Origin of the Report: The report “Recruitment and Selection Process of Southeast Bank Limited” was started by us under Rumana Parveen Crouse instructor of “Human Resource Management “(HRM 301). The study has been undertaken as a part of our course requirement. we have to write a formal report on a specific topic and our topic is “Recruitment and Selection Process of Southeast Bank Limited” We think this topic is interesting as we are making comparison between the theoretical recruitment and selection process and the recruitment and selection process of Southeast Bank Limited.

Objective of the Study: A sound study always has a predefined objective. One of the undisclosed but very true objectives of this study is to fulfill our course requirement – which is to have a complete term paper. Another objective of this report is just to give an overview about Southeast Bank Limited as one of the private banking organizations of our country and also its recruitment and selection process. But to be more specific on the subject matter, the objectives behind conducting this study were to find out answers to the following questions: Understanding the recruitment and selection process (To find out the recruitment and selection process of Southeast Bank (To make a comparison between the theoretical recruitment and selection process and the recruitment and selection process of Southeast Bank. Scope of the Report: This report will present the current scenario of Southeast Bank Limited and its recruitment and selection process. In this report we try to make a comparison between the theoretical recruitment and selection process and the recruitment and selection process of Southeast Bank Limited.

This report will not contain in-dept study from any other sources except from the employers of the company, web sites and some field works. Sources and Methods of Collecting Information: ? Primary Sources The report was largely involved in accumulation of information from the published materials like different books and official website of Southeast Bank Limited. ? Secondary Sources: The secondary data’s were collected by the filed survey and by taking interviews of the employers of the particular bank’s various branches.

The report that we are submitting, in our point of views we are mainly focusing on the recruitment and selection process of Southeast Bank Limited and try to make a comparison between the theoretical recruitment and selection process and the recruitment and selection process of Southeast Bank Limited Limitations of Preparing the Report: In preparing the report we had face several difficulties for gathering appropriate information and other related issues.

The concreteness of the information of the report depends on the accuracy of the information furnished by limited knowledge, skills, journals, web sites and from the field works as well. It would have been helpful for us to analyze the entire recruitment and selection process scenario if we could discuss the issues with a good number of employees of Southeast Bank Limited. In spite of assuring them, they were not that much free flower of their information. Time limitation and the busyness of the labs are also the part of our limitations.

Lack of information is the main limitation of our report. Despite these limitations we tried our best to collect necessary data and information that have been analyzed in the subsequent section. Background of Southeast Bank: Southeast Bank Limited is a scheduled commercial bank in the private sector established under the ambit of Bank Company Act, 1991 and incorporated as a Public Limited Company under Companies Act, 1994 on March 12, 1995. The Bank started commercial banking operations on May 25, 1995.

During this short span of time the Bank is successful in positioning itself as a progressive and dynamic financial institution in the country. The bank had been widely acclaimed by the business community, from small entrepreneurs to large traders and industrial conglomerates, including the top-rated corporate borrowers for its forward – looking business outlook and innovative financial solutions. Thus within this very short period of time it has been able to create an image and earn significant reputation in the country’s banking sector as a Bank with Vision.

Presently, it has 46 branches. Southeast Bank Limited has been licensed by the Government of Bangladesh as a Scheduled commercial bank in the private sector in pursuance of the policy of liberalization of banking and financial services and facilities in Bangladesh. In view of the above, the Bank within a period of 10 years of its operation achieved a remarkable success and met up capital adequacy requirement of Bangladesh Bank.. In 2001, the bank had 12 branches (all in urban areas) and 253 employees in various grades at the head office and branch levels.

It has been growing fast as one of the leaders of the new generation banks in the private sector in respect of business and profitability as it is evident from the financial statements for the last 10 years. The bank provides all kinds of commercial banking services to its customers. It offers deposit products like saving account, current account, STD, FDR. It offers commercial lending facilities which include Revolving L/C for the Import of Goods, Acceptance, and Bank Guarantee etc. as non-funded facilities. On the other hand the Bank offers Overdraft limit, LTR facility, Revolving LTR limit, Time Loan, Bill purchase etc. s funded facilities. In order to encourage the small and medium entrepreneurs the Bank provides credit facilities to the SMEs through its product: “Small & Medium Enterprise Credit Scheme”. Southeast bank also offer Islamic banking, credit cad facility, SMS banking, locker service, special saving scheme like monthly saving scheme, double benefit scheme etc and foreign currency product (RFCD, NFCD). It has been carrying out foreign exchange business since the inception. In 2000, the bank had correspondent relationships with 253 banks/bank offices in 50 countries.

