Recruitment and Selection Process

An Internship Report on
Recruitment and Selection Process
of
EXIM Bank Limited

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

An Internship Report
On

Recruitment and Selection Process of

EXIM Bank Limited

Submitted to
Mr. Jabir Al Mursalin
Assistant Professor
BRAC Business School

Submitted By
Mahmuda Asrafi
ID:12264078
Program: MBA, Major: HRM

Date of Submission: 12 August 2015

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

Table of Contents
S.L No.

Topic Name

Page
No.

Letter of Transmittal
Acknowledgement
Executive Summary
1.1
1.2
1.3

1.4
1.5
1.6
2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
2.9
2.10
2.11
2.12
2.13
2.14
3.1
3.2
3.3
3.4
4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
4.10
Mahmuda Asrafi
ID:12264078

Chapter 1: Introduction
Introduction
Origin of the Study
Objectives of the Study
1.3.1
Broad Objectives
1.3.2
Specific Objectives
Scope of the Study
Methodology of the Study
Limitations of the study
Chapter 2: Profile of EXIM bank Ltd.
Background
Corporate Information
Objectives of EXIM Bank Ltd
Corporate Slogan
Mission and Vision of EXIM Bank Ltd
Human Resource Practice in EXIM Bank Ltd
Corporate Culture of EXIM Bank Ltd
Mode of Bank
Functions of EXIM Bank Ltd
Conversion into Islamic Bank
Social Commitment of EXIM Bank Ltd
Organogram of EXIM Bank Ltd
Branch Information of EXIM Bank Ltd
SWOT Analysis
Chapter 3: Internship Experience
Internship Activity
Job Description & Responsibilities at EXIM Bank Ltd
Learning Outcome
Personal Recommendations
Chapter 4: Recruitment & Selection Process
Introduction
Historical Background of HRD in EXIM Bank Ltd
Responsibility of HR Management
Organogram of Human Resource Division
Activities of Human Resource Division
Definitions of Recruitment
Recruitment philosophy of EXIM BANK
Types of Recruitment
Mode of Employment
Recruitment Sources

1
2
3
3
3
4
4
5,6
7
8
8,9
10
10
10,11
11
11
12
12
13
13
14,15
16
17
18
19
19
19,20
20
21
22
22-25
26,27
27
28-32
32
33
33
33
34

Recruitment and Selection Process

4.11

4.12

4.13
4.14

4.15

5.1

5.2
5.3
5.4
6.1

Mahmuda Asrafi
ID:12264078

Requirement for all Employees

Minimum Requirement for Management Trainee
4.11.1
Officer/Trainee Officer
Basis to be followed for Calculation of Academic
4.11.2
Qualification
4.11.3
Computer Literacy
4.11.4
Grading/Marking
4.11.5
Mode of Recruitment
4.11.6
Recruitment of the Senior Executives or Officials
Criteria for Recruitment of Executive/Officers as Lateral
4.11.7
Entries
Recruitment Process of EXIM Bank Ltd
4.12.1
Forms of Recruitment
4.12.2
Recruitment Planning
4.12.3
Strategy Development
4.12.4
Application Searching
4.12.5
Communication Message
4.12.6
Communication Medium
4.12.7
Advertisement Guideline
4.12.8
Director Referrals
Definition of Selection
Selection Process of EXIM Bank Ltd
4.14.1
Initial Screening
4.14.2
Written Employment Test
4.14.3
Work Sample Test
4.14.4
Interview
4.14.5
Salary Negotiation
4.14.6
Job Offer
4.14.7
Background Investigation
4.14.8
Pre-Joining Documentation
4.14.9
Provision Period
Intern Recruitment
Chapter 5: Evaluation and Analysis of Recruitment & Selection
Process
Evaluation of Recruitment and Selection Process
5.1.1
Evaluation of Recruitment procedure
5.1.2
Evaluation of Selection Procedure
Analysis
Findings
Recommendations
Chapter 6: Conclusion
Conclusion
References
Acronyms
Job Circular : Trainee Officer 2015

34

35-38

39

40-45

46
46

47-50

50
51
52
52-53
53-55
56
57
58
59
60
61
62

Recruitment and Selection Process

Letter of Transmittal
12th August 2015
To,
The Dean,
BRAC Business School,
BRAC University,
Subject:

Submission of Internship Report

Dear Sir,
It is my pleasure to submit my Internship Report on Recruitment and
Selection Process of EXIM Bank Ltd. as a part of MBA (HRM).
I tried my best to gather relevant information for constructing a complete
repot as outlined. The preparation of this report enables me to great extent to
complete my theoretical knowledge with practical analysis. I would like to
express my profound gratitude for your kind and mind for reading my report.
Thank you, very much for your heartiest co-operation.

Sincerely Yours

Mahmuda Asrafi
ID: 12264078
Program: MBA
Major: HRM

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

Acknowledgement

The successful accomplishment of this project work is the outcome of the contribution of
number of people, especially those who have given the time and effort to share their
thoughts and suggestions to improve the report. At the beginning, I would like to pay my
humble gratitude to the Almighty for giving me the ability to work hard under pressure.
However, the space involved does not allow us to mention everybody individually. It
gives me immense pleasure to thank a large number of individuals for their cordial
cooperation and encouragement who have contributed directly or indirectly in preparing
this project.
This is a great pleasure for me to be assigned under the guidance of Mr. Jabir Al
Mursalin, Assistant Professor of BRAC Business School. I am very grateful to him for all
his kind cooperation and guidance in preparing this project paper. His valuable
suggestions & guidelines helped me a lot to prepare this report in a well-organized
manner.
Then, I would like to give special thanks to my supervisor, Morshida Mim, Officer in
EXIM Bank LTD-Paltan Branch for her close supervision. And also I convey my
gratitude to Shanaz Parven, SAVP and Manager in EXIM Bank LTD-Paltan Branch for
helping me by providing guideline of working throughout my internship period. Without
their guidance and assistance, this report would not have seen the light of day.
I would also like to thank the authority of EXIM Bank Limited for giving me the
opportunity to do my internship in this well renowned bank. The experience & knowledge
gained in The EXIM Bank Limited helped me to understand different aspects related to
my study.
Finally, I would like to thank all those people who have shared their views about my
work, provided me with necessary information, criticized me, and congratulated me. This
acknowledgment is not enough to tell them how profound the impact of their opinion is
on this report, how indebted I am to them. I express my heartiest gratitude to all of them.
Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

Executive Summary
EXIM Bank Limited is not an exception to the dynamic world of business where they
stand with a mission of Excellence in Banking. One of the premier financial
institutes of the country targets to show the excellence by motivated and well trained
workforce with a comprehensive career.
HR activities are one of the major activities in an organization. EXIM Bank HR
division is an ideal place for learning HR related activities thoroughly. An excellent
team of management of HR division conducts all the HR related issues. Their
dedicated work makes them possible to get suitable people for suitable positions. They
maintain an actual flow of each and every steps of Recruitment and selection process.
Reducing turnover rate proves the recruitment and selection process of EXIM Bank
Limited is an ideal example and they recruit right person for right position.
The report concentrated mainly on the Human Resource Division. As private
commercial bank work pressure is very high in EXIM Bank, so they need highly
professional people who are very dedicated to their work, otherwise the whole
operation will mess up. This is a great challenge for any organization to find out such
talented people.
To know the future demand of human resources in EXIM Bank Limited, the Human
Resources Division gives all the other branches and divisions of the head office a
general form at the beginning of the year. From the information gathered from these
forms, the HR division gets an estimate of the manpower requirements for the year.
The HR division then sets out to recruit and select necessary number of competent and
efficient people in the bank. EXIM Bank practices both the recruitment and selection
process, but as it is a huge organization, the process differs for different job positions.
The success of a commercial bank depends largely in the quality of service rendered
to the clients. Quality of service depends on the competence and the quality of the
employees of the organization. Therefore, the authority of EXIM Bank has to be
careful in recruiting the right person for each job. As the recruitment and selection
Mahmuda Asrafi
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Recruitment and Selection Process

process of the bank is improving. Though the overall recruitment and selection
process of the bank is a well-organized process but still there is scope for
improvement. The policy and process should be revised. So although the process they
have been adopting so far has been somewhat effective, to adapt to the changing
times, the process should be revised and streamlined. By developing strategies to
overcome the limitations, EXIM Bank can make the recruitment and selection process
more effective.

