Introduction

The OCP Report titled as recruitment & selection process of NBL & SCBL is submitted in
practical requirement for the fulfillment of the Degree of Bachelor of Business Administration
(BBA) under the faculty of Business Studies of International Islamic University Chittagong (Dhaka
campus). OCP program is the systematic process of gathering, recording, analyzing and
presenting data about the subject that a student goes to learn on the program. The aim of this
OCP report is to connect practical knowledge with theoretical knowledge since everyone must be
expert in both theoretical and practical knowledge for the competitive world.
The report will mainly focus on how National Bank Limited & Standard Charterd Bank Limited is
performing their recruitment & selection process. The whole report is designed to get an idea
about how a bank meeting the challenges of effective staffing and selection process.
This OCP Report was carried out within a short span of time, but I have tried my best to provide
the most accurate and reliable information regarding my topic.
Objectives of the study
Broad objective:
To evaluate the Recruitment and selection process of NBL & SCBL.
Specific objectives

To know the Recruitment and selection process of NBL & SCBL.

To asses the present Recruitment and selection process.

To focus on strategic development process.

To assess the manpower selection process of NBL & SCBL.

To highlight the sources of Recruitment

To compare between the recruitment and selection process of NBL and SCBL.

To provide some recommendations to improve recruitment and selection process practicing in NBL
& SCBL.

Methodology of the Study

Types of data used:
This Report is qualitative in nature. In-depth interview of the Bank personnel, various official
documents are analyzed to collect the information. Personal interview was taken from the officials
of different wings of HRD.The study contains a huge amount of data and information that is
prepared according to both primary and secondary data.
Data collection: Source of data of this report had divided into two categories:
Primary Sources:

Face to Face conversation with the respective senior management of NBL & SCBL, both in HR
and other functional departments.

Interviewing other officers and staffs.

In-depth study of selected cases.

Sharing practical knowledge of officials.

Related files, books study provided by the officers concerned.

Secondary Sources:

Annual Report, Employee Record by HRD of NBL & SCBL.

Different published documents of National Bank Limited & Standard Chartered Bank.

Relevant books, Research papers, Newspapers and Journals relating human resources, article

relating employee training and welfare.

Website of NBL & SCB.

Other websites on Current HR Practices

Importance and scope of the report

1. This report will provide a value insight to student on the topic.
2. This report will help to get the practical knowledge in employee hiring in the organization.
3. The report will equip me for my future in H. R. M.
Limitations of the study

Organization did not disclose full information.

Data collected in this field are not sufficient.

It is impossible to properly complete this type of report, because information is not processed
through computer.

Printed data are not available for preparing the report.

It was very much costly to collect data.

Less analytical power

Non-cooperative behavior of some officials of the bank.

Historical Background:
National bank Ltd is the first and major private sector commercial bank in Bangladesh fully
owned by the Bangladeshi Entrepreneurs. The Bank started its operation from 23rdMarch 1983.
As a result of the collective effects of the some eminent bankers, of failure in playing due to role
in mobilizing small savings of the teeming millions and providing improved clients services to
them in our country, the Government gave right decision to allow establishing banks in private
sector. National Bank Limited was born as the first hundred percent Bangladeshi owned Bank in
the private sector. From the very inception it is the firm determination of National Bank Limited to
play a vital role in the national economy. It is determined to bring bank the long forgotten taste of
banking services and flavors. It wants to serve each one promptly and with a sense of dedication
and dignity.
NBL prudently and boldly faced the challenges of various adverse situations prevailing in the
post independence Bangladesh and has now established it self as one of the most successful
bank of the country. People in all regions can easily avail of the services of NBL through its 98

branches spread all over the country. Besides, the bank has been smoothly conducting its
overseas activities with utmost efficiency through its 358correspondents in 67 countries of the
world. NBL has drawing with 18 overseas exchange houses including the gulf overseas
exchange. In order to provide modern banking services to satisfy the demand of the country and
the people, all branches of the bank have been brought under computer network. It is able to
reach with lighting speed the hard-earned foreign exchanges of non-resident Bangladeshis to
their near and dear onset home through the world renewed Western union. The bank maintains
round the clock communication with the external world using the latest information technology
services of SWIFT and REUTERS. In order to give improved and risk free banking services to the
valuable clients, all arrangements for launching line banking are its final stage.
Since the very beginning the bank extended much emphasis on overseas operation and handled
a sizeable quantum of homebound foreign remittance. The Bank established extensive drawing
arrangement network with Banks and Exchange companies, located in important countries of the
world. Expatriates Bangladeshi wage earners residing in those countries can now easily remit
their hard earned money to the country with confidence safety and speed.
NBL has been able to create a special image at home and abroad by introducing
different banking products in accordance with the expectations requirements of people of the
country. NBL was the pioneer bank to allow back-to-back LC facility without any margin to the
entrepreneurs of garment industry during the Eighties, thereby helping the industry thrive to its
present position. This has not only contributed to enrich of the countrys foreign exchange
reserves, but also opened employment opportunities for a large numbers of labor force of the
country. As a pioneer in this sector, NBLs name will remain in golden letters.
NBL has been the pioneer in promoting readymade garment industries and still is the single
largest financier in this sector. In the early 80s when garment industry in Bangladesh was
experiencing a process of trial, the bank foresights the bright prospect of this sector and extend
finance to the deserving and promising entrepreneurs. It provided them with financial support
including market information and advice and today the garment sector constitutes about 66% of
the total export of the country.
NBL is the first bank to introduce international Master Card in Bangladesh, which has facilitated
the users to get benefit to different facilities in home and abroad. NBL is the first among private
sector banks, which has set an uncommon precedence of extending fully, supervised collateral
agriculture credit in the brained area of Rajshahi district to help small farmers to grow.
The wise directions and guidance of a prudent and versatile Board of directors and concerted
efforts of a team of well-qualified and professionally heightened executives and officials have