Theoretical Recruitment process: Successful employment planning is designed to identify an organization’s human resource needs. Once these needs are known, an organization will want to meet them. The next step in staffing, then- assuming, of course, that demands for certain skills, knowledge, and abilities is greater than the current supply- is recruiting. The company must acquire the people necessary to ensure the continued operation of the organization. Recruiting is the process of discovering potential candidates for actual or anticipated organizational vacancies.

Or, from another perspective, it is a linking activity that brings together those with jobs to fill and those seeking jobs. Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies.

External recruitment is the process of attracting and selecting employees from outside the organization. Objective of recruitment: • Ensure precisely channeled selection of resources, to enable achievement of the company’s business goals. • To attract potential employees into the rolls of the company • To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing. Recruiting Goals: • Find a large diverse job –candidate pool • Help unqualified candidates self-select out of candidacy Recruiting sources: . Internal source: Larger employers tend to undertake their own in-house recruitment, using their human resources department. In-house recruiters may advertise job vacancies on their own websites, by transfaring , by gving promotion, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. [pic] 2. External sources: Sometime Larger employers tend to use External sources for searching applicants. External sources are advertisement, employment agencies, university, professional organization, Internet etc

Theoretical Selection Process: A selection process is composed of steps, each of which provides decision makers with information that will help hem predict whether an applicant will be a successful job performer. The selection follows eight steps beginning with the initial screening interview and end with the final employment decision. One way to find out the best applicant is to think of each step as a higher hurdle in a race. The applicant able to clear all the hurdles wins the race and the job offer. [pic] 1. Initial Screening: The first step in the selection process whereby job inquiries are sorted.

It is a two step procedure (I) screening inquiries and (II) screening by initial screening the HRM can eliminate some of the respondent based on the job description and job specification. It is an excellent opportunity for the HR department to describe the job in enough detail so that the candidates can consider if they are really serious about applying. 2. Completing The Application Form: once the initial screening is completed applicants are asked to complete the organization’s application form. Application obtains information the company wants. This may require only the applicant’s name, address, and phone number.

Some organization may want a more comprehensive employment profile. To obtain information about the applicant the organization may use two type of application form general application firm and weighted application form. Application requires a signature attested to the truthfulness of the information given and giving permission to check references. If at a later point the company find out the information is false it can justify immediate dismissal. 3. Employment Test: After completing the application form the organization select some applicants for employment test.

Organizations historically relied to a considerable extent on intelligence, aptitude, ability and interest test to provide major input to the selection process. Even handwriting analysis and honesty test have been used in attempts to learn more about the candidate and to make the selection process more effective. There are many way of employment test like performance simulation test, work sampling and assessment center. 4. Comprehensive Interview: applicants who pass the initial screening, application form and required tests typically receive a comprehensive interview.

Comprehensive interview is a selection device used to obtain in-depth information about a candidate. It is design to probe areas not easily addressed by the application form or tests such as assessing one’s motivation, values, abilities to work under pressure and ability to fit in with the organization. 5. Background Investigation: the next step in the process is to under take a background investigation of applicants who appear to offer potential as employees. Background investigation is the process of verifying information job candidates provide. 6.

Conditional Job Offer: After careful consideration of each candidate, the supervisor makes the final decision. Depending on type of work performed in the position, a job offer may be contingent on the results of a drug test, physical examination and/or criminal background check. 7. Medical or Physical Examination: the next to last step in the selection process may consist of having the applicant take a medical/physical examination. Medical/physical examination is an examination to determine an applicant’s physical fitness for essential job performance.

This examination can only be used as selection device to screen out individuals who are unable to physically comply with the requirement of the job. 8. Permanent Job Offer: Individuals who perform successfully in the preceding steps are now considered receive the employment offer. RECRUITMENT POLICY OF SOUTHEAST BANK LIMITED 1. Preamble: Human Resource management is of paramount importance for Bank Management. Bank’s physical resources, human resources and technology are to be combined into a productive system to achieve organizational goals.