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

Chapter1

Introduction

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

1.1 Introduction
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 Organizations goods and services.HRM is a function of every
managers job. Whether or not one in a Formal HRM department, the facts remain that to
effectively managers to handle the activities.
Human Resource planning helps determine the number and types of the people an
organization needs. Recruitment follows Human Resource planning and goes hand in hand
with the selection process by which organizations evaluate the suitability of the prospective
candidates for the job. Job 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
gropes of activities: (a) Recruitment and (b) Selection.
Determined
Recruitment and
Selection needs

Human
Resource
Management

Job Analysis
Document

Exhibit 1.1: Recruitment and Selection needs

Recruitment is the process of finding and attractive capable applicants for employment.
Whereas Selection is the process of picking individuals with requisite qualifications and
competence to fill jobs in the organization. An organization large or small, profit or service
oriented, the ultimate aim is to achieve organizational goal. This achievement can only be
possible through skillful and management of power. 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 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 organization.

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ID:12264078

Recruitment and Selection Process

EXIM Bank 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 find out the methods of
EXIM Bank Ltd. can adopt and for recruitment and selection and some recommendation for
their better effect in future.
1.2 Origin of the Study
This report Recruitment and Selection Procedure of Export Import Bank of Bangladesh
Limited is a requirement of MBA Internship Program and includes three months practical
working experience at a branch office in the respective organization. The report has been
supervised by Mr. Jabir Al Mursalin, Assistant Professor, Faculty of BRAC Business School,
BRAC University. The report contains interns experience with the host organization and also
has given an opportunity to know the host organization and its business.
1.3 Objectives of the Study
1.3.1 Broad Objectives:
To make familiar with the terms what I have studied during MBA course.
To know about the banking sector in Bangladesh.
To get an overall idea about the management terms and operation strategy and the
limitation of a bank by going though the Export Import Bank of Bangladesh
Limited.
1.3.2 Specific Objectives:
To know the management policy of a bank.
To know the objectives and planning of a bank.
To be familiar with the banking sector.
To gather comprehensive practical knowledge on the total banking function.
Critically analyze the functions and the operation of each level of the Export
Import Bank of Bangladesh Limited.
To fulfill the partial requirement of MBA degree.

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

1.4 Scope of the Study

As I was sent to EXIM Bank Limited, Paltan Branch, the scope of the study is only limited
due to some restrictions. The report does not cover all the functions of Human Resource
Management of EXIM Bank. Rather it discusses only the recruitment and selection procedure
of the bank. Since the branch office does not practice different and independent recruitment
and selection process, the present study deals with the said policy of the Head office of the
bank.
1.5 Methodology of the Study
The study requires a systematic procedure from selection of the topic to final report
preparation. To perform the study the data sources are to be identified and collected, they are
to be classified, analyze, interpreted and presented in a systematic manner and key points are
to be found out. The overall process of methodology is given in the following page in a form
of flowchart that has been followed in the study.
A. Selection of the topic: The topic of the study was assigned by my supervisor. Before
assigning the topic it was discussed with me so that, a well organized internship report
can be prepared.
B. Identifying data sources: Essential data sources both primary and secondary are
indentified which will be needed to complete and work out the study. To meet up the
need of data, primary data are used and study also requires interviewing the official
and staffs were necessary.

Primary Source

Secondary Source
Internal Sources
Bank's Annual Report

Face to face conversation with

the employees
Practical desk work
Over Phone data collection

Different circulars, manuals and files of

the bank.
External Sources
Different books and periodicals related to
the banking sector
Online resources

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Recruitment and Selection Process

C. Collection of data: primary data are collected by using interviewing technique. The
report is an exploratory research and for qualitative survey open ended question was ask
to the Bank official.
D. Classification, analysis, interpretations and presentation of data: Some arithmetic and
graphical tools are used in this report for analyzing the collected financial data and to
classifying those to interpret them clearly.
E. Findings of the study: The collected data were scrutinized very well and were pointed
out and shown as findings at the end. Few recommendations are also made for
improvement of the current situation.
F. Final report preparation: On the basis of the suggestions of our honorable faculty
advisor some corrections were made to present the paper in this form.
1.6 Limitations of the study
The officers are very co-operative but they are too busy to give me time to get knowledge
about practical activities. Moreover, they have to deal in a very competitive environment
based on money related activities. I had to prepare this report alone. Every task has some
limitations. I faced some usual constraints during the course of my internship. These are as
follows:
A. Short of time:
I had to complete this report writing within a shorter period of time. So the time constraint of
the study hindering the course of vast area and time for preparing a report within the
mentioned period is really difficult.
B. Busy working environment:
The officials had some times been unable to provide information because of their huge
routine work.

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Recruitment and Selection Process

C. Lack of sufficient well informed officials:

Many officials of the branch are not well informed about different systems of EXIM bank.
They know but less. I had to face much difficulty to collect this information.
D. Insufficient data:
Some desired information could not be collected due to confidentially of business
This report did not cover all the function of Human resources that followed in EXIM bank.
E. Confidential Issues:
Human resource department maintains very much confidential about their activities and
internal information.
The report relied heavily on the personal judgment and observation.

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

Chapter2
Profile Of
EXIM Bank Limited

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

2.1 Background
EXIM Bank Limited was established under the rules & regulations of Bangladesh bank & the
Bank companies Act 1991, on the 3rd August 1999 with the leadership of Late Mr.
Shahjahan Kabir, founder chairman who had a long dream of floating a commercial bank
which would contribute to the social-economic development of our country. He had a long
experience as a good banker. A group of highly qualified and successful entrepreneurs joined
their hands with the founder chairman to materialize his dream. Indeed, all of them proved
themselves in their respective business as most successful star with their endeavor,
intelligence, hard working and talent entrepreneurship. Among them, Mr. Nazrul Islam
Mazumder became the honorable chairman after the demise of the honorable founder
chairman.
Of its very beginning, EXIM Bank Bangladesh limited was known as BEXIM Bank, which
stands for Bangladesh Export Import Bank Limited. But for some legal constraints the bank
renamed as EXIM Bank, which means Export Import Bank Of Bangladesh Limited.
The bank starts its functioning from 3rd August 1999 with Mr. Alamgir Kabir, FCA as the
advisor and Mr. Mohammad Lakiotullah as the Managing Director. Both of them have long
experience in the financial sector of our country. By their pragmatic decision and
management directives in the operational activities, this bank has earned a secured and
distinctive position in the banking industry in terms of performance, growth, and excellent
management. The authorized capital and paid up capital of the bank are TK. 350.00 Crore
and TK. 171.375 Crore respectively. The bank has migrated all of its conventional banking
operation into Shariah based Islamic banking since July, 2004.
2.2 Corporate Information

Name of the Bank

Company Logo

Export Import Bank of Bangladesh Limited

Legal Status.

Public Limited Company

Establish

1999

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Recruitment and Selection Process

Incorporated

2nd June,1999

Activity Starts

3rd August,1999

Islamic Banking

1st July,2004

Listing with Dhaka Stock Exchange

September, 2006.

Listing with Chittagong Stock Exchange

September, 2006.

Inauguration of First Branch

3rd August, 1999.

Authorized Capital

TK. 20,000.00 Million

Profit

TK 4,927.89 Million

Total Asset

TK 195,452.52 Million

Shares

TK 20,624.36 Million

Paid up Capital

TK 11,566.35 Million

Reserve Fund

TK 5,236.93 Million

Number of Employees

2515 Persons

No. of Branches

89

Exhibit 2.2: EXIM Bank Ltd At A Glance.

Registered Office
SYMPHONY
Plot No: SE (F): 9, Road No 142
Gulshan Avenue, Dhaka-1212 Bangladesh
Tel: 9561604, Fax: 880-2-9556988
Website: www.eximbankbd.com

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

2.3 Objectives of EXIM Bank Ltd

1. To receive, borrow or raise money through deposits, loan or otherwise and to give
guarantees and indemnities in respect of all debts and contracts.
2. To establish welfare oriented banking systems.
3. To play a vital role in human development and employment generation to invest money in
such manner as may vary from time to time.
4. To carry on business of buying and selling currency, gold and other valuable assets.
5. To extend counseling and advisory services to the borrowers/entrepreneurs etc. in
utilizing credit facilities of the bank.
6. To earn a normal profit for meeting the operational expenses, building of reserve and
expansion of activities to cover wider geographical area.
2.4 Corporate Slogan
..LOCAL BANK GOBAL NETWORK
2.5 Mission and Vision of EXIM Bank Ltd
Vision of EXIM Bank Limited:
The gist of EXIM Bank Bangladesh limited vision is Together towards Tomorrow. EXIM
Bank Bangladesh limited believes in togetherness with its customer, in its march on the road
to growth and progress with services. To achieve the desired goal, there will be pursuit of
excellence at all stages with a climate of continuous improvement, because, EXIM Bank
Bangladesh limited believes the line of excellence is never ending. Banks strategic plans and
networking will strengthen its competitive edge over others in rapidly changing competitive
environment. Its personalized quality service to the customers with the trend of constant
improvement will be cornerstone to achieve our operational success.
Mission of EXIM Bank Limited:
The Bank has chalked out the following corporate objectives in order to ensure smooth
achievement of its goals:

To be the most caring, customer friendly and service oriented bank.