brought an extraordinary distinctiveness for the bank. Above two thousand dedicated executives,
offers and staffs working day and night to serve its customers satisfactorily. Through strong
commitment base, the bank has introduced new products like Credit card. E-cash. The popularity
of the bank has gained momentum with quick money transfer arrangement anywhere in world in
association with Western Unions U.S.A
Nature of Business:
The Bank engaged in all types of commercial Banking services within the stipulations laid down
by Bank Companies Act 1991 and directives as received from Bangladesh Bank from time to
time. The Bank within the stipulations laid down by Bank CompaniesAct-1991 and directives as
received from Bangladesh Bank from time to time provides all types of Commercial Banking
Services. Mainly National Bank Limited collects deposit from the people at lower rate and invests
the same to the people again at higher rate. And difference between lower rate of deposit and
higher rate of investment is the earnings of the Bank. National Bank Limited mainly invests in
industrial sector like short-term, middle term as well as long term for import of capital
machineries, establish new industry and working capital assistances with this Bank plays a
significant role in Bangladesh economy.
The function of the Bank mainly three categories:

General Banking

Credit and investment

Foreign Trade (Import, Export & Remittance)

Principles and values:

The National Bank Limited is committed to some core business principles:
1. Outstanding customer service.
2. Effective and efficient operations.
3. Strong capital and liquidity.
4. Prudent lending policy.
5. Strict expense discipline.
6. Loyal and committed employees who make lasting customer relationships and international
teamwork easier to achieve support the business principles.
7. National Bank Limited also operates according to certain key business values.
8. The highest personal standards of integrity at all levels.
9. Commitment to truth and fair dealing.
10. Hands-on management at all levels.
11. Commitment to quality and competence.
12. A minimum of bureaucracy.
13. Fast decisions and implementation
14. Putting the teams interests ahead of the individuals.
15. The appropriate delegation of authority with accountability.

16. Fair and objective employer.

17. A diverse team.

Mission
Efforts for expansion of our activities at home and abroad by adding new dimensions to our
banking services are being continued unabated. Alongside, we are also putting highest priority in
ensuring transparency, account ability, improved clientele service as well as to our commitment
to serve the society through which we want to get closer and closer to the people of all strata.
Winning an everlasting seat in the hearts of the people as a caring companion in uplifting the
national economic standard through continuous up gradation and diversification of our clientele
services in line with national and international requirements is the desired goal we want to reach.
Vision
Ensuring highest standard of clientele services through best application of latest information
technology, making due contribution to the national economy and establishing ourselves firmly at
home and abroad as a front ranking bank of the country are our cherished vision.
Objectives:
The objectives of National Bank are mentioned below:
1. Offering quick and improved clientele services through application of modern information
technology.
2. Playing an important role in the national progress by including improved banker-customer
relationship.
3. Ensuring highest possible dividend to the respected shareholders by making best use of their
equity.
4. Pushing the policy of nurturing balanced growth of the bank in all sectors
5. Consolidating our position in the competitive market by introducing innovating banking products.
6. Ensuring highest professional excellence for our workforce through enhancement of their work
efficiency, discipline and technological knowledge
7. Expanding the banks area of investment by taking part in syndicated large loan financing
8. Increasing finances to small and medium enterprise sector including agriculture and agro based
industries, thus making due contribution to the national economy.
9. Upholding the image of the bank at home and abroad by pushing dynamic and time befitting
banking activities.

10. Ensuring maintenance of capital adequacy and highest profit through successful
implementation of the Management Core Risk Program.
Business Ideology:
Alongside providing the best services to the clienteles, patronizing and taking part in social
development activities as well as making due contribution to growth of the national economy.
Organizational Strategy:

As the financial services industry is a very competitive industry, the main strategy of NBL is the
organic growth to build branches and strengthen their distribution network. They will continue to
invest and expand in Bangladesh as fast as local regulations allow.
The principle strategies are

People- Attract, retain and reward top performers.

Profitable Growth- Growing sales and increase the revenues.

Execution- Performing with skill and speed.

Credit Quality- Maintaining credit quality and understand the role in managing losses.

Customer Centered- Always providing exceptional customer service.

Ownership The performance and results should be owned.

Efficiency- Lowering the costs and wise use of resources.

Functions of National Bank Ltd:

Some general function of National Bank are given below1. To maintain all types of deposit Accounts.
2. To make investment
3. To conduct of reign exchange business.
4. To conduct other Banking services.
5. To conduct social welfare activities.
6. To work for continues business innovation and improvements
7. To bui1d up strong-based capita1ization of the country.
8. To ensure the best uses of its creativity, well disciplined, well manages and perfect growth.