Human resource recruitment involves evolving an appropriate planning process to move the Bank from its particular human resource position to desired human resource position and placement of right kind of people at the right place at the right time. 2. Recruitment Principle: All appointment/ recruitment in the Bank will be made by direct recruitment as per prescribed criteria or by promotion as per promotion policy approved and/ or amended/ updated by the competent authority from time to time. 3. General Rules of Recruitment: 1.

A panel of successful candidates will be prepared in order of merit for recruitment in the Bank and appointment letter will be issued from the panel after the approval of the competent authority serially from the beginning based on final evaluation on the basis of requirement of the Bank. 2. A candidate selected for appointment must be medically fit. Any physical or metal disorder will result in cancellation of his recruitment / appointment. 3. Each candidate shall have to mention two well placed / respectable persons as reference in his / her resume.

The confidential opinion of the referees about the character antecedents of the candidate shall be obtained. Besides, the management shall also try to gather information from other sources about the character and past records of the candidate. If any adverse report is thereby received, the appointment of the candidate, if done, shall be cancelled and he / she may be terminated without assigning any reason whatsoever. 3. Requirement for Recruitment: No person shall be appointed in the service of the Bank unless: 4. 1. The applicant is a citizen of Bangladesh.

Provided, however, that this may not be applicable in case of recruits abroad or in case where relaxation has been approved by the Board on consideration of special circumstances. 4. 2. A qualified medical practitioner acceptable to the Bank certifies that the applicant is physically and mentally fit for service in the Bank. 4. 3. The applicant has not been dismissed/ terminated from the service or his service has been dispensed with for any specific reason with his/ her former employer for financial irregularity or act of dishonesty/ fraud/ forgery.

Those lateral entrants who have been dismissed/ terminated from the service of their former employers after submission of their resignations with the intent to join Southeast Bank Limited shall, however, remain outside the purview of these sub-rules. 4. 4. The age limit of the applicant for fresh entry in the Bank should be within the age bracket of 18-30 years. For lateral entry, the maximum age limit will be 50 years. It will not, however, be applicable in case of contractual employment. 5.

Educational Qualification: Bank shall give priority to recruitment of self driven and result oriented graduates with good track record in academic history. In case of all lateral entry as an Officer/ Executive of the Bank, the job aspirant has to be at least a graduate having minimum 7 (seven) points in his/ her academic career. For fresh recruits, the education requirement shall be the following: (a) Management Trainee: 1. The applicant should be at least a MBA/MBM degree holder from a reputed educational institution with a minimum 10 points for MBA/MBM throughout the academic career with no 3rd division/ class in his/ her academic career. . Minimum CGPA 3. 00 or above from IBA/ NSU/ or any other reputed/ recognized/ local/ foreign University as may be deemed fit by the Bank Management from time to time. No 3rd division/ class in his/ her academic career shall be acceptable. (b) Probationary Officers: 1. The applicants should be at least a Master Degree/ BBA holder from a recognized educational institution with minimum 9 points. No III (third) Division/class shall be acceptable. (c) Trainee Officer: 1. The applicants having good academic background, family background, knowledgeable and well conversant, as well as smart, good looking with BBa/MBA/M.

Com. in finance and banking/ Accounting/ Management/Economics/Computer science having no 3rd Division/Class in the academic career. 2. The applicants who are Master Degree holder with Arts and Science background having at least 3 (three) First Division with no 3rd Division/Class in the academic attainment. (d) Trainee Junior Officer (General): 1. The applicants should be a Master Degree/ BBA holder from a recognized educational institution. 2. Minimum 8 points are required. (e) Trainee Junior Officer (System): 1. The applicants should be a Master Degree/ BBA holder from a recognized educational institution. . Minimum 8 points are required. 3. The candidates should have computer literacy. (f) Trainee Computer Officer: 1. Graduation with minimum 6 (six) points. 2. The candidates should have computer knowledge for PC operation. (g) Trainee Cash Officer: . Graduation with minimum 6(six) points. (h) Trainee Officer: Graduation with minimum 6(six) points. Confidential opinion of the referees acceptable to the bank about the Character antecedents of the candidate shall be obtained. The candidate has to provide a surely Bond of Tk. 1. 00lac to the bank. (i)Messenger: Minimum S. S. C (j) Bank Guard: 1.