To create a technology based most efficient banking environment for its customers.

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Recruitment and Selection Process

To ensure ethics and transparency in all levels.

To ensure sustainable growth and establish full value of the shareholders.

Above all, to add effective contribution to the national economy.

Eventually the Bank emphasizes on:

Providing high quality financial services in export and import trade

Providing efficient customer service

Maintaining corporate and business ethics

Being trusted repository of customers money and their financial adviser

Making its products superior and rewarding to the customers

Display team spirit and professionalism

Sound Capital Base

Enhancement of shareholders wealth

Fulfilling its social commitments by expanding its charitable and humanitarian activities.

2.6 Human Resource Practice in EXIM Bank Ltd

The Authority of EXIM Bank Ltd. believes their employees are the core resources of their
organization. Because without them they cannot run their organization. EXIM Banks human
resources approach is concerned with the growth and development of people toward higher
level of competency, creativity and then it tries to create a climate in which they may
contribute to the limits of their improved abilities.
2.7 Corporate Culture of EXIM Bank Ltd
The EXIM bank is one of the most disciplined Banks with a distinctive corporate culture.
They are lived in shared meaning, shared understanding and shared sense making. People
related to the bank can see and understand events, activities, objects and situation in a
distinctive way. They mould their manners and etiquette, character individually to suit the
purpose of the Bank and the needs of the customers who are of paramount importance to
them. The people in the bank see themselves as a tight knit team or family that believes in
working together for growth. The corporate culture they belong has not been imposed; it has
rather been achieved through their corporate conduct.

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

2.8 Mode of Bank

The word EXIM Bank implies the meaning of its operations. Though it is a new type of bank
in Bangladesh, it is familiar with so many counties in the world such as Export Import Bank
of the United States, Export Import Bank of Japan.
Local

Bank

Global Network

Though it is a local bank, it has spread of its operation in the whole world through foreign
banking. Its motto is to provide quality service to the customers all over the world. Sooth
mode of the bank Local Bank Global Network completely adjustable with its operations.
2.9 Functions of EXIM Bank Ltd

The main task of the EXIM Bank is to accept deposited from various customers
through various accounts.

Provides loans on easy terms and condition.

It creates deposit.

The Bank invest it fund in to profitable sector.

It transfers money by Demand Draft (DD), Pay Order (PO), On-line and Telegraphic
Transfer etc.

The Bank is doing the transaction of bill exchange, cheque etc. on behalf of the
clients.

EXIM Bank assists in the foreign exchange by issuing letter of credit.

It brings the increasing power of the dimension of transaction.

Above all, EXIM Bank helps the businessmen financially by giving discount facility
for bill of exchange and by providing the facility of letter of Guarantee.

Mahmuda Asrafi
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Recruitment and Selection Process

2.10 Conversion into Islamic Bank

After the confirmation of honorable High Court Division of Bangladesh Supreme Court, the
EXIM bank had been converted into a full-fledged Islami Bank based on Shariah from
traditional interest based banking and the bank started Islami Banking function from 1st July
2005 with the approval of Bangladesh Bank. Before conversion into Islami Bank, the
authority of the EXIM Bank puts option to all of bank valued customers through news media
in addition to personal contract with them to accept with decision taken by authority. And
great pleasure for the bank that every body gladly accepted the conversion with appreciation.
2.11 Social Commitment of EXIM Bank Ltd
The purpose of EXIM Bank is, obviously is, to earn profit, but the promoters and the equity
holders are aware of their commitment to the society to which they belong. A large portion of
the profit is kept aside and/or spent for socio-economic development through trustee and in
patronization of art, culture and sports of the country. The authority wants to make a
substantive contribution to the society where they operate, to the extent of their separable
resources.

Mahmuda Asrafi
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Recruitment and Selection Process

2.12 Organogram of EXIM Bank Ltd

Chairman

Board of Directors

Advisor

Administrative Managing Director

Deputy Managing Director
Managing Director
Senior Executive Vice President
Executive Vice President
Senior Vice President
Vice President
Senior Assistant Vice President
Assistant Vice President
Senior Principal Officer
Principal Officer
Executive Officer
Officer
Management Trainee officer

Junior Officer
Assistant Officer
Trainee Assistant Officer

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Recruitment and Selection Process

Organizational structure: Head office:

Head Office

General
Service
division

Financial
Administration
Division

Establishment
and Business
division

Credit
Division

Import Credit
Division

International
Banking Division

General Credit
Division

Law &
Recovery
Division

Export credit
Division

Organizational structure: Paltan Branch:

Head Office

General
Banking in
Charge

Cash in
Charge

Credit in
Charge

Foreign
Exchange in
Charge

Information
Technology in
Charge

Trainee Assistant
Officer
Deposit &
Account

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Remittance

Import

Export

Recruitment and Selection Process

2.13 Branch Information of EXIM Bank Ltd

Branch Information (We have 89 Branches in Bangladesh)

Division

Number of Branches

Dhaka

44

Chittagong

25

Rajshahi

Sylhet

Khulna

Barisal

Rangpur

Total

89

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Recruitment and Selection Process

2.14 SWOT Analysis

SWOT is a short from for the internal strength and weakness of a firm and the environmental
Opportunity and Threat facing that firm. So if we consider EXIM Bank ltd. As a business
firm and analyze its strength, weakness, opportunity and threat the scenario will be as
follows:
STRENGTHS:

Energetic as well as smart team work

Good Management

Cooperation with each other

Membership with SWIFT

Good banker-customer relationship

Strong Financial position

Huge business area

Friendly Environment

WEAKNESS:

Few of the parts are conducted by INTERNEE with many errors

Lack of own ATM services

Lack of experienced employees in junior level management

Regular training arrangement makes slow service impacts to serve daily banking
services

OPPORTUNITIES:

Launching own ATM card services with VISA/MAESTRO/AMEX Logo

Change in political environment

Growth of sales volume

Online Banking Services

THREATS:

Other Commercial bank those provide large networked online banking

High interest paid by other Commercial bank in FDR

Daily basis interest on deposit offered by other bank in Bangladesh

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

Chapter3
Internship Experience Of
EXIM Bank Limited

Mahmuda Asrafi
ID:12264078

Recruitment and Selection Process

3.1 Internship Activity

I have worked as an Intern at EXIM Bank Limited in the Paltan Branch from 1st June 2015 to
31st August 2015. The internship program has provided me tremendous opportunities and
scopes to learn and get the insights of practical banking works which will help me in
developing my future career. Through the internship program I have learnt regular work as
well as corporate work experience that I never could have learnt in the classroom. Moreover,
besides the regular office work I have learned to deal with the challenges of the banking
industry, got the opportunity to apply knowledge gained from the academic experience,
explored many scopes to observe various roles and jobs in the banking sector and all these
learnings helped me to gain "real world" experience in banking world. Since my first day, I
had the chance to handle a multitude of tasks and responsibilities. I worked in general
banking sector throughout my three months internship program.
3.2 Job Description & Responsibilities at EXIM Bank Ltd
Follow the Standard Operating Procedure of Account Admin.
Process the applications received from branches and other departments of the bank.
Identify customer needs and refer customers to appropriate banking services and
specialists.
Answer customer enquiries.
Answer phone call from customer
Maintain different type of register book
3.3 Learning Outcome
Identifying, understanding and working with professional standards
Serving clients and stakeholders.
Behaving professionally and ethically.
Addressing colleagues and superiors appropriately.
Allocating time effectively.
Monitoring and correcting performance.
Adapting effectively to changing conditions.
Organizing and maintaining information.
Participating as a member of a team.
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Developing appropriate workplace attitudes.

Understanding and managing personal behavior and attitudes.
Developing individual responsibility.
Dressing appropriately
3.4 Personal Recommendations
As an intern in EXIM Bank Ltd I have some personal recommendation for their internship
program:

They should plan for training program for interns.

EXIM Bank does not give any compensation to an intern. They should plan basic
remuneration for intern.

In Paltan Branch, Employees are very friendly and they instruct me properly about
how to account open in a bank. But they cannot give proper information about HR
Division.