Introduction
Standard Chartered Bank started its business in Bangladesh in 1948, opening its first branch in
the port city of Chittagong. The bank increasingly invested in people, technology and premises as
its business grew in relation to the countrys thriving economy. At present the bank has 6 offices
in Dhaka Chittagong and Sylhet, including the countrys only offshore banking unit inside the
Dhaka Export Processing Zone at Savar.
Extensive knowledge of the market and essential expertise in a wide range of financial services
underline our strength to build business opportunities for corporate and institutional clients at
home and abroad. Continuous upgrading of technology and control systems has enabled the
bank of offer new services, which include unique ATMs and Phone banking.
Standard Chartereds services in Bangladesh, ranges from Personal & Corporate Banking to
Institutional Banking, Treasury and Custodial services.
Recent Achievements
Extensive knowledge of the market and essential expertise in a wide range of financial services
underline our strength to build business opportunities for corporate and institutional clients at

home and abroad. Continuous upgrading of technology and control systems has enabled the
bank of offer new services, which include unique ATMs and Phone banking.

First commodity derivatives in Bangladesh and cotton hedge for the Group for Square Textiles

Standard Chartered services in Bangladesh, ranges from Personal & Corporate Banking to
Institutional Banking, Treasury

Record Call Account growth in RAJUK fund Ranked first among all collecting banks

Enhancement of Microfinance: BRAC, BURO, Shakti

First country to go live with IFRS compliant IMEX

Consumer Banking new asset product system e-Lending introduced

Rolled out RCMS on eBBS, first time in Group

Pioneer country in e-CDD rollout

Best Bank for Corporate Social Responsibility for 2006 by Bankers Forum

Best Retail Bank in Bangladesh award in The As Accountants

Best IT Use Award 2007 by Bangladesh Association of Software & Information Services (BASIS)

Best Employer of IBA Graduates in 2008 by IBA Alumni Association

Best Foreign Commercial Bank in Bangladesh by FianaceAsia in 2009 & 2010

Five Values of Standard Chartered Bank

Building trust can take forever. Losing takes only moments. Standard Chartered Bank has five
values and these values are key to their success. These value determine how the employees
achieve their goals, the way they work together and how it feels to be a part of Standard
Chartered Bank. In brief these values are:
Courageous: Being courageous is about confidently doing whats right. Often the task may seem
insurmountable but with courage and tenacity, the odds can be overcome. A truly courageous act
both inspires and builds character.
Responsive: How we response to our customer will influence their belief in our commitment to
them. A proactive response is often unexpected and more effective for that. It clearly
demonstrates

our

willingness

to

go

beyond

the

unexpected.

International: As a member of global village we view the world from the widest perspective. We
are all global citizens and the world is full of new opportunities and exciting possibilities. We also
deliver

world

class

products

and

services.

Creative: Creativity belongs to those of us who are excited by challenges and engage them in
fresh thinking and an open mind. Creative thinkers are not limited by convention but allow their
minds

to

soar

beyond

predictable

solutions.

Trustworthy: Trust is the foundation of every successful relationship. We trust because we

believe in the sincerity.
Mission of SCB

Standard Chartered Bank in Bangladesh operates with the same mission as the Group SCB
subscribes to worldwide. The bank in Bangladesh has the best and dedicated human resource in
the private sector banking. With an experience of 150 years, the bank has a surprising efficiency
in the operational areas. The bank has a mission to build and grow on its 150 years of experience
and the positive image that it has earned over the years. The underlying factor of its business
mission is manifested by its five values

Responsive

International

Trustworthy

Responsive and

Courageous

Vision of SCB
Their vision is leading the way by providing best customer services their brand promise is to be
the right partner.
Aim / objectives of SCB

Planning and control

Realization of organizational goals

Existing deployment, Creating and maintaining inventory

Adjust with the external environment.

Help organization to meet the goal through mission, vision, structure and objectives.

Ensure the right people in right place.

Reduce the labor costs, Utilize employee capabilities effectively

Establish employment equity goals.

To develop recruitment tools and strategies that attract and promote faculty and staff from diverse
groups who enhance the reputation and distinctiveness.
Recruitment
Human Resource Recruitment is defined ad any practice or activity carried on by the organization
with the primary purpose of identifying and attracting potential employees. The goal of an
organizational recruitment program is to ensure that the organization has a number of reasonably
qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs.
National Bank Limited recruits the most talented individuals from the external market to
supplement our internal pipeline of talent. Their Human Resources department provides guidance
on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates
are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where
in the region of 150 graduates are recruited each year on a management trainee program across
all businesses, functions and countries.
The present recruitment methods in National Bank Limited

In todays competitive business world it is very difficult to survive without highly qualified
manpower. It is obvious that successful recruitment and selection will be expensive and timeconsuming. But unsuccessful recruitment and selection can be a cause of the death of the
business. As an employer, National Bank also has certain practices and policies regarding
recruitment and selection, which are discussed here.
Strategic Approach to Recruiting
A strategic approach to recruiting becomes more important as labor markets shift and become
more competitive. An initial and National decision is whether recruiting will be done by HR staff or
other organizational employees or not. NATIONAL Bank follows the organizational based
approach for most of the recruiting activities. Selecting the source of recruitment, preparing and
placing the advertisements, all these are the responsibilities of the employees of HR department.
They handle all these activities except preparing and conducting the written test, which is
outsourced usually by the TeachersTrainingCollege. Outsourcing is a practice where the
organization uses an outside organization for certain services. Outsourcing is a logical choice
when the organization does not have expertise or it does not want to invest time and energy.
Recruitment Sources
Most employers combine the use of internal and external sources of recruitment. Organizations
that face a rapidly changing competitive environment and conditions may put emphasis on
external sources in addition to developing internal sources. Promoting from within the
organization is known as internal recruitment and hiring from outside the organization is known as
external recruitment. However, the HR department of National Bank emphasizes more on the
external recruitment sources rather than internal sources.
Internal Sources of Recruitment
Existing employees of an organization provide the internal sources. At National Bank, promotion,
transfer and job postings are sometimes used for recruiting people internally. Employee referral is
another source of internal recruitment which is not used in National Bank now.
Promotion
The most important source of filling vacancies from within is through promotions. Promotion
involves movement of employees from a lower level position to a higher level position
accompanied by changes in authority, duties, responsibilities, status and remuneration . In this
case, National Bank has some specific criteria for promoting an employee. If there is any vacancy
and then all those employees having all the qualifications of the senior level post apply for the
job. Obviously each employee can get this opportunity for higher status, remuneration, job
facilities with vital responsibilities through a formal interview.

