth operations of the business as Enam Labels Ltd. as to keep the employee rights along with the rights of the society.

2.3.6 Quality Management System

Enam Labels Ltd. believes on Quality. It always tries to maintain the standard of quality at the highest possible extent. It tries to ensure quality from the raw materials to finished goods. It maintains quality in each and every steps of the production process. We have experts in quality. The total QMS of Enam Labels Ltd. can be shown by following chart –

2.3.7 Customer Care Management

Enam Labels Ltd. values customers. For ensuring 100% support to the customer it has competent and Enam Labels Ltd. organized Customer care department. Anyone can get any Information from any employee of customer care department.

2.3.8 Expert Human Resources

Our professional management team is qualified, experienced, dynamic and competent. We have renowned experts in different areas like production, market development, HR & OD from home and abroad.

 2.3.9 Employee Rights

Enam Labels Ltd. always tries to keep the employee rights at highest possible extent. They value the employees as partner of the organization.

 2.3.10 Corporate Social Responsibilities

Enam Labels Ltd. believes on Corporate Social Responsibility, they always try to do something for the development of the nation as Enam Labels Ltd..

2.4 Exclusive Machineries Enam Labels Ltd. 

Chapter Three : Theoretical Overview of HRM

3.1 Human Resource Management

Human Resource Management is the part of the organization that is concerned with the ‘people’ dimension. Human Resource Management deals with the people working in the organization.  It is a process of acquisition, development, motivation, and maintenance of human resources of an organization.

3.1.1 Definition of Human Resource Management

Human Resource Management is a management function that assists managers to recruit, select, train and develop members of an organization for achieving the goal effectively.

Many authors and specialists define HRM in many ways:

Dale Yoder has defined; Human Resource Management is the provision of leadership and direction of people in their working or employment relationship.

Ricky W. Griffin has defined; Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective work force.

According to Gray Dessler, The policies and practices one needs to carry out the ‘People’ or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising.

Prof. Ataur Rahman has defined Human Resource Management as a set of activities which include acquisition, development, motivation maintenance and utilization of manpower for the purpose of effective and timely achievement of organizational goals.

Finally, Human Resource Management is the set of activities reaching to procuring, developing, maintaining and utilizing a group of people for the proper functioning of organization activities and achievement of goals.
3.2 Characteristics of Human Resource Management

There are several features of Human Resources Management. These characteristics pinpoint the nature of human resource management starting from acquisition to utilization of human sources which are briefly discussed below:

# Development of well – conceived policy: The first feature of Human Resources Management is to develop a well-accepted policy for the organization. The purpose is to practice Human Resource Management activities in a better way.

# Development of harmonious or cordial relations: Development of harmonious relation is aimed to achieve goal, for the fulfillment of the functions. All barriers to cordial relations should be removed.

# Establishing a chain of command: Human Resource Management must establish a chain of command without which discipline cannot be maintained. These include unity of command, unity of direction and scalar chain.

# Awareness of own nature of services: This is the fourth characteristics of Human Resources Management. By creating awareness promotion policy can be established; training policy can be implemented and other policy can be made well understood.

# Must be good communicating and effective leader: Human Resource Management must communicate and give proper guidance to the employees. Thus company policies and decisions can be properly interpreted and practiced.

Finally, with these features and characteristics discussed above can pinpoint about the nature of Human Resource Management.

3.3 Importance of Human Resource Management  

There are some points of importance of Human Resource Management in the industrial organization. Importance of Human Resource Management can be explained with these points. If all these things are properly managed, we can say that there is an importance of Human Resource Management. However, these points are briefly discussed below:

# Policy formulation: Importance of Human Resource Management can be understood if it can formulate human resource policies properly. It is the wisdom of Human Resource Managers.

# Policy Execution: Efficient Human Resource Management executes all human resource policies in accordance with goals and objectives for the achievement of which these were formulated.

# Review of employee needs: Human Resources Management reviews employees needs hopes and aspirations time to time an regularly.

# Utilization of human resources: It’s a very tough function. Efficient human resource management can successfully utilize efforts and sincerities of employees. And thus, organization objectives can be achieved and all functions can be properly performed.