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Recruitment and Selection Process

Chapter4
Recruitment & Selection Process Of
EXIM Bank Limited

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ID:12264078

Recruitment and Selection Process

4.1 Introduction
Human Resource management involves all management decisions and practices that directly
affect or influence the person or human resources who work for the organization. In recent
years increased attention has been devoted to how organizations manage human resources.
This increased attention comes from the realization that an organizations employees enable
organization to achieve its goal and management of this human resource is critical to an
organizations success. The presence of human being is no new invention but identifying
them as a resource in a more formal way has been made in the recent days. The history of
HRM can be characterized as moving through four phases as craft system, scientific
management system, the human resource relationship approach and the current organizational
science such as human resource approach.
The company considers human resource as an integral part of corporate management for
higher productivity. Company follows a dedicated policy for recruitment, training and
development, motivating, organizing and retaining and maintaining the existing human
resources on the basis of quality education, training and operating experiences.
An organization is nothing without human resource. Human resource department is
concerned with the people dimension in management. Since every organization is made up
of people, acquiring their services, developing their skills, motivating them to high levels of
performance, are essential to achieving organizational objectives and ensuring that they
continue to maintain commitment to the organization.
4.2 Historical Background of HRD in EXIM Bank Ltd
Human Resources Management (HRM) is the strategic management of the employees, who
individually and collectively contribute to the achievement of the objectives of the
organization. The objective of Export Import Bank of Bangladesh Limited (EXIM Bank) is to
remain a partner for the growth of our customers and well-wishers. To this end it has been
building up a proactive and cooperative manpower blending experience with innovation
and skill with honesty since its inception. On 31 December 2010, it had manpower of 100
Executives and 1268 Officers along with a sizable sub-staff. In line with the growth of the
bank, we recruited 4 Executives and 289 Officers in 2010. In 2010, they offered employment

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to 101 fresh graduates from universities as Management Trainee Officers in a bid to breed
the future helmsmen of the organization.
As to development of manpower EXIM Bank always emphasizes both proper training at
training institutions and frequent job rotation at job desks. They believes that offering unfettered
career development opportunities to its employees will return greater benefit for the
organization in the long run by increasing the commitment level and service delivery capacity
of the staff. By 31 December 2010 EXIM Bank Training Institute rendered useful training to
4152 personnel in different training programs and workshops where eminent bankers,
economists, academicians, researchers and other resource persons were invited to deliver
lectures. Besides, their personnel are sent to Bangladesh Bank Training Academy, Bangladesh
Institute of Bank Management, Bangladesh Foreign Exchange Dealers Association, and the
Central Shariah Board for Islamic Banks of Bangladesh for training on regular basis. In 2010 a
total number of 1234 personnel of our bank were trained in different training institutes in home
whereas 1 personnel were sent abroad to attend overseas training programs on a wide array of
subjects.
A good organization makes sure that it itself and the people who work for it succeed
together, and the Human Resources Division's prime concern is the success of the people
who work for the organization. EXIM Human Resources Division is in constant pursuit of
providing for the optimum benefits and career support to its personnel through scores of
mechanisms it has fashioned-EXIM Bank Recreation and Welfare Centre, EXIM Bank
Foundation, the Library at the Training Institute, Best Performance Awards and so on. On
2010 thirty Executives and officers were awarded gold medals in recognition to their
extra-ordinary performance during the year 2009.
EXIM Bank believes that it is the human resources that underlie all success of the
organization and it will reach still higher goals capitalizing the prowess of its human
resources.
EXIM Bank has a separate HRM Division from its beginning. There are now around
1600 full time employees working in EXIM Bank's different branches in Bangladesh.

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Recruitment and Selection Process

Overall HRM Diagram linked to Value Creation

An overall diagram reflects the total employee of the organization those are working in
the different segment of the organization. It also reflects the value and chain of command
of the employees, different division of the organization and reporting systems among the
employees of different level.
Managing
Director (1)
A.M.D

D.M.D

S.E.V.P

S.A.V.P

E.V.P

S.V.P

V.P

S.A.V.P

A.V.P

S.P.O

P.O

E.O

S.O

M.T.O

Officer

J.O

A.O

Exhibit 4.2: The Organogram of EXIM Bank (Chain of Command)

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Recruitment and Selection Process

EXIM BANK

HRD

Law & Rec

ID

Fin. Admin

IT

Invest

R&G

Gen. Ser.

Share

Transport
Pub. Rel.

Cr. Card

ADC

Marketing

Exhibit 4.2: The Different Departments of EXIM Bank

Sl. No

Departments

01

HRD

02

ID

03

Law & Regulation

04

Financial Admin

05

IT

06

Investment

07

R&D

08

General Service

09

Share

10

Transportation

11

Public Relation

12

Credit Card

13

ADC

14

Marketing

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Duties
Managing and utilizing
organization efficiently

human

resource

of

the

Maintaining Foreign Exchange and facilitate international

transaction
Provides legal affairs solution
Ensures proper utilization of banks Money
Provides IT infrastructure for modern Banking
Ensures proper investment of collected money
Provides Investment/return and export solutions to the
Readymade garments Sector
Provides general daily banking service
Look after share, dividend and bond issues
Ensures Transportation service for the employees
Communicate with different parties of the bank
Issue and collect credit cards payable/payments
Provides banking service from customers place(by internet
or others)
Do marketing of different banking products

Recruitment and Selection Process

4.3 Responsibility of HR Management

Human Resources Division of Export Import Bank of Bangladesh Limited

will be

responsible for management of human resources of the Bank. Human Resource Management
comprises the fowling 4 (four) basic function:

Staffing

Training and Development

Motivation and

Maintenance

The following organogram shows the place of Human Resources Division and its basic
functions under Head Office organogram :

Board

Managing Director

Head of HR

Staffing

Human resource
Planning
Selection
Placement
Disciplinary action

Maintenance

Development

Motivation

* Health and Safety

* Communications

Orientation
Employee training
Employee
development
Performance
appraisals

Job design
Rewards and
compensation
Employee
benefits

Employee relations

Duties of HRD employees of EXIM Bank

Though the employees of HRD EXIM banks are generalist and work to implement the
management level decision & the Head of HRD's decision, but they have some daily routine
duties. Those are:

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Recruitment and Selection Process

Sl. No
01

Designation
Senior

Key Responsibility

Vice

President

(Head)

02

Senior Principal Officer

03

Principal Officer (1)

04

Principal Officer (2)

05

Executive Officer

06

Senior Officer

07

Office Assistant

Supervision, management level decision making

Performance appraisal, Training, supervision, Manpower
planning
Communication

Communication & software development

Software maintenance
Recruitment,

exit/entry

formalities,

process

re-

engineering
Support

4.4 Organogram of Human Resource Division

The Organogram or organization chart is a graphic illustration of how the roles or positions
of an organization is structured and arranged. It shows the span of management, the line of
authority and the designation of the positions. The span of Management is the number of
persons a manager can supervise effectively, although this limit varies depending on
situations. Line Authority is that relationship in which superior exercises direct
supervision over a subordinate-an authority relationship in direct line or steps.
The Organogram shown in the next page refers to the Human Resource Division of the
EXIM Bank. A point to mention here is that as the head of human resources directly
report to the managing director, from which, we can estimate the significance of the
Human Resource Division.
SVP
(Head of HRD)

Principal
Officer

Executive
Officer

Senior Principal
Officer

Senior
Officer

Exhibit 4.4: The Organogram of EXIM Bank HRD

Mahmuda Asrafi
ID:12264078

Principal
Officer

Recruitment and Selection Process

From above Organogram, we see that in Human Resource Division the span of management
is narrow to ensure proper control. The other advantage found consequently is fast and
effective communication between subordinates. As it is a very small team, sometimes it is
very difficult to manage work segregation.
4.5 Activities of Human Resource Division
The HRD of EXIM Bank usually undertakes the following 6 (six) activities;

HRD

Human Resource Planning (HRP)

Maintenance of Human Resource Information System

(HRIS)
Recruitment & Selection

Employee Training and Development

Annual Confidential Report

Compensation and Benefits

Exhibit 4.5: The Activities of EXIM Bank HRD

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Recruitment and Selection Process

Human Resource Planning (HRP)

The HRP in this bank is done to check the standing of the current human resource.
This Manpower planning is done to see whether the organization has the right kind
of people in the right number. Usually, this is required especially when the bank
undertakes a new project or the business volume dealt with increases, and then the
bank checks its human resources. It first formulates a plan, prepares a budget to
accommodate the change in human resource composition and hires accordingly.
Maintenance of Human Resource Information System (HRIS)
To keep up with the human resource planning requirements, EXIM Bank
maintains a HRIS (Human Resource formations system), which is maintained inhouse. The HRIS keeps all the information about all the employees currently
working and also who have previously worked in this bank, It stores basic
information about all of its employees. The information include each employee's
recruitment date, personal information, academic and employment record, training
undertaken, performance appraisal, career t rack record etc.
Recruitment & Selection
The need for recruitment is felt especially whenever a new post is created due to
expansion of the bank. Succession planning also calls for recruitment sometimes if the
vacant post cannot be filled from within. There is quite a number of recruiting sources
used by this bank. EXIM Bank advertises in the newspaper to generate applications for
different entry level post. The selection process in EXIM Bank is no different from
what is practiced in most organizations. The process starts with initial screening and a
person is finally selected through a final interview. The current selection and
recruitment process, its shortcomings are elaborated in the next chapter as this is the
key area of the report.
Employee Training and Development
As a brief review of terms, training involves an expert works with learners to transfer
them certain areas of knowledge or skills to improve in their current jobs. This term is
often interpreted as the activity when an expert and learner work together to effectively
Transfer information from the expert to the learner (to enhance learner's knowledge,
attitudes or skills) so the learner can better perform a current task or job. Development
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Recruitment and Selection Process