Transfer
National Bank also practices this method of internal recruitment through transferring the
employees from one department to another without changing status and remuneration. As Khan
(2008) mentioned, transfer is a lateral movement within the same grade, from one job to another
without any change in remuneration. Generally, after 3 to 5 years, an employee is transferred
from one department to another. National Bank uses this transfer method for several reasons
such as,

To create motivation and to remove monotony from the job.

To keep an employee interested in his or her main responsibilities.

To secure its business operation by removing dishonest activity in a particular department.

To keep balance in a particular department by transferring experienced employees to another

department, when a department is filled by a greater number of new employees.

Job Posting
National Bank also utilizes the benefits of internal recruitment by posting the job internally.Job
posting is a system of providing notices of job openings and employees respond to by applyig.
When a new job position is created, HR department of National Bank informs the other
departments and branches through phone and sometimes by giving a formal letter.
External Sources of Recruitment
National Bank mostly utilizes the external sources of recruitment such as advertisements in
newspapers and websites. When an organization desires to communicate to the public that it has
a vacancy, advertisement is one of the most popular methods used (Khan, 2008). The media of
advertisement often depends on the type of the job. National Bank gives job advertisements only
in reputable daily newspapers. In the case of internet advertisements, National Bank does not
use any job board, even though job boards are getting popular increasingly among the
employers.
Newspaper Advertisement
To draw the right candidates, National Bank HR unit publishes their advertisement
for several positions in national daily newspapers, such as, Prothom Alo, Ittefaq, etc.
Website Advertisement
National Bank, like many employers has found its own website to be more effective
and efficient for recruiting employees. The job seekers are encouraged to e-mail their resume or
complete

online

applications

on

the

Nationalbanklimited.com
Recruitment and Selection Responsibility

website

of

National

Bank

that

is,

www.

To complete the responsibility of hiring human resources, National Bank HR unit has established
four recruitment and selection committees.
Committee-1: This committee consists of the Managing director, and board members who are
directors of National Bank. This committee is established nationally for recruiting or filling
positions for Managing director (M.D) and Deputy Managing Directors.
Committee-2: This committee consists of the General Managers, Managing director, members
from the ministry and Bangladesh Bank. This committee is established for recruiting or filling midlevel positions, such as General Manager (G.M), Deputy General Manager (D.G.M), Assistant
General Manager (A.G.M), Manager and Deputy Manager (D.M).
Committee-3: This committee consists of the General Manager, Managing director and particular
members from the ministry and Bangladesh Bank for recruiting entry- level positions, such as,
Assistant Manager, Officer, and Assistant officer.
Committee-4: This committee consists of the General Managers from all departments of National
Bank for recruiting applicants who come through internal references. This committee is inactive
now as applicants not allowed coming through internal references now
Recruitment process:
As stated earlier, recruitment is the process of location, identifying and attracting capable
applications for jobs available in an organization.
Accordingly the recruitment process comprises the following five steps:
1. Recruitment planning
2. Strategy development
3. searching
4. screening
5. Evaluation & control.

Recruitment planning
The first involved in the recruitment process is planning.Hire,planning involves to draft a
comprehensive job specification for the vacant position, outline its major & minor responsibilities,
the skills, experience and qualifications needed grade & level of pay, starting date ,whether
temporary or permanent,& mention of special condition, if any attached to the job to be filled.
Strategy development:
Once it is known how many with what qualification of candidates are required, the next step
involved in this regard is to device a suitable strategy for recruitment the candidates in the
organization. the strategic considerations to be considered many include issues like whether to
prepared the required candidates themselves or hire it from outside, what type of recruitment
method is to be used, what geographical area be considered, for searching the candidates, which

source of recruitment to be practiced, and what sequence of activities to be followed in recruiting

candidates in the bank.
Searching
These steps involved attracting job seeders to the bank. There are broadly two sources used to
attract candidates. These are:

Internal sources

External sources

Screening:
Through some view screening as the starting point of selection, we have considered it as an
integral part of recruitment. The reasons begin the selection process starts only after the
application have been screened and short listed. Applications are screened against the
qualifications, knowledge, skills, abilities, interest and experience mentioned in the job
specification. Those who qualify are straight way eliminated from the selection process. The
techniques used for screening candidates are very depending on the source of supply and
method used for recruiting. Preliminary applications, de-selections test and screening interviews
are common techniques used for screening the candidates.
Evaluation & control:
Given the considerable involved in the recruitment process, its evaluation and control is,
therefore, imperative. the cost generally incurred in a recruitment process include:

Salary of recruiters

Cost of time spent for preparing job analysis, advertisement, etc,

Administrative expenses

Cost of outsourcing or overtime while vacancies remain unfilled.