# Social welfare development: Employees are social beings. There have various needs and demands and deserve to be mitigated. Social welfare can enhance the involvement of employees which had to the satisfaction of top management.

# Effective trade unionism: Trade unionism industrial disputes, conflict and all other hazards can be handled appropriately and peacefully by efficient Human Resource Management.

# Overall development of organization: Ultimate, the overall development of an organization can be contributed by effective Human Resource Management because employees are properly utilized and managed by Human Resource Management.

3.4 Objectives of Human Resource Management 

Following of objectives are important which can be discussed in short. With the fulfillment of these objectives Human Resource Management can become successful:

# To help the organization reach its goals

# To develop efficiency and skills of employees

# To ensure effective utilization and maximum development of human resources

# To achieve and maintain high morale among employees

# To ensure respect for human beings. To identify and satisfy the needs of individuals

# To ensure reconciliation of individual goals with those of the organization

# To provide the organization with well-trained and well-motivated employees

# To increase to the fullest the employee’s job satisfaction and self-actualization

# To attract good people

# To enhance employee’s capabilities to perform the present job

# To develop overall personality of each employee in its multidimensional aspect

# For proper use of Human Resources

# Co-ordination among different sections of the organization

# To develop working conditions In the organization

# To be ethically and socially responsive to the needs of society

# To inculcate the sense of team spirit, team work and inter-team collaboration

3.5 Nature of Human Resource Management 

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

# It is pervasive in nature as it is present in all enterprises

# Its focus is on results rather than on rules

# It tries to help employees develop their potential fully

# It encourages employees to give their best to the organization

# It is all about people at work, both as individuals and groups

# It tries to put people on assigned jobs in order to produce good results

# It helps an organization meet its goals in the future by providing for competent and well-motivated employees

# It tries to build and maintain cordial relations between people working at various levels in the organization

# It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc

3.6 Principles of Human Resource Management 

A principle is a basic statement of truth explaining cause and effect relationship between two or more variables every subject is guided by its principles.

# Complete individual: Deal with people as complete individuals consider employee as a whole person.

# Worthwhile: Make people feel worthwhile and related. People are the most valuable asset of the organization.

# Social Capital: People ought to be considered as social capital capable of development.

# Growth opportunity: Provides opportunities for growth within the organization.

# Group interest: Group interest predominance over individual interests.

# Personal program: Enam Labels Limited the personnel program. It must be sold. This follows because employees will learn by themselves or others if management does not teach them.

3.7 Scope of Human Resource Management 

The scope of HRM is, indeed, very vast and wide. It includes all activities starting from manpower planning till employee leaves the organization. According, the scope of HRM consists of acquisition, development, maintenance/retention, and control of human resources in the organization.

3.8 Function of Human Resource Management 

The definition of HRM is based on what managers do. The function performed by managers is common to all organizations. The functions performed by the human resource management can broadly be classified into two categories:

v Managerial function

v Operative functions.

3.8.1 MANAGERIAL FUNCTIONS

Planning:  Planning is a predetermined course of actions.

Organizing: Organizing is a process by which the structure and allocation of jobs are determined.

Staffing: This is a process by which managers select, train, promote and retire their subordinates.

Directing/Leading: Directing is the process of activating group efforts to achieve desired goals.

Controlling: It is process of setting standards for performance, checking to see how actual performance compares with these set standards, and taking corrective actions as needed.

3.8.2 OPERATIVE FUNCTIONS

The operative, also called, service functions are those which are relevant to specific department. These functions vary from department to department to department depending on the nature of the department viewed from this standpoint, to ensuring right people to right jobs at right times. These functions include procurement, development, compensation, and maintenance functions of HRM

Procurement: It involves procuring the right kind of people in appropriate number to be placed in the organization. It consists of activities such as manpower planning, recruitment, selecting, and placement and induction orientation of new employees.

Development: Activities meant to improve the knowledge, skills, aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. Functions may comprise training to employees, executive training to develop managers, organization development to strike a better fit between organizational climate/culture and employee.

Compensation: Compensation function involves determination of wages and salaries matching with contribution made by employees to organizational goals. It consists of activities such as job evaluation, wage and salary administration bonus, incentives.