is a broad, ongoing multi-faceted set of activities (training activities among them) to

bring someone or an organization up to another threshold of performance, often to
perform some job or new role in the future. This development often includes a wide
variety of methods, e.g. orienting about a role, training in a wide variety of areas,
ongoing training on the job, coaching, mentoring and forms of self-development. Some
helps for reaching the life's goal and works as an experience.
There are no fixed frequencies of training program on EXIM bank. On-the-job training
is continuously practiced. For employees in lower level, on-the-job training is most
effective. And if off-the-job training required, EXIM Bank organizes class room
lectures and conference and job rotation system applied to make the employee familiar
with the new work.
EXIM Bank also arranges standard academic training program for the managers from
different grades. For this reason it established its own training center named EXIM Bank
Training Institute in Dhaka on 1st November 2004. By December 31, 2007, the institute
rendered useful training to 1398 personnel in different training programs and
workshops w here eminent bankers, economist, academician, researchers and other
resource persons were invited to deliver lectures. Besides, personnel are sent to
Bangladesh Bank Training Academy, Bangladesh Institute of Bank Management,
Bangladesh Foreign Exchange Dealers Association, the Central Shariah Board for Islamic
Banks of Bangladesh and many other reputed institutions of the country for training on
regular basis. In 2007 a total number of 808 personnel were trained in different
institutes at home whereas 33 personnel were sent abroad to attend overseas training
programs on a wide array of subjects.
The training programs are designed for the development of general management
capabilities. Some of the typical topics of employee training are communication,
computer skills, customer services, diversity, ethics, human relations, safety, operation
and reputation risk, quality assurance etc.
These training programs are chosen as such to incur minimum cost. There is also a time
constraint. Every personnel from different bank is very much tied up with his own
work and more than a week training program requires another person to fill the
trainees position temporarily.

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Recruitment and Selection Process

Annual Confidential Report

The rater in the ACR is the branch manager or the divisional in charge. The rating
method is to use to judge the performance of the employees in different scale. With this
rating the Human Resource Division makes a detail exploratory report to analysis and
according the result HRD provides performance appraisal.
The manager/divisional in charge rate employees on under given criteria:
Sense of responsibility and commitment to the bank
Knowledge of banking & awareness to rules & policies & implementation
Competence, ability to do & get things done
Initiative, Enthusiasm
Quality and Quantity of work
Marketing & Selling capability
Learning ability & analytical thinking
Presentation and other personality
Power of decision making intelligence and mental alertness
Interpersonal behavior, team spirit. Co-operation, flexibility
Honesty and integrity, Financial discipline
Attendance, Time consciousness, punctuality
Capability and leadership to guide, supervise and utilize manpower
Creativity and innovative ideas &
Communication Skill
The authority rated them in 4 degrees of scale. Those are, 1. Outstanding, 2. Excellent, 3.
Good & 4. Average

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Recruitment and Selection Process

Compensation and Benefits

The compensation of EXIM Bank is just like any other organizations, the basic
salary given. The salary of employees varies with the seniority; his position in the
hierarchy of the organization. Other facilities are included like accommodation,
transportation, loan at lower rate of interest etc. But all this varies with the level of
management the person is in.
Some other benefits are given by this bank includes sick leave, earned leave, pension
scheme, ESSS fund etc. Sick leave allows the employees to take leave when they are
sick for the required period. Yearly 14 days of sick leave is credited to an
employee's account; however, the employee has to submit necessary documents
proving his illness. All the full time employees of EXIM Bank are entitled 30 days
earned leave. Pension scheme includes provident fund and gratuity (a
compensation given for every completed year). The staffs are also entitles to
loans at lower rate. After confirmation of service an employee can avail car loan
payable in six years, persona loan payable in two years and festival loan payable in
six months .The bank also arranges picnics and staff nights to treat its employees
and motivate them.

Recruitment Process of EXIM Bank Ltd

4. 6 Definitions of Recruitment
Recruitment is a process of locating individuals with sufficient qualification &
number and encourages them to apply for jobs. From other perspective it is a process
of identifying and hiring the best-qualified candidate for a job vacancy, in a most
timely and cost-effective manner.
According to Edwin B. Flippo, Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organization.
According to Robins, The ideal recruitment effort will attract a large no of qualified
applicants who will take the job if it is offered. A good recruiting program should

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Recruitment and Selection Process

attract the qualified & not attract the unqualified. This dual objective will minimize
the cost of processing unqualified candidates.
So recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually the process begins when new recruits are sought &
ends when their applications are submitted.
4. 7 Recruitment philosophy of EXIM BANK

EXIM BANK usually promotes from within the organizations, but when the need
arises, the bank also hires from outside for vacancies at all levels.

EXIM BANK always emphasizes on hiring for a long period of time. The bank tries
to attract and select those candidates who will move through the organizational
hierarchy to the senior level positions in the future.

EXIM BANK has developed a corporate culture where employees are not treated as
mere employees. They are treated as associates of the bank. Together, they form a
family and all associates are the members of the family.

4.8 Types of Recruitment

EXIM BANK practices two types of recruitment

Yearly recruitment: this is done each year, according to the HR plan

Need-based recruitments: this is done when there is a sudden vacancy

4.9 Mode of Employment

EXIM BANK has three types of employment to meet the highest order of the
satisfaction level of its clientele. These are:

1. Full Time

2. HR Contractual

3. Internship Programs (IP)

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Recruitment and Selection Process

4.10 Recruitment Sources:

EXIM Bank Limited has gone through several sources in their recruitment process. It is
because of they are trying to search the best brain from the market that can assist this
organization more powerful. They believe in talent nourishing rather than hiring. It is the
place where brain meets. So in the HR point of view, this is going to be more challenging.
Basically these are the reasons they try to focus on various sources.
Sources of Recruitment that EXIM BANK has followed
Online Source bdjobs- When the organization has noticed that they need some
people for the specific post, their first and foremost choice is bdjobs, Basically they
give an advertisement to that source and the applicants from all the part of this
country have applied regarding the minimum objectives. Then HR comes up some of
them by matched maximum job description. Then the best CVs are shortlisted and
thats how they come up with the initial screening.
Online Source Facebook- This is one of the source engines where EXIM BANK
Gives Job Ads in different facebook pages. From that job seekers applied here.
Online Source linkedin- EXIM BANK search some experienced banker from a
professional site linkedin. But it is only used for the top level candidates who are
usually passive job seekers.
Job Fair- Many organizers come up by arranging job fair. Many candidates come to
search their best jobs. EXIM BANK comes up with their objectives and recruits
people.
Internal Referral- EXIM BANK has gone through with their internal own resources.
They hire the best performer from their own sources for every level of job.
4.11 Requirement for all Employees
a. age
A candidates must not be more than 30 (thirty) years of age in case of direct
recruitment as an Officer, Drivers, the maximum age limit is 35 years with suitable
experience and physical fitness.

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Recruitment and Selection Process

b. Physical Fitness
No persons shall be appointed in the service of the Bank unless he/she is declared
physically fit by a competent Medical Authority specified by the Bank in this behalf.
4.11.1 Minimum Requirement for Management Trainee Officer/Trainee
Officer
a. Candidates must be of exceptional promise and aptitude to face the challenge and
hard working for a successful career in the Bank.

b. Candidates having no past Banking experience must not be over 30 (thirty) years of
age as on the date of application. The Management Trainee Officers and Trainee
Assistant officers should have the following academic qualifications:
1. MBA with minimum 3.00 CGPA with 2nd Class in other examination; Or
Master Degree in any discipline with minimum 2(two) First Division
and 2(two) Second Division and no Third Division from any
recognized Govt./Private University.
2. Candidates securing the First Class First in Master's Degree/MBA/MBM
with CGPA-3.00 above in any of the subjects approved by the competent
authority for recruitment of Management. Trainee Officer may be
appointed after VIVA VOCE/ INTERVIEW without written test if they
are found suitable.
3. Candidates not over 30(thirty) years of age and having Master Degree
obtaining minimum 10(ten) points based on educational qualifications
will be eligible for application.