Cost incurred in recruiting a suitable candidate.

Philosophies of recruitment
In traditional philosophy of recruiting has been to get as many people to apply for a job as
possible. a large number of job seekers are waiting in queues would made the
final selection difficult, often resulting in wrong selection. Job dissatisfaction and employee
turnover are the consequences of this. A persuasive agreement can be made the matching the
needed of the bank to the needs of the applicants will enhance the effectiveness of the
recruitment process. the result will be workforce which is likely to stay with the organizations
longer and performs at the higher level of effectiveness.
Two approaches are available to bring about match. They are:

Realistic job preview (RJP)

Job compatibility questionnaire (JCQ)

Realistic job preview:

Realistic job preview provides complete job related information. both positive and negative to the
applicants. the information provided will help the job seekers to evaluate the compatibility among
the jobs and their personal ends before hiring the decisions are made.RJP can results in self
selection process-job applicant can decide where to attend the interviews and test for final
selection.RJP are more beneficial for bank hiring at entry level, when there are unemployment
.otherwise the approach may increase the cost of recruiting by increase the average time it takes
to fill each job.
Job compatibility questionnaire:
Job compatibility questionnaire was developing to determine whether the applicant performances
for work match the characteristics of the job. the JCQ is designed to collect the information on
accept of a job, which has bearing on employees performance,absentism,and turnover and job
atisfaction.the underlying assumption of the JCQ is that greater the compatibility between and the
job seeker, the greater he profitability of employee effectiveness and longer the tenure. The JCQ
is a 400 item job instrument that measure job factors. Which are related to performance,
satisfaction turnover and absenteeism. Items cover the following factors:

Task requirement

Physical environment

Customer characteristics

Peer characteristics

leader characteristics

compensation preference

task variety

physical demands

job autonomy and

Work schedule.

While placing an advertisement to reach to the potential candidates, the following three
points need to borne in mind:

To visualize the type of the applicant one is trying recruit; To write out a list of the advantages the
job will offer;

To decide where to run the advertisement, i.e., newspaper with local,

State, nation-wide and international reach or circulation.

SELECTION PROCESS
The Selection process of NBL is based on technical knowledge of the candidate. Main things
taken into consideration while selecting the candidate are: National qualification
Technical qualification
Job experience

 Specialized working area

ROLE OF SELECTION
The role of selection in an organizations effectiveness is crucial for at least, two reasons; first,
work performance depends on individuals. The best way to improve performance is to hire people
who have the competence and the willingness to work. Arguing from the employees viewpoint,
poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself
or herself in the wrong job) and de-motivating to the rest of the workforce. Effective selection,
therefore, assumes greater relevance.
Second, cost incurred in recruiting and hiring personnel speaks about volumes of the selection.
Costs of wrong selection are greater.
Selection for National Bank Limited
Until recently, the National hiring process was performed in a rather unplanned manner in many
organizations. In some companies, each department screened and hired its own employees. Not
any more. Selection is now centralized and is handled by the human resources department.
Ideally, a selection process involves mutual decision-making. The NBL decides whether or not to
make a job offer and how attractive the offer should be. The candidate decides whether or not
organization and the job offer fit his or her needs and goal. In reality, the selection process is
highly one-side. When the job market is extremely right, several candidates will be applying for a
position, and the bank will use a series of screening devices to hire the candidates it feels is most
suitable. When there is a shortage of qualified workers, or when the candidate is a highly
qualified executive or professional who is being sought after by several organizations, the NBL
will have to sweeten its offer and come to a quicker decision.
ELECTION PROCESS THEORY
Successful selection activities entail a lot of careful planning & careful thought. The
standard pattern of selection activities are of seven steps, which are given below:
National Bank Limited recruits employees on the basis of newspaper circulation & by online eapplication on National Bank Limiters web site. At the e-application section candidates are
obligatory to drop their CV & on the foundation of National Bank Limiters vacancy & precedence
candidates are required to follow their selection procedure as follows:
Step 1:
Completed application
The application form is given in the online and completely filled applications are carried forward
for the preliminary test (employment test).
Step 2:

Employment test
The Human Resource department mails the admit card to the applicants who have completed the
online application successfully via post card. The questionnaire of the test is based on
mathematics, English and the respective job questions. It is usually held on 100 marks. The
employment test typically holds in any government major educational center. Such as teachers
training college of Dhaka, etc.
Step 3:
Comprehensive interview
The applicants passed in the employment written test are called by the bank. They are mailed an
invitation for the viva-voce for their post. The applicants have to bring their original educational
certificates for producing the same before the interview committee. The certificates are tested
here with the application form information. And if any disparity is found the applicant is not
allowed confront the interview committee. The passed applicants are given conditional job offer.
For permanent job offer they have to pass background examination & medical test steps.
Step 4:
Background examination
The Human Resource Department scrutinizes the background of the applicant and tries to find
out all ins and outs of the respective applicant. The applicants are kept unknown about
the background enquiry source.
Step 5:
Medical test
The applicants are to go for a medical check-up to the authorized medical center by National
Bank Limited. National Bank Limited does not carry the medical fees. It is to be carried by the
applicant himself. The test report directly goes to the Human Resource Department and the
applicants are not permitted to see it.
Step 6:
Permanent job offer
If the 6th, Background examination, and the 7th
Medical test, steps are passed successfully, Human Resource Department of National Bank
Limited sends an Appointment as Probationary Officer letter.
At the amalgamation day, the applicants are bound to sign up a Letter of Undertaking for five
years continuous service to the bank from the date of confirmation. If he leaves before completion
of 5 years confirmed service or during the probation period he will have t refund to the bank 50%
of total salary and allowances draw to him.