Maintenance: It is concerned with protecting and promoting employees while at work. For this purpose, various benefits such as housing, medical, educational, transport facilities, etc to the employees. Several social security measures such as provided fund, pension, gratuity, insurance, etc. are also arranged.

It is important to note that the managerial and operative functions of HRM are performed in conjunction with each other in an organization, be large or small organization.

3.9 Recruitment of Human Resources 

Human resources are the most valuable asset of a company. Previously the company owner treats its people as worker or employee. Now it has been changes. Modern management treats its people as resources. The company must acquire qualified and effective persons to ensure the continued operation of the organization. So, the success of any company almost depends on its human resources.

3.9.1 Definition of Recruitment

Recruitment is the process of accumulation of human resources for the vacant positions of the organization.

According to David A. DeCenzo and Stephen P. Robbins, “Recruitment is the process of discovering potential candidates for actual and anticipated organizational vacancies.”

Edwin B. Flippo has defined, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”

From the above definition we can say that, Recruitment is the process of finding and attraction capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants which new employees are selected. The quality of an organization’s human resources depends on the quality of its recruits.

3.9.2 Sources of Recruitment in Bangladesh

Generally there are five sources of recruitment in Bangladesh. These are as follows:

# Internal Sources: An excellent source of information is the current employee who may know someone who would be qualified and interested in the open position. This source of information is very low cost, yet can yield a number of good prospects.

# External Sources:

• Advertising
• Employment agencies
• Professional organizations
• Educational institutes
• Unsolicited or Casual applicants

# Employee referrals:

• Recommendation from the current employees
• Appropriate for hard to fill positions

# Alternative to recruitment:

•  Employee leasing
• Temporary help services  
• Independent contractors

# Cyberspace recruiting:

• www.bdjobs.com
• www.chakri.com
• www.jobsbangla.com
• www.prothom-alo.job.com
• www.jobstreet,com

3.10 Selection & Interview of Human Resources 

The second step of Recruitment and Selection Process is Selection. It is the process of choosing the suitable person among the total number of applicants.

3.10.1 Definition of Selection

M.J. Jucious has defined, “The selection procedure is the system of functions and devices adopted in a given company for purpose of ascertaining whether or not candidate process the qualifications called for by a specific job.

Dale Yoder has defined, “Selection is the process by which candidates for employment are divided into two classes those who will be offered employment and those who will not.

3.10.2 Inputs and challenges to HR Selection

The selection process relies on three helpful inputs. These are;

1. Job Analysis
2. Human Resources Plan
3. Recruits

The input job analysis yields the description of the jobs, the human specifications and the performance standards each job requires. Another input, HR plans identify likely job openings and allow selection to proceed in a logical & proactive manner. The last input, recruits form a pool of applicants from which employees are selected. Other challenges

to the selection process limit the actions of HR specialists and line managers. Thus selection process is influenced by these inputs challenges and HR activities (orientation, training, development, compensation, career planning etc.) are highly dependent on selection process.

3.10.4 Different types of Interview

#  Individual interview: Individual interview is one-to-one interviews between the applicants and the interviewer.

#  Group interview: There are two variation of group interview. One variation is to have applicants meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. Another major variation is to have two or more applicants be interviewed together by one or more interviewers.

#  Unstructured interviews: An unstructured interview allows employment specialists to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background.

#  Structured interviews: Structured, or directive, interviews rely on a predetermined set of questions. The questions are developed before the interview begins and are asked of every applicant.

#  Mixed interviews: Interviewers typically use a blend of structured and unstructured questions. The structured questions provide a base of information that allows comparisons between candidates; the unstructured questions make the interview more conversational and permit greater insights into the unique differences between applicants.

#  Behavioral interviewing: Behavioral interviewing focuses on a problem or a hypothetical situation that the applicant is asked to solve. Often these are hypothetical situations, and the applicant is asked what should be done. Both the answer and the approach are evaluated.

# Stress interviews: Stress interviews attempt to learn how the applicant will respond to job pressures. The interview consists of a series of harsh questions asked in rapid-fire succession and in an unfriendly manner. Since stressful situations are usually only part if the job, this technique should be used in connection with other interview formats. Even then negative reactions are likely among those who are not hired.