Minimum class 8 pass with “Ansar” training or ex-Army, Police, BDR personal. 2. Age limit: 21-35 (k) Tea Boy/Clearer/Electrician/Sweeper (Casual): Class VIII (eight) pass. (l) Driver (Casual): 1. Driving license from appropriate government authority. 2. 5(five) years’ driving experience. 3. Class VIII (eight) pass. 4. Age limit 21-35 Probationary Officers/Management Trainee shall be recruited after taking a competitive written test to be conducted by IBA or any other organization equivalent to the standard of IBA followed by viva voce examination. Under no circumstances, Probationary Officers/Management Trainee shall be directly appointed.

Out of the existing employees who intend to appear before the recruitment process of the Probationary Officers/Management Trainee shall have to fulfill the criteria set for the Probationary Officers/Management Trainee. Their applications shall come to the Human Resources Division through proper channel. SELECTION PROCESS OF SOUTHEAST BANK GENERAL FLOW CHART OF SELECTION PROCEDURE Advertisement / submission of CVs at HRD, Head Office Sorting out of application Preparation of preliminary list Calling the selected applicants for the written test Holding written test Selection of eligible candidates for the Interview (VIVA-VOCE)

Calling the selected candidates for the Interview Conducting Interview Investigation of applicant details Preparation of desirable candidates’ list Final approval by the competent authority Physical fitness for employment Appointment and placement 1. Advertisement / submission of CVs at HRD, Head Office: The selection process of Southeast Bank starts with advertisement/ submission at CVs at HRD. To find out the best candidate the bank’s HR department may advertise job vacancies on their own websites, on internet or in newspaper. The bank require some specifie educational qualifications. Those are as follows: Examination division |SSC |HSC |Graduation / |BBA |Masters |MBA/MBM/Higher | |/class | | |Honors | | |professional degrees | | | | | | | |(CA, ICMA) | |1st |3 |3 |3 |3 |3 |3 | | | | | |(CGPA 3. 0 or above) | |(CGPA 3. 00 or above ) | |2nd |2 |2 |2 |2 |2 |2 | | | | | |(CGPA 2. 75 or above but| |(CGPA 2. 75 or above but less than | | | | | |less than 3. 00) | |3. 0) | |3rd |1 |1 |1 |1 |1 |1 | | | | | |(CGPA 2. 50 or above but| |(CGPA2. 50 or above but less than | | | | | |less than 2. 75) | |2. 75) | The interested candidate will then submit their CV to the HR department. 2. Sorting out of application: After finding the CVs the HRM will sort out the applications.

The HRM can eliminate some of the respondent based on the job description and job specification. 3. Preparation of preliminary list: In this stage the bank authority make a preliminary list of the applicants. Applicants who are in the preliminary list are selected for the next step. 4. Calling the selected applicants for the written test: selected applicants the called by the HR department for the written test. 6. Holding written test: Southeast Bank takes employment test after calling the selected applicants for the written test. The bank holding written test. The written test consists of some requirements.

Those are: • An external authority to be determined by the Bank shall hold written test for recruitment of Management Trainee (MT) and Probationary Officer. • According to the Grading/marking policy, each fresh candidate has to sit for a written test. • The subject matter of the test may be general Aptitude, General Knowledge, Arithmetic, English, Bengali or as will be determined by the External Authority. • Code numbers may be used to “ensure secrecy” and to avoid “undue persuasion”. • Qualification marks for viva-voce will be determined by the Bank Management. The total marks, of the written test will be determined by the external authority. 5. Selection of eligible candidates for the Interview (VIVA-VOCE): After holding the written test the HR department selects the eligible candidates for the interview. To be selected for the interview, the marketing system to be followed by competent authority or selection committee is as follows: a) Education 12 Marks (b) Interview Performance 20 Marks Total 32 Marks . Calling the selected candidates for the Interview: candidates who are selected in the previous stage get a call for interview. 8. Conducting Interview: Southeast Bank conduct an interview that will help them to know more about the candidates. The following marking system for interview shall be followed: 1) Dress, Physical Appearance, Personality, Confidence and Capability 5 2) Knowledge in related Field / Subject 5 3) General