Challenges faced by HR Manager

Working with people of different cultures

Managing workforce diversity

Helping employees balanced work life conflict

Up gradation of employees according to the environment

Cost cutting

Recruitment:
Before an organization can fill a job vacancy, it must find people who not only are qualified for the
position but also who want a job. Recruitment refers to organizational activities that influence the
number and type of applicants who apply for a job and whether the applicants accept the jobs if
offered. Thus recruitment is directly related to both human resource planning and selection.
Although it can be quite expensive, organizations have not always viewed recruitment as
systematically as other HR functions such as selection. During the coming years, however the
importance of recruitment will increase for many organizations for at least two reasons:

A majority of companies think that they will face shortage of employees who posses the necessary
skills for the jobs.

The downsizing and cost saving measures undertaken by many companies in recent years have
left recruitment budgets much smaller than before.

Thus recruiters will have to become acquainted with new and more cost-effective ways of
attracting qualified applicants. A process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organization so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.
Who are they recruiting?
1. Bright, young graduate or a postgraduate, who cannot wait to start his/ her career in the
financial services industry.
2. Consistent academic performer throughout his/her education.
3. Career-oriented person
4. Energetic, ambitious, innovative and business-oriented person.
Recruitment Criteria:

Standard Chartered Bank recruits the most talented individuals from the external market to
supplement their internal pipeline of talent. Their Human Resources department provides
guidance on the us of psychometric tests and has robust recruitment criteria to ensure that all
candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment
Program; where in the region of 150 graduates are recruited each year on management trainee
program across all businesses, functions and countries. .
Recruitment Process of SCBL
Standard Chartered Bank (SCB) is committed to have best possible stuff and to retain them
through continuous development. The organization believes in integrity and merit for its
employees who have the potential to enhance and utilizes their skills and knowledge. SCB fully
supports the philosophy of non-discrimination in employment.
Job Analysis
Jobs are the building blocks of the structure of any organization. Jobs can be sources of
Psychological stress and even mental stress and physical impairment. The process of
determining the tasks that make up a job and the skills, abilities, and responsibilities needed to
perform the job. Knowledge about jobs and their requirements are collected through a process
of job analysis. Simply stated, job analysis is a procedure for obtaining pertinent job
information
Job analysis consists of three distinct components, which are:

Job description

Job specification and

Job performance standards

So, Job Description + Job specification + Job Performance Standards = Job Analysis.
The new job description and job specification as well as job performance standard will increase
managements understanding and involvement in determining the level of responsibility attached
to each job. SCB always follow the HR procedures and thats why the organization analysis the
job carefully and this job analysis involves in the following steps:

Determine the use of job analysis information

Collect background information

Select the positions to be analyzed

Collect job analysis data

Review information with participants

Develop a job description and job specification

Sources of Recruitment
After job analysis the HRD recruit employees from two sources and within this sources the best
Individuals are selected for employee testing and selection process.

(A) External Sources

Personal applications

New / Fresh graduate from famous educational institution

Internee Employees ( In case of Outstanding Performance)

Newspaper ads

Internet

(B) Internal Sources

Transfers

Promotions

Employee

Recommendation

Retrained employee

Methods of Recruitment in Standard Chartered Bank Limited

Internal Methods:

1.

JOB POSTING

2.

SKILLS INVENTORY

3.

JOB BIDDING

4.
REFERRALS
External Methods:
1.

SCHOOL AND COLLEGE RECRUTING

2.

ADVERTISING

3.

PRIVATE EMPLOYMENT AGENCIES

4.

INTERNET & WWW

Internal recruiting methods

Job posting
Many positions can be filled as a result of posting the job opening on the bulletin boards,
announcing the opening in a company newsletter or posting announcement on the companys
intranet. A job posting procedure enables employees to strive for a better position within the
company. Notices of important openings should include all-important information about the job.
Some firms have turned to computers to make their job posting more fruitful. All employees who
wish to participate to complete questionnaires about themselves, which include items concerning
relocation willingness and preferences as well as training and educational backgrounds. A few
skills are selected out of the total that best represent their functional skills. When a position needs
to be filled the requirements are matched and candidates selected. Although positing jobs can be
an efficient method of recruiting, number of problems has been associated. Example it can lead
to personal bias and stiff competition.
Skills inventory