3.10.5 Tests Types for selecting candidate in Bangladesh context

In order to select people, following tests are conducted in different organizations both public and private in Bangladesh.

3.10.6 Induction, Placement and Follow-up

The final step in the selection process is the induction or placement of the accepted applicant on the job. It is the act of introducing a new employee to a job. In’ short, induction means introduction of new employee in the company. A good induction program has three parts:

1. Introductory information given informally or in-group sessions in the Human Recourse Department

2. Further information given by the new employee’s Supervisor in the Department about Departmental facilities and requires and

3. A follow-up interview several weeks after employee has been on the job.

3.10.7 Ten steps in the induction procedure:

# Greet the new employee cordially.

# Display personal interest in him.

# Review his/her terms of employment.

# Explain any additional privileges.

# Show him around.

# Explain the part he will play.

# Introduce him to his/her co-workers.

# Explain carefully his/her duties.

# Introduce him to persons who can assist or instruct.

# Follow up carefully.

Chapter Four : Recruitment and Selection Process of Enam Labels Ltd.

There are also some external sources of human resources recruitment uses by ENAM LABELS LIMITED. These are as follows:

• Advertisement in the Daily Newspaper – (The newspaper that are widely circulated)
• Employee agencies (Public agencies, Private employment agencies)
• Professional organizations (Account associations, Labor unions, Management associations)

Employee Referrals / Recommendation:

Recommendation from the current employees about any person.

4.1.3. Steps in Recruitment at Enam Labels Limited

There are various steps followed by Enam Labels Limited to recruit skilled and qualified employees for the achievement of objectives. The steps are as follows:

# Assessment of the job:

The following things are to be assessed for a job:

• Whether the work is difficult or not.
• Whether experience is required or not.
• What are the qualities needed for the work to be done?
• When the work will be started?

# Requisition of Recruitment:

The concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department. The Human Resources Department than complete its formality and return it to the concern department. Last of all the concern department submit the Recruitment Requisition Form to the Managing Director for approval. The new appointments must be according to the approved HR budget and must be approved by the Managing Director.

# Attracting application:

Enam Labels Limited always circulate the job vacancies by publishing advertisement in national newspapers. The newspapers that are widely circulated get preference for accomplishing this task. For circulating the publishing widely and effectively Enam Labels Limited chooses both Bangla and English dailies. The advertisement includes name of the position, nature of work, age limits, educational qualification, qualities and experience required for the job, job responsibilities and duties, expected salary, place of the job etc.     

# Receiving applications:

In the advertisement, potential and confident applicants are asked to submit their applications along with their resume, certificates and other necessary documents within a period of time. Then the HR department receives all the resumes submit by the applicants.

4.2 Selection and interview process of Enam Labels Limited  

Selection is the second steps of Recruitment and selection process. Selection is the process of choosing the best one among the number of applicants. OMIC Management typically followed a standard pattern, beginning with an initial screening, interview, presentation and concluding with the final employment decision.

The selection process of Enam Labels Limited is as follows:

# Initial screening interview

The first step in the selection process is the screening process. During the initial screening process the Human resource manager describes the job in detail so the candidates can consider seriously about applying. After that Enam Labels Limited HR Manager compiles the resume and curriculum vitae from the applicants. The applicants may come to the corporate office or he or she can post his or her documents by post.

# Employment tests

Employment tests are varies from job to job. Such as – for Marketing Executive recruitment the physical appearance or smartness get preference where for HR executive recruitment managing power gets priority.

4.2.1. Testing tools used by Enam Labels Limited

Many employment tests exist in Enam Labels Limited, but each type of test has only limited usefulness. Each type of test has a different purpose.

# Knowledge tests determine the information or knowledge of the applicants. Enam Labels Limited Management is able to demonstrate that the knowledge is needed to perform the job.

# Performance tests measure the activity of applicants to do the some part of the work for which they are to be hired.

# Psychological tests measure personality or temperament of the applicants. By conducting this test Enam Labels Limited C management wants to know about the applicant’s personality.

# Attitude and honesty tests are being used in the same circumstances to learn about the attitudes of applicants and employees toward a variety of job related subjects. Attitude tests are being used to assess attitudes about honesty and presumably on the job behavior. For finance department this test is sometimes applied by Enam Labels Limited management.