Knowledge 5 4) Analytical Ability, Communication Skill and Potentiality 5 20 9. Investigation of applicant details: The next step in the process is to under take a background investigation of applicants who appear to offer potential as employees. Background investigation is the process of verifying information job candidates provide. 10. Preparation of desirable candidates’ list: After background investigation of the applicants the HR department prepares a list of desirable candidates. 1. Final approval by the competent authority: Southeast Bank after background investigation they make desirable candidates list and take the final approval by the competent authority. After completing those steps they take physical fitness examination. 12. Physical fitness for employment: the next to last step in the selection process may consist of having the applicant take a medical/physical examination. Medical/physical examination is an examination to determine an applicant’s physical fitness for essential job performance.

This examination can only be used as selection device to screen out individuals who are unable to physically comply with the requirement of the job. 13. Appointment and placement: The last step of selection process is job offer. Individual who perform successfully in the preceding steps are now considered eligible to receive the employment offer. And the bank will place the applicants to the right position. Comparison between the Theoretical and Southeast Bank’s Recruitment and Selection process In theoretical recruitment and selection process there are some requirements hich are followed and some which are not followed by Southeast Bank. We will discuss those issues here: According to theoretical recruitment process an organization must have some policies. This type of policies are followed by Southeast Bank, like; a panel of successful candidates will be prepared in order of merit for recruitment in the Bank and appointment letter will be issued from the panel after the approval of the competent authority serially from the beginning based on final evaluation on the basis of requirement of the Bank.

In theoretical recruitment process there are some requirements for recruitment like age limit, physical and mental fitness to serve the organization, educational qualification, should have job related knowledge etc. This Bank also has some requirements for recruitment, like; the applicant should be the citizen of Bangladesh, should have physical and mental fitness for servicing the Bank, the applicant should not be dismissed/ terminated from the service etc. In case of theoretical selection process the first step starts with initial screening.

By initial screening the organization can eliminate some of these respondents based on the job description. But the selection process of Southeast Bank starts with advertisement/ submission at CVs at HRD. Their initial screening process is divided into three parts including advertisement, sorting out at application, preparation or preliminary list. In theoretical selection process after initial screening every organization provide an application form. This specific employment form used to generate specific information that the organization wants. But Southeast Bank collects the information from previous form.

After initial screening they do not use any other application form. According to theoretical selection process organization historically relied to a considerable extent on intelligence, aptitude, ability and interest tests to provide major impute to the selection process. They take performance simulation tests, work sampling etc. That is employment test. Southeast Bank takes employment test after calling the selected applicants for the written test. The bank holding written test, selecting the eligible candidates for interview as employment test. Then calling the selected candidates for the interview.

After taking employment test the step in theoretical selecting process is comprehensive interview Southeast Bank also conduct an interview. Here employee are typically hired on their competencies and how likely they are to be successful performers. The next step in the process is background investigation. It is the process of verifying information job candidates provide. Also Southeast Bank makes an investigation of applicant detail. After background investigation there come medical examination in theoretical selection process where applicant’s physical fitness judged for essential job performance.

But in Southeast Bank after background investigation they make desirable candidates list and take the final approval by the competent authority. After completing those steps they take physical fitness examination. The last step of selection process is job offer. Individual who perform successfully in the preceding steps are now considered eligible to receive the employment offer. Also in Southeast Bank the last step of selection process is appointment and placement of appropriate applicant. Recommendation: After the study we make a recommendation that Southeast bank maintain an effective recruiting and selection process.

An effective recruiting process requires a significant pool of candidates to choose from and the more diversity within that group the better. A good recruiting program should attract the qualified and discourage the unqualified. Meeting this dual objective will minimize the cost of processing unqualified candidates. In Southeast Bank Human resource recruitment involves evolving an appropriate planning process to move the Bank from its particular human resource position to desired human resource position and placement of right kind of eople at the right place at the right time. Here we see can the reflection of setting the goal. In case of selection process of Southeast Bank, authority uses the selection process according to their organizational condition, requirement and performance. Here they may add some new facts in selection process like taking simulation test, performance test etc. Also they include some of their recruiting element in selection process which may include in recruitment process. It may help them to do their activities more effectively. .