Another recruiting method is the use of skill inventories. Essentially a skills inventory includes a
list of employee names, their education, training, present position, work experience, relevant job
skills and abilities and other qualifications. The organization can search through the company skill
inventory to identify potential candidates for the position opening.
Job bidding
These procedures typically specify that all jobs covered by the agreement must be fitted by
qualified applicants from within the bargaining unit. Those interested in the vacancy bid for the job
by applying if they are qualified. The individual fills the position with the highest seniority from
among the qualified applicants. In some cases applicants take competitive examinations.
However only current employees are eligible. Using a job bidding system is normally very easy.
However it can present some difficulties.
Referrals
An excellent source of information is current employees who may know someone who would be
qualified and interested in the open position. To entice employees to make job referrals, some
companies offer a referral bonus. People tend to associate with people like themselves, if the
employee fits the organization, chances are his or her referrals will be good. Employees, whose
referrals are hired, are often willing to serve as a mentor to ensure their referrals succeed in the
company.
External Recruiting Methods
School and college recruiting
Recruiting at high school or vocational schools is often a strategic approach adopted by
organizations with position openings at the entry level or internal training programs. Recruiting at
the college level serves as a major source for acquiring managerial, professional and technical
skills. The gap that exists between the skills that organization will need over the next several
years and those currently possessed by potential employees is growing. The number of jobs
requiring a college degree is on the increase. Unfortunately for the organization its a very time
consuming and expensive exercise. But pressures from the external environment will continue to
force organizations to be highly visible and active in this kind of recruiting. In college recruiting the
organization sends an employee usually called a recruiter, to campus interview candidates and
describes the organization to them. Coinciding with the visit, brochures and other literature about
the organization are often distributed. The organization also runs ads to attract the candidates. In
the typical procedure, those seeking employment register at the college placement service. This
placement service is a labor market exchange providing opportunities for students and employers
to meet and discuss potential hiring. Preliminary interview with employers is done. Students are

given detailed influence about the job and the profile. Salaries are negotiated. The expenses are
borne by the organization. Many of the changes are designed to reduce overall recruiting costs
while maintaining a strong applicants flow into the organization. The trend seems to be for an
organization to develop a stronger, ongoing relationship with a relatively select number of
schools.
Advertising
Advertising job openings in newspapers, magazines, newsletters and other media sources is a
relatively inexpensive recruiting mechanism. Advertising is useful for filling open position quickly.
Advertising usually does not target a specific audience. Specified defined advertisements will
attract qualified applicants, dissuade unqualified ones from applying and make the recruitment
process more efficient.
Private employment agencies
Private employment agencies vary considerably in size and effectiveness as good sources of
employee and must be chosen carefully by employers and job seeking alike. A preliminary
interview is conducted for the applicants. Unfortunately some agencies are more concerned with
placing employees quickly than in effecting a good match between the employee and the
organization. The discrepancy can be reduced if the HR managers give detailed and specific
requirements.
The internet and the WWW
One of the fastest growing recruitment methods is the internet and the WWW.Companies who
does use the internet as a recruiting source appears to be happy with the process and the
results. It allows access to broader set of people and hence broader setoff expertise and skills. It
is also faster and convenient. However it may not be accessible to all.
Alternatives to recruitment
Another strategic business decision can be made is not to recruit. Instead they can rely on
alternative staffing options.
Common alternative staffing options

Traditional temporary help

A potential employee is recruited, tested, screened and employed by a temporary staffing

agency. They assign qualified individuals to work at a clients site, generally to support or
supplement the current work force.

Long term temporary assignments

It is becoming increasing popular for an organization to staff part of its work force with temporary
workers on an ongoing basis. These individuals are not considered short-term replacements, but
more a part of the regular work force.

Part time employees

Workers who work less than 40 hours a week are considered part time employees. They can be
organizations pay roll or assigned via a temporary agency.

Employee leasing

A Company will transfer some of its employees to a leasing firm. The leasing firm then leases
back the workers to perform the same job they did for the Client Company. However the leasing
firm is now responsible for cost and work associated with the typical HR functions such as
Payroll, benefits and recordkeeping.

Independent contractors

Independent contractors are self-employed individuals who market a specific skill they posses to
a variety of companies. A Company will hire them for a specific project or contract. Payment is
usually based on the time and effort the individuals put forth on the project and expenses are
frequently reimbursed
Selection
: Standard Chartered selects employee based on knowledge, skills and talent. They are
committed to providing equality of opportunity to all employees, regardless of gender, race,
nationality, age, disability, ethnic origin, or marital status. They are committed not jus to providing
equality of opportunity to all employee, but also identifying what unique strengths each individual
brings to the roles they carry out and the development of these strengths.
The Process of Selection

Conducting a well structured and effective selection

interview

Making hiring decision

Reference checking

Making the offer

Key Elements of an Effective Selection Interview

interviewing principles

The do and donts of the interviewer

The structure of the interview

The interviewer competencies

Identifying issues to be avoided such as questions

Relating to discrimination

The Selection Interview

Preparing for the interview

Physical preparation

Interviewers preparation

Conducting the interview

Opening and structuring

Building rapport

Gathering essential information by asking

appropriate questions

Telling information that candidate would value

Closing

Assessing the interview

Evaluating and making the selection decision

Competency Based Selection

The objectives and the benefits

The approach and the questions to be asked in

getting meaningful information for validation and

evaluation

Comparison between SCBL and NBL (Recruitment and selection process)

Comparison between banks
Contents

SCBL

NBL

Internal recruiting methods:

1.Encourage Job posting

yes

No
2.Referralsyesno
3. Skills inventoryyesyes4.Job biddingyesnoExternal recruiting methods:
1. use of job boards
(bdjobs.com; prothomalojobs.net ;)
yes
no2.More emphasize on external recruitmentno

yes3.Others external recruitment(campus

recruiting; job fair)yesno4.Job specification & job description are well definedyesno5.Call the
applicantsyesno6.Contact point verificationyesno7.Applicants are to go for a medical test
no