# Medical tests determine the physical fitness of the applicants. It measures whether the person is fit enough to do the job or not.

# Power point presentation measures the applicant’s communication skill and fluency in English.

4.2.2. Selection interview

Enam Labels Limited selection interview is a formal, in-depth conversation conducted to evaluate an applicant’s acceptability. The Management of Enam Labels Limited seeks to answers three broad questions: Can the applicant do the job? Will the applicant do the job? How does the applicant compare with others who are being considered for the job? Selection interviews are the most widely used selection technique. The popularity stems from their flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information. Interviewers learn about the applicant and the applicant learns about the employer.

4.2.3. Types of interview conduct by Enam Labels Limited

# Individual interview

The supervisor of the vacant position takes the interview. This time the interviewee only face one person. This is often called individual interview.

# Group interview

The applicants may meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. And sometimes two or more applicants are interviewed together by one or more interviewers. This is called group interview.

# Unstructured interviews

Enam Labels Limited management also applies the unstructured interview. This interview allows Enam Labels Limited interviewers to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background.

# Structured interviews

Sometimes management applies Structured, or directive, interviews rely on a predetermined set of questions. The questions are developed before the interview begins and are asked of every applicant.

 4.2.4  Verification of Reference and Educational background

All sorts of certificates are to be checked by the HR service manger in this stage. At least two references are needed in order to verify applicants. After verification the reference and certificates the next is begin.

4.2.5 Medical check up

The section process also includes a medical evaluation of the applicant before the hiring decision is made. Normally, the evaluation consists of a health checklist that asks the applicant to indicate health and accident information. All sorts of expenses in this regard are borne by Enam Labels Limited Management.

4.2.6 Supervisory interview 

The ultimate responsibility for a newly hired worker’s success falls to the worker’s immediate supervisor. The supervisor is often able to evaluate the applicant’s technical abilities. When supervisors make the final decision, the employment function provides a supervisor with the best prescreened applicants available. From those two or three applicants, the supervisor decides whom to hire.

 4.2.7 The final hiring decision

Regardless of whether the supervisor or the HR department makes the final hiring decision, hiring makes the end of the selection process, assuming that the candidate accepts the job offer. To maintain good public relations, Enam Labels Limited management notifies applicants who are not selected.

Chapter Five : Analysis and Findings

5.1 Percentage analysis and graphical presentation of some major findings through questionnaire 

Issue : 1

Level of choosing right person for the right place at Enam Labels Ltd.

Comments: 

Data for finding the level of choosing right person for the right place at Enam Labels Limited has been collected from the officer and above level employees. Here total number of respondent was 14. From graph we can see that 7 people (50%) feels

it is good, 5 people (36%) feels as satisfactory, 2 people (14%) feels as needs to improve. So we can say that, some department may getting some extra favor from HR department.

Issue : 2

Times of employee recruitment at Enam Labels Ltd.

Comments: Data for finding the times of employee recruitment at Enam Labels Limited has been collected from the officer and above level employees. Here total number of respondent was 14. From graph we can see that 10 people (71%) says when required, 4 people (29%) says as annually. But at when I worked there I have seen

Enam Labels Limited only recruit employees when they need.

Issue : 3

Chances of being promoted to the upper position of the exiting employee

Comments: Data for finding the levels of chances of being promoted to the upper position form the existing employee Enam Labels Limited has been collected from the manager and above level employees. Here total number of respondent was 14. From graph we can see that 37% says that it is 40-60%, 25% says that it is 80%, other 25% says that it is 20-40% and 13%

says that it is 60-80%. By analyzing these data we can say that most of the time employees for the upper level post are selected from external sources.

Issue : 4

Satisfaction level of recruitment process

 Comments: Data for finding the satisfaction levels of recruitment process at Enam Labels Limited has been collected from the offices and above level employees. Here total number of respondent was 14. From graph we can see

that moderate level is for 64%, 14% feels as Very high level, 22% feels as high level. By analyzing these data we can say that most of the employees neither satisfied nor dissatisfied but it seems some people got extra favor at the time of recruitment.