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Recruitment and Selection Process

4.11.2 Basis to be followed for Calculation of Academic Qualification

1st

Examination

2nd Division/

3rd

Division/Equivalent Equivalent

Division/Equivalent

>= 3.00

>=2.00(forSSC&HSC)

>=1.00(forSSC&H

(for SSC, HSC &

>=2.25 (for

Graduation)

Graduation/Post
Graduation)

SC)
>=1.65 (for
Graduation/Post
Graduation)

SSC

HSC

Graduation (Hons) 3

Masters

However, the qualifications may be flexible in case of candidates found otherwise suitable.
4.11.3Computer Literacy
All new recruits should have minimum Commuter knowledge of the followings:
Operating System

Windows,inux

Spreadsheet

Microsoft Excel/SPSS

Word Processor

Microsoft Word

4.11.4Grading/Marking
The Selection Committee will follow a grading system as follow:
For education maximum mark is 12, qualifying marks for AO & Officer (on probation)
shall be
Written Test will be 50/100 marks and 50% marks is qualifying marks.

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Recruitment and Selection Process

Viva is on 25 marks and qualifying marks is 15. In Viva, general

knowledge and knowledge about his/her subject shall be evaluated.
4.11.5 Mode of Recruitment
Every candidate will appear for a written test. The subject matter of test should be
general knowledge, Arithmetic, English knowledge, Economics/Banking etc, as described
the Management over time. For this purpose Bank may take help from outside experts fo r
setting the questions, supervision of the examination work and making the script.
A candidate must secure minimum 50% or higher defined by the management team for
become eligible for the any AO or Management Trainee Officer/Trainee Officer post.
The total number of candidates called for the viva will be double of total vacant post,
that's why the Bank can get the best alternatives of candidates.
The appointment of the candidates will be made as per the merit of the candidates. The
recruitment panel will decide and refers the best peoples to the higher authority for
recruitment.
While interviewing the candidate for final selection, due weight age should be given on
the educational background, professional excellence and technical skill on the
appropriate field.
All people to be appointed by the bank will have to undergo a medical test by the bank's
approved Physician/ Medical Officer so as to ascertain that they are physically and mentally
sound.
The following categories of employees from other Bank/Organization will not be
employed
Employee against who there are pending charges or who are dismissed discharged for any
reason, or terminated/removed/restricted.
However, a retired person may be engaged for a particular period for a particular period for a
contract basis.

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Recruitment and Selection Process

4.11.6 Recruitment of the Senior Executives or Officials

Export Import Bank of Bangladesh Limited being a new Bank will need time to develop
its own manpower through training process. It must, however, need quality human
resources to run its operations and expansion program, which can't be delayed. It must,
therefore, recruit experienced Bankers from other Banks.
As per requirement of the Bank experienced Executives/Officers may be appointed from
time to time. After proper scrutinizing of the application received from the eligible
candidates they will be interviewed by the Interview Committee with clear stipulations
that the following minimum qualifications & experience as shown against each post
must be ensured. Exceptions may occur for extra ordinary candidates.
4.11.7 Criteria for Recruitment of Executive/Officers as Lateral Entries

Name of the Pos

DMD
SEVP

Minimum
Educational
Qualification
Masters
-do-

EVP

-do-

SVP

-do-

VP

-do-

SAVP

-do-

AVP

-do-

SPO

-do-

PO

-do-

EO

-do-

Officer

-do-

JO

-do-

AO

-do-

Banking Experience
in any commercial
Bank
3yrs SEVP/GM or quivalent
3yrs as EVP/GM or
Equivalent
4 yrs as SVP/DGM or 2yrs
as GM or equivalent rank
3yrs as VP/DGM orlyr as
GM or equivalent rank
3yrs as SAVP/AGM or
Equivalent rank
3 Yrs as AVP/AGM or
Equivalent rank
3 Years as SPO or
quivalent rank
3yrs as PO or Equivalent
rank
Equivalent rank
3yrs as EO/SO or
Equivalent rank
3yrs as EO/SO or
Equivalent rank
3yrs as EO/SO or
Equivalent rank
3yrs as EO/SO or
Equivalent rank

However, the criterion may be changed by the competent authority.

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Length of Service as
Officer
22 Years
20 Years
18 Years
16 Years
14 Years
12 Years
10 Years
9 Years
8 Years
6 Years
4years
3years
2years

Recruitment and Selection Process

4.12Recruitment Process of EXIM Bank Ltd

The recruitment process of EXIM banks happens in 8 steps of process. Those steps are
Recruitment Form Selection

Recruitment Planning

Strategy Development

Application Searching

Communication Message Selection

Communication Media Selection

Following Advertisement Guideline

Considering Directors Referral

Exhibit 4.12: The Recruitment Process of EXIM Bank

4.12.1Forms of Recruitment
There are two forms of recruitments, namely- internal recruitment and external
recruitment. Internal recruitment is the process of identifying and attracting applicants
among individual s already holding job with the organization. On the other hand,
external recruitment is the process identifying and attracting job applicants from outside
organization.
In Exim bank, whenever a position is created or become vacant, it first tries to fill up
the position internally. If there is no suitable internal candidate, the HRD goes for
external recruitment. The external recruitment is conducted for two level of Job. 1. Entry
Level and 2. Experienced Bankers.
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Recruitment and Selection Process

4.12.2 Recruitment Planning

Prior to identifying and attracting applicants to vacant jobs, EXIM Bank gives attention to
organizational and administrative issues that facilitates the effective matching of
applicants with vacant jobs.
a. Organizational Issue
During

recruitment

process

EXIM

Bank

considers

the

following

organizational issues.
In-house versus External Recruitment Agency
EXIM Bank's recruitment is done in-house. The organization never relies on
external recruitment agencies. The in-house recruitment ensures that
recruitment costs are minimized, recruitment searches are consistent
from opening to opening and the specific needs of the organization are met.
However, for MTO recruiting process, the written Examinations conducted by
IBA or DU.
Centralized versus Decentralized Recruitment
A centralized recruitment function is one for which recruitment activities
are coordinated by HR division in the corporate head office. A
decentralized recruitment system is one where individual business units or
individual managers coordinate the recruitment activities. Like most large
organizations, the recruitment function of EXIM Bank is centralized.
Nevertheless, the branch offices do some recruitment of some casual
workers (Peon, Go down Guard, etc.) positions at EXIM Bank. Usually,
candidates among local people are selected for these posts. Thus,
decentralized system saves time and ensures smooth flow of operations.

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Recruitment and Selection Process

b. Administrative Issue
During the recruitment planning the following administrative issues are
considered by EXIM Bank:
Employee Requisition Proposal
An Employee requisition proposal is a formal document that proposes the
filling of a job opening indicated by the signature of the Branch Manager or
Divisional Head and approved by Head of HRD and Managing Director of
EXIM Bank.

Exhibit 4.14: Employee Requisition Proposal of Exim Bank Limited

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Recruitment and Selection Process

Number of Contacts
It is very difficult to identify the exact number of contacts needed to fill a
particular vacant position. EXIM Bank does not have any particular approach
regarding this .For entry level jobs; all the applicants matching the advertised
criteria are contacted. For lateral entry the HR division of EXIM Bank talks
with the related division head and decides how many applicants will be
contacted against that vacant position. EXIM bank HRD now started using
online recruitment process, so that they can easily find out the matched
candidates through information system and can separate the candidates who
are not eligible for the post. Latterly the eligible candidates only are contacted
for the written test session.
Development of Recruitment Guide
A recruitment guide is a formal document that details the process to be followed
to attract applicants for a job. It is usually based on the Recruitment and
Selection portion of the EXIM Bank's Service Rules.
Process Follow & Record Keeping
Prior to deciding where and how to look for applicants, EXIM Bank first
checks for suitable resumes that were received previously. This resumes
results from the use of multiple sources to identify candidates, e .g.
advertisements, walk-ins, employee references, internship and online applicants
for the suitable posts etc. EXIM Bank stores resumes of applicants manually
and online basis, who are selected for second interview/pass written test for
last one year. If there is any vacant position in EXIM Bank, they check these
resumes in online for suitable candidates and categorize different eligible
candidates.