yes
Findings of National Bank Limited
National Bank Limited should sorts the best according to the CGPA obtained and the university
ranking at the initial screening step.
National Bank Limited does not call the applicants. They only mail the invitation cards..
The conditional job offer obtainers go for the medical test where the cost is borne by the
applicant.
The 5 years bond for is a great impediment for many of best applicants. They do not to stick
themselves into any bounding.
In case of recruitment, National Bank gives more emphasize on external recruitment. External
recruitment is expensive and time consuming
National Bank discourages the employee referral source for recruitment. Some studies have
found that new workers recruited through current employee referrals have longer tenure with
organizations than those from other recruiting sources. Beside a large pool of qualified applicants
can be generated at a lower cost
National Bank does not use the job boards for recruitments. Job boards are the websites which
provide places for the employers to post jobs or search for candidates. Now lots of large
employers in Bangladesh are using job boards, such as, bdjobs.com, prothom-alojobs.net, etc.
There are lots of other external recruitment sources rather than newspaper and internet
advertisements, which National Bank does not consider for attracting candidates. Thus National
Bank is not fully utilizing the benefits of external recruitment. Campus recruiting, job fairs,
employment agencies are such external recruitment sources which can be very effective in terms
of Bangladesh.
Findings of Standard Chartered Bank Limited
Bank follow manpower planning in a very systematic way but being systematic they have to
follow various steps & it is found to be very time consuming.

Bank has been successful in removing the surplus manpower.

Job specification and job description are well defined to all employees and they know what is
expected of them. Everything is.

There is no fix percentage of employees that are to be recruited for each source every year.
Representation of candidates belonging to minority class communities is included in the
selection committee, taking care of interest of minorities

Recommendations of National Bank Limited

Based on the above study I have some points to focus which will help the bank to improve the
efficiency as well as the quality of work. The points are as follows:

National Bank Limited can perform initial screening step in their selection process because itll
save time for the organization to select the best suitable applicant.
National Bank Limited should sorts the best according to the CGPA obtained and the university
ranking at the initial screening step.
National Bank Limited does not call the applicants. They only mail the invitation cards.
Sometimes mailing needs more time in our country. So they should start Call the Applicants
system along with mailing the invitation cards.
The conditional job offer obtainers go for the medical test where the cost is borne by the
applicant. But it should be borne by the bank so that it can increase the banks reputation.
The 5 years bond for is a great impediment for many of best applicants. They do not to stick
themselves into any bounding. So the bank should lessen the time period of bonding or call off
the bond signing.
Management should set properly planning for its operations of each and every work for the whole
bank as well as branches of NBL.
Management must design the job on priority basis.
Its necessary to assign required qualified manpower for every job.

Employees should be involved in decisions affecting them

Total quality approach should be used

Creation of enhanced performance appraisal system

Job rotation and job enrichment for employees

Improve communication skills

Aggressive marketing strategy in banking

Institutionalization of HRM

Research and development facilities must be improved

New Talent/ professionals should be hired

To increase the employee retention, National Bank can use employee referral for recruitment

Using more external sources, such as, job boards, campus recruiting, job fairs, and employment
agencies will provide National Bank with a wider range of options for selection.
Adapting more selection tests, such as, personality, honesty/integrity tests beside the ability test
will help National Bank to select the candidates who are not only fit for the job but also fit for the
organization
Recommendations of Standard Chartered Bank Limited
Standard Chartered Bank should continue using redeployment, retrenchment and instruments
like VRS in order to reduce effectively its staff in areas of surplus.

Recruitment activities in Standard Chartered Bank could be combined with other such PSUs for
the purpose of cutting on advertisement costs and cost involved in holding of interviews plus
outside help could taken for organizing interviews.
Summer trainees should be allowed to avail various welfare facilities like travel free in company
buses, subsidized food etc. so as to attract them to apply for job in Standard Chartered Bank.
The internal candidates though given relaxation during the selection procedure are not given
preference over external candidates since Standard Chartered Bank adopts50:50 formula. I think
it should get away with this formula and encourage the present employees to opt for higher levels
within Standard Chartered Bank.
Although Compensation has not been analyzed in this research to find out whether it had any
significant relation with perceived organizational performance, it seemed to be another important
factor for Standard Chartered Bank, as per personal interviews. Overall not a single respondent
of the interviews had a negative view on questions regarding compensation. This could be
because they believed that compensation played a strong role in improving the organizational
performance. Therefore, Standard Chartered Bank should put focus on it and try to give precise
remuneration to each level employee.
Conclusion
Recruitment and selection are getting very much importance these days in the banking sector. It
is very critical thing to evaluate the human resources. It is a systematic procedure that involves
many activities. The process includes the step like HR planning attracting applicant and
screening them. It is very important activity as it provides right people in right place at right time. It
is not an easy task as banks future is depends on this activity. If suitable employees are selected
which are beneficial to the bank it is at safe side but if decision goes wrong it can be dangerous
to the bank. So it is an activity for which HR department gets very much importance. Recruitment
and selection procedure and its policies changed as per the banking activities. Its importance
also gets changed as the banks changed.
Finally, reviewing the current recruitment and selection polices will lead to a competent future for
National Bank as the objective of recruitment and selection is to pick up the right candidates who
meet the requirements of the job and the organization best. Any mismatch in this regard can cost
an organization a great deal of money, time and energy, which will ultimately affect the employee
retention and organizational performance.
Effective recruitment is important in achieving high organizational performance and minimizing
labor turnover. As of now
resource

which

is

Standard Chartered Bank Limited has a team of effective human

efficiently

managing

the

organization

at

its

best.

Though

the

recruitment process adopted by the organization needs to be improved, challenges are ahead for
the HR Department to recruit people after the effect of recession. In the present competitive &
dynamic environment, it has become essential for organization to build and sustainable.