Issue : 5

Percentage of male and female employee in Enam Labels Ltd.

Comments: Data for finding the percentage levels of male and female employee at Enam Labels Limited has been collected from HR Department. From graph we can see that male are 60% and female are 40%. By analyzing these data we can say that Enam Labels Ltd not committed any discrimination about selecting male and

female employee.

5.2 Major Findings

The major findings in the recruitment and selection procedure of Enam Labels Limited that are justified in my view are:

# The recruitment process of Enam Labels Limited is mostly fair and transparent.

# Enam Labels Limited uses both Internal and external recruitment channels.

# The concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department. The Human Resources Department than complete its formality and return it to the concern department. Last of all the concern department submit the Recruitment Requisition Form to the Managing Director for approval. In order to attract the applicants an advertisement in the national newspaper is publishing. Then the HR Department collects the Resume or Curriculum Vitae and filed it.

# No discrimination against the applicant on the basis of sex, color, region, race, age, national origin or any other factor.

# The company always tries to find out the best people for recruiting.

# Enam Labels Ltd’s management always prefers the people who have already completed the Bachelor or Masters in any recognized public or private universities.

# A minimum requirement of two references is needed in order to verify the applicants. But if any one of the applicants applies any sorts of persuasive measure it will be treated as disqualification.

# It does arrange orientation program for the new employees.

# Enam Labels Limited recruitment circulation gives through of newspaper and website.

# Enam Labels Ltd’s management follows a standard procedure in the selection process.

# The Management always tries it best to find the best and suitable person for employment.

# Enam Labels Limited does type of the tests are as follows Knowledge tests, Performance tests, Psychological tests, Attitude and honesty tests ,Medical tests , Power point presentation.

# Enam Labels Ltd arrange  limitation amount of training for professional and personal development of the employee.

5.3 Drawback of Recruitment & Selection Process of Enam Labels Ltd.

Some drawbacks of Enam Lables Ltd are following:

# Enam Labels Ltd. never carry cultural behavior test, achievement test, aptitude test etc.

# In Enam Labels Limited the job applicants’ age is limited from 25 yrs to 32, management are not interested to hire people who are more than 32 years.

# Sometimes Enam Lables Ltd do not arrange orientation program for fresh employee

# Sometimes applicants who are referred by the top level management gets some more favor form the recruiting board.

Salary level for the entry level employee is not at satisfactory level comparing with others.

Chapter Six : Recommendation and Conclusion

6.1 Recommendation

Strive to make the important things measurable, not the measurable things important. Many HR professional believe their function has become more involved in business decisions, more strategically oriented and more effective as a business partner. The HR function is adding more and more value to modern organizations. The changing role of HR professional carries with it new responsibilities and challenges.

During my internship program in HRM at Enam Labels Limited, I found some deficiency (as mentioned in findings) in the present recruitment and selection procedures. For better recruitment and selection I do humbly recommend the following points:

# Enam Labels Limited’s Policy of taking one permanent employee’s (only according to manager) security bond for only casher appointment might be extended for posts that are financially sensitive.

# It also needs to carry cultural behavior test, achievement test, aptitude test etc.

# In Enam Labels Limited the job applicants’ age is limited from 25 yrs to 32 yrs who have the tendency to change their job frequently.

# Enam Labels Limited should arrange orientation program for all new employees. As a result new employees happen to know the organizational culture, values, mission, vision etc.

# Though Enam Labels Limited provides induction training before placing in job but I think they should provide some more training related with job.

# Some time it seems nepotism but they should avoid it for 100% fair and transparent recruitment.

6.2 Conclusion

This requires a sharp business focus from HR professionals and the delivery of high quality HR systems that are integrated into the organization strategy and operations. The study “Recruitment and Selection Procedure of Enam Labels Limited” under HR revealed that employees are the most valuable resources for the progress of the organization. For the development of these valuable resources there are many factors involved. In this regard “Recruitment and Selection Procedure” play the most important role. To increase the productivity of an organization effective & dynamic recruitment and selection procedure is essential. Enam Labels Limited practices a progressive recruitment and selection procedures. HR officers of Enam Labels Limited are now expected to work beyond the boundaries of contracts and policies to contribute directly to the operation and success of the business.