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Recruitment and Selection Process

4.12.3Strategy Development
Once the recruitment planning phase is completed EXIM Bank goes for
development of a strategy. Strategy development process of EXIM Bank includes:
o Open Vs. Targeted Recruitment
Once employee requisition proposal is approved, one of the most difficult
aspects of recruitment is to know where to look for applicants. In practice,
EXIM Bank goes for targeted recruitment depending on KSAO's
(Knowledge, Skill, Abilities and other job related characteristics)
required for the job and availability of suitable applicants.
o Recruitment Source
Once it has been specified where and how individuals are likely to be
found, there are several sources that are used to look for them. EXIM
Bank's main source of recruitment is newspaper advertisement and online
job advertisement in different job site and the Exim Bank's own job portal
system.
o Choice of Source
There is no single best source of recruitment; each source has its strength and
weaknesses. The number of jobs to be filled up is an important determinant
for choice of source(s). For example, when EXIM Bank wants to recruit large
number of Management Trainee Officer (MTO) or Trainee Assistant Officer
(Cash)/ (IT) it goes for Newspaper advertisements, online job site
advertisement and own job portal on their official website. The number of
newspapers in which ad should be published also depends on the number of
people required. If numbers of vacant job is large, then ad will published on
two or more Newspapers and it is usually published on Friday for greater
coverage. The bank is also considered sources such as university placement
offices, online job sites, job fairs etc. The bank needs to use, economical
and effective sources of advertisement. Bank accepts to apply through their
online system where ever the advertisement published, because online system
helps to do the overall process very faster.
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Recruitment and Selection Process

4.12.4Application Searching
Once the recruitment planning and strategy development phases are completed, the HRD
starts candidate searching. Searching for candidates first require the development of a
message and then they selection of a media to communicate that message.
4.12.5Communication Message
Information presented by the organization to the job applicant is essential for the decision
to apply for a job. Organizations may use any of the four types of communication message:
Traditional Message
Realistic Recruitment Message
Attractive Message
Targeted Message
EXIM Bank generally uses traditional and attractive communication message depending on
the situation. EXIM Bank portrays the organization in a manner such that applicants are
induced to apply, join and stay with EXIM Bank. The communication message is usually
English. The message also helps an organization to create a positive image of Bank to the
job seekers.
4.12.6Communication Medium
Not only is the message itself an important part of the recruitment process, selection of
the medium to communicate the message also a challenge. EXIM Bank uses the following
communication medium:
Advertisement
Online Ads
Organization's Website.

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Recruitment and Selection Process

4.12.7 Advertisement Guideline

Human Resource Division makes a draft for the newspaper advertisement/ Job site
advertisement/ career portal advertisement and finalizes the contents in consultation with
the concerned Division Head. After finalization, HRD sends the advertisement to the
Creative Communication Division for publication. The advertisement is published in such
a manner that it ensures the maximum visibility as well as mass coverage. HR considers the
conciseness and attractiveness of the advertisement. In case of every vacancy
advertisement, a copy of the advertisement is placed on the notice board.
An advertisement contains the following items, with the exception of blind ad:
Company Name & Logo
Brief about the business/company
Title and summary of the job
Required qualification of the job
Personality attributes
Attractive and encouraging words for the candidates
Address to apply
EXIM bank keep the applicants formatted resumes collected by the online system on their
web server and latterly download and use those data to analyze for the selection and
other processes.
4.12.8 Director Referrals:
Along with all the regular procedures, directors of the bank refer candidates for
immediate employment. These candidates often lack suitability for the particular job.
However, management always decides to offer job to these referral cases. In most of the
cases, these applicants join as a Trainee Assistant Officer (Cash/IT) .If any referred
candidate applies during an ongoing recruitment, his test results are scrutinized very
leniently. It is often seen that to accommodate a referred applicant the management lowers
the standard cut-off scores. If no recruitment process is in motion, the candidate attends a
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Recruitment and Selection Process

separate assessment test. Again the test script is examined leniently and he or she is offered
position in the services of the Bank.

Selection Process of EXIM Bank Ltd

4.13Definition of Selection:
Although most employees do not use such an elaborate screening device, all employees put
applicants through a selection process. The selection process is a series of specific steps used
to decide which recruits should be hired. The process begins when recruits apply for
employment and ends with the hiring decision.
Recruiting & selection are combined and called the employment function in many HR
departments. In a large HR department, the employment function is the responsibility of the
employment manager. In a smaller department, the HR manager handles these duties.
Employment is often the primary reason for the departments existence, since the selection
process is central to the HR function.
4.14Selection Process of EXIM Bank Ltd
The selection process of EXIM Bank is not different from what is practiced in more
organizations. It starts with initial screening of CVs, goes on to written tests and then a final
interview before selecting the person. Any selection decisions can result in one of the four
possible outcomes. Two of these outcomes are right decision and two are wrong decisions.
Decision
Accept

Reject

Later Job

Successful

Correct Decision

Reject Error

Performance

Unsuccessful

Accept Error

Correct Decision

Exhibit 4.14: Selection Decision Outcome Grid

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The currents selection process in EXIM Bank is described below:

Initial Screening
Written Employment Test
Work Sample Test
Interview
Salary Negotiation
Job Offer
Background Investigation
Pre-Joining Documentation
Provision Period

Exhibit 4.14: Selection Process of EXIM Bank Ltd.

4.14.1 Initial Screening
The process starts with initial screening- choosing from the CVs that fulfill the specific
requirements. After a vacancy is announced and CVs are already collected from different
sources, the bank starts the initial screening process. They sort the applications those have the
actual qualifications (Degree, age, experience) for the post through the online system. Then
these candidates are called for the written test.
4.14.2 Written Employment Test
After the initial screening, next step is the written employment test. In EXIM Bank, written
test is applicable for assessment of all entry level positions. The written test is taken mostly to
check the candidates knowledge on the subject matter for which he is to be taken and also to
check his written communication skill. For MTO Positions, the bank seeks professional
service institute like, faculty of Business Administration, University of Dhaka or others. IBA
conducts the written test, which includes preparing question paper, arranging the logistics
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Recruitment and Selection Process

support needed for the test, scrutinizing the answer paper etc. After preparing the result sheet,
IBA sends the passing candidates list to the bank. The bank has a preset cut-off score and
those who have scored more than or equal to that score are called for the interview.
Usually, the bank itself holds the written test for the post of Trainee Assistant Officers. The
HRD prepares the question papers, takes the written test, screens out the answer sheets and
sends the number-sheet to the management. The management then decides how candidates to
call for the interview.
4.14.3Work Sample Test
For the post of Trainee Assistant Officer (IT) the bank uses there tests to assess actual
performer from the job candidate. Work sample tests require the applicant to perform tasks
that are actually a part of the work required on the job. The tests are carefully conducted by
the IT Division to include the major job functions.
4.14.4Interview
For entry level positions, the next step of the process is the comprehensive interview that is
usually conducted by a panel comprising of the Managing Director, Additional Managing
Director, Deputy Managing Director and The Head of Human Resources Division. The
interviews are always unstructured and each interviewer grades the candidate based on
motivational level, communication skill, confidence, how he handles difficulties etc.
After the interview, the total marks of the written test and the interview are added. The
candidates who pass the written test, the interview and the work sample test (if any) are
considered for final appointment. From those candidates, the required number of employees
are taken and given the final appointment. These employees have to fill up setup papers at the
time of joining.
For lateral entry of the experienced bankers, the interview is conducted in two phases. In the
first phase, the interview board consists of the Head of Human Resource Division and the
Head of Business Division. The final selection is made by the Managing Director.

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4.14.5Salary Negotiation
For the entry level positions, the salary is fixed. For other lateral entries, the Head of HRD
negotiates the salary with the suitable candidate whenever necessary. The negotiation for
suitable designation also takes place during this phase.
4.14.6Job Offer
The Head of HRD offers the job to the selected candidate after the final approval is obtained.
The Managing Director is the sole signing authority of any appointment letter up to
Additional Managing Director, Non-Management and all contractual employees if any other
person is authorized for special reason. The Chairman of the Board of Directors is the sole
authority to sign appointment letter for the post of Managing Director.
4.14.7 Background Investigation
Background investigation mostly done for the experienced candidates, is another important
check the employer undertakes. Its include taking to colleagues the referees former
employer, to make sure whether the information given by the candidate is true. This check is
done to know more about the candidates interpersonal skills, performance, the position
he/she was in and so no. The last step includes the physical examination part to make sure the
candidate can cope with the kind of pressure that he/she may have to undertake.
4.14.8 Pre-Joining Documentation
The following documents are obtained from the candidate prior to his joining. Officers of
Human Resource Division are responsible for the following documents:
Five Years Bond on part of the MPO.
Medical Report from the Designated Hospital.
Verification of all certificates.
Copy of Last Education and Professional certificates.
Filled up setup papers (Service Recodes, Declaration of Fidelity, Employee Profile)
Six Copies of passport size Photograph.

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4.14.9Provision Period
Those employees who do not have a previous banking experience have to serve a probation
period for at least one year before getting confirmation as a full time employee. Those who
have experience and not necessarily need to be trained; he/she does not go through the
probation period. Sometimes the selected employees have to submit a bond that he/she will
not leave the organization before certain years of service.
4.15 Intern Recruitment
EXIM Bank Limited offers internship programs to individuals who are about to get graduate.
They give an opportunity to get involved with their corporate environment to learn and
experience work life. Every three months they hire almost 50 interns from different
universities.

HRD

will

prepare

the

proposal

of

such

engagement

with

individual(s)/institution(s) and take the consent from the concerned departmental head and
place the internee accordingly.

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Chapter5
Evaluation and Analysis of Recruitment &
Selection Process Of
EXIM Bank Limited

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5.1Evaluation of Recruitment and Selection Process:

The final sector is growing. As a proof of this; we noticed the huge net profit made by almost
every bank of Bangladesh in recent years. As banks are making profits, they are expanding
their operations and for making these operations successful; they need efficient human
resources.
Evaluating recruitment and selection practice of an organization is not an easy task, because
on ultimate guideline can be found regarding the recruitment and selection practice of any
organization. However, there are some sort of guidelines were found in different books and
related websites. On the basis of their guidelines and previous parameters of EXIM Banks
recruitment and selection process, I have tried my best to evaluate the system.
5.1.1 Evaluation of Recruitment procedure

EXIM Bank uses in-house functions for recruiting A.O/J.O which ensure that recruitment
searches are consistent. As they use in-house functions, they have greater control on the
recruitment process and they can easily customize some aspects of process.

EXIM Bank usually employs centralized recruitment. That is recruitment activities are
co-ordinate by the Human Resource Division. One of the most important advantages of
this centralized recruitment function, that duplication of effort is eliminated from another
division.

The Bank does not have their own web server; they took help from a foreign organization
for their web system. So, the posted resumes through online stored in their party storage.
HRD needs to download and input data to their system. This system is time wasting
process.

EXIM Bank maintains a Human Resource Information System (HRIS) for their internal
and external personnel, that is very helpful and efficient system, saves time.

There are no age, race and sex discriminations in different categories of jobs of EXIM
Bank Limited.

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Recruitment and Selection Process

5.1.2 Evaluation of Selection Procedure

The system EXIM Bank is using for recruitment and selection process is not very
efficient. It creates different types of problem in different situation. Sometimes the photo
of candidates changes automatically and generates more than one tracking number for
single applicants in refreshing the page.

EXIM Bank loses few candidates/applicants due to the ineffective system for providing
inappropriate data output.

The selection process is a bit lengthy, because they arrange written test for huge
candidates in a time.

EXIM Bank does not put any effort for ensuring beneficial spillover effect. Candidates,
who participate in the preliminary written test, only are notified about the outcome when
they are called for the next level. In the next steps also, persons who are not selected not
receive any feedback.

The Bank does not use assessment center technique, which is very effective in recruiting
the management level employees.

5.2 Analysis
Trend Projection Analysis of Employment
TREND PROJECTION METHOD
The trend projection method involves (a) determining the trend of consumption by analysis of
past consumption statistics and (b) projects future consumption by extrapolating the trend.
Various trend relationships the trend of consumption may be represented by one of the
following relationships:

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Recruitment and Selection Process

Linear Relationship: Yx = a + bx
Exponential Relationship: Yx = a ebx
In the above equation Yx represent demand for year x, x is the time variable and a, b and
axs are constants.
Trend Projection Analysis - Employees

N
1
2
3
4
5
6
7

Year (X)
2008
2009
2010
2011
2012
2013
2014
Total

N
8
9
10
11
12
13
14

Year
2015
2016
2017
2018
2019
2020
2021

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Employees (Y)
890
958
1,154
1,246
1,506
1,860
2515
7614

Employees
4,258
4,632
5,006
5,380
5,753
6,127
6,501

x=X-A (A=2010)
-2
-1
0
1
2
3
4
3

x2
4
1
0
1
4
9
16
19

xY
-1780
-958
0
1246
3012
5580
10060
17160

Recruitment and Selection Process

Trend Projection Of Number of Employees For

Next 8 Years (2014-2021)
7,000
6,000

Axis Title

5,000
4,000
3,000
2,000
1,000
0
Empolyees

2014
3,885

2015
4,258

2016
4,632

2017
5,006

2018
5,380

2019
5,753

2020
6,127

2021
6,501

INTERPRETATION
Trend line equation is a tool to make prediction and estimation which are examined in terms
of employee recruitment based on the study of 12 years from 2002 to 2014. This trend line
estimate that the employee recruitment and selection process progressing well positively
which are illustrated for the next 8 years. The graph shows that the companys number of
employment will cross 3000 after 8 years.

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Recruitment and Selection Process

5.3 Findings
EXIM Banks HRD is a very enormousness and an elaborate section of overall management
process. Behind every success or failure HR activities are considered the ultimate deciding
factor. That is why EXIM BANK always gives high priority to the HR practices. In the
process of studying the issue, following aspects have been identified and deserve explanation:

EXIM Banks flow of employment increase is satisfactory.

The recruitment and selection is quite fair and square. Everyone at the HR Division is
honest and impartial which promotes the environment of accountability.

The recruitment and selection process of EXIM BANK emphasizes more on who fits
the organization, rather than who fits the job. Thus, it has created a unique
organizational culture and the whole HR Division has ensures a friendly and caring
working environment.

EXIM Banks HR planning can be made more effective if it is revised more often
according to the change in this fast moving industry.

No study is conducted to justify the effectiveness of the recruitment tests.

Regret letters are not sent to the candidates who are not selected after joining of the
finally selected candidates.

EXIM Bank does not always check references properly, which may lead to a grave
problem for the organization.

EXIM Bank recruits fresh graduates for entry level. For mid level and higher level
they prefer internal recruitment. In case the competent candidate is not available then
it recruits experience people from the same industry.

Both the line managers and HR managers play different role in the selection process.
For initial screening, preliminary interview, Reference Checks, Medical Examination
are performed by HRD. Departmental interview is performed by HRD as well.

EXIM Bank follows steps for recruitment & selection: initial screening, written test,
IQ test, medical examination, reference checks, and placement.

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Recruitment and Selection Process

The management of EXIM Bank cares for the quality of service as well as the quality
of its human resources.

5.4 Recommendations
In EXIM Bank Limited I gather the practical knowledge of human resource management.
Though its my first experience, I gather some problems by discussing the HR personnel. So I
would like to recommend about those problems as follows.

Recruit efficient manpower in HRD to reduce the work pressure.

Make a competitive salary structure.

Provide some motivational or recreation activities.

Online recruitment system is not upgraded. It should be upgraded.

More focuses to retain existing employee than to recruit new staff.

With 89 branches EXIM Bank has 2515 employees. But in HR division the numbers
of employees are 20 to 25. When something change for all employees like Increment
it is tough for them to update whole employees file. It is too hard for HR employees
to update all employees data.

HR recruitment and selection policy should be designed to attract more efficient

workers for the organization for improvements.

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Recruitment and Selection Process

Chapter6

Conclusion

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Recruitment and Selection Process

6.1 Conclusion

The modern business world is one of the fastest flow of competition which growing wider
and wider. To have sustainability in this competitive world the organization are formulating
new strategies and business plan with maximum efficiency levels in all sectors. Due to
competition it is very difficult to build a strong base for bank and uphold the image of bank.
Banking is becoming more and more vital for economic development of Bangladesh, in
mobilizing capital and other resources. EXIM Bank being a third generation bank is also
extending such contribution as to the advancement of the socioeconomics condition of the
country. EXIM Bank has some problems but it is encouraging that they are trying to
overcome these obstacles. To keep pace with current demand EXIM Bank should be more
responsive. Behind every success or failure, EXIM Banks HR activities are considered the
ultimate deciding factor. That is why EXIM Bank always gives high priority in the HRM
practices. The success of a commercial bank depends largely in the quality of service
rendered to the clients. Quality of service depends on the competence and the quality of the
employees of the organization. Therefore, the authority of EXIM Bank has to be careful in
recruiting the right person for each job. I think its HR policy in EXIM Bank is good, but if
any problem arises then they should reduce it in a proper way. To prosper, they should
develop their human resource or capital properly. As I am did internship at EXIM Bank HR
Division, it is not possible to go to the depth or each activities of division because of fear of
disclosure & time limitation. However, highest effort has been given to attain the objectives
during the internship program and have gathered vast knowledge during precise time period.
So I am very grateful to the authority and EXIM Bank family. I do believe that EXIM Bank
Ltd. will be the leading banking organization in Bangladesh for its potential Human
Resources Division.

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Recruitment and Selection Process

References:
EXIM Bank Ltd Official Website http://www.eximbankbd.com/
HR Manual of EXIM Bank LTD
EXIM Bank LTDs regular circulars
Annual Report 2014
Annual Report 2013
Annual Report 2012
Gray Dessler (2003) Human Resource Management, Pearson Education, Singapore,
pg no.89, 187,241
Thompson, Strickland, Gamble (2008). Crafting & Executing Strategy
https://en.wikipedia.org/wiki/Exim_Bank_%28Bangladesh%29
http://www.assignmentpoint.com/business/human-resource-management/recruitmentand-selection-procedure-of-export-import-bank.html.

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Recruitment and Selection Process

Acronyms:
EXIM Bank Ltd.: Export Import Bank Limited
HRD : Human Resource Division
HRIS : Human Resource Information System
HRM : Human Resource Management
ID : International Division
R&D: Research and Development
SVP : Senior Vice President
MD :- Managing Director
M.T.O :- Management Trainee Officer
T.O : Trainee Officer

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Job Circular: Trainee Officer in 2015

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