BANGLADESH INSTITUTE OF MANAGEMENT (BIM)

(Ministry of Industries)
4, Sobhanbag, Mirpur Road, Dhaka

www.bim.org.bd

Post Graduate Diploma in Human Resource Management

(PGDHRM)

(Academic Year-2016)

Term Paper Report

on
“Recruitment & Selection Process in Nitol Niloy Group”.

Supervised by Prepared by
Engr. Abdul Quader Md. Rashed Rayhan
Deputy Director Roll: 16DH258
Bangladesh Institute of Management (BIM) PGDHRM, Evening Batch-04

January 2017
 Letter of Transmittal

15th December, 2016

Engr. Abdul Quader
Deputy Director
4 Sobhanbag, Mirpur Road,
Dhaka-1207, Bangladesh.

Subject: Request to accept the Report

Dear Sir,
You have assigned me to prepare the report on “Recruitment & Selection Process in Nitol Niloy
Group”. I have prepared my report in mentioned timeframe. The report also consists of the
overview of Nitol Niloy Group. I tried to gather accurate information to make it specific and
coherent. Through the process of preparing the term paper, I have managed to get some
practical experiences.
To serve your purpose, I have tried my best to find out proper Recruitment & Selection Process
in Nitol Niloy Group.
I truly hope and believe, this report will fulfill the requirements suggested by you.

Sincerely yours,

Md. Rashed Rayhan

Roll: 16DH258
EVE Batch: 04
Session: 2016
PGHRM, BIM
 DECLARATION

I do solemnly declare that this term paper submitted; in partial fulfillment of the requirements
for the Post Graduate Diploma in Human Resource Management (PGDHRM) of the session 2016
of the Bangladesh Institute of Management (BIM), Dhaka in the result of my own research work
and written in my own language. That no part of this term paper consists of materials copied or
plagiarized from published or unpublished work of other writers and that all materials
borrowed or reproduced from other published or unpublished source have either been out
under quotation or duly acknowledge with full reference in appropriate place(s). I understand
that the diploma, conferred on me, may be cancelled/withdrawn if subsequently it is
discovered that this term paper is not my original work, it consists of materials
copied/plagiarized or borrowed with proper acknowledge.

________________
Md. Rashed Rayhan
Roll: 16DH258
EVE Batch: 04
Session: 2016
PGHRM, BIM
 Acknowledgement

I express my deep sense of gratitude and sincere appreciation to my supervisor Engr. Abdul
Quader, Deputy Director of Bangladesh Institute of Management (BIM) for his valuable
suggestion, guidelines and co-operation. Without his help and guidance it was quit impossible to
come up with this study.

All of my thanks go to my organization Nitol Niloy Group, who have gave me their valuable time to
explore their world. For this I thank my Institution for giving me this nice opportunity to observe
more closely recruitment and selection process in Nitol Niloy Group. I am also grateful to my co-
workers who extended their co-operation for collection data and information associate with the
study.

In writing this term paper, I have drawn as many books which mentioned in the bibliography, I
acknowledge my indebtedness to all those authors for their works which has been great use for me.
I would like to thank all of the counselors of Bangladesh Institute of Management (BIM) who had
been very co-operative and support me to do this term paper.

I am also grateful to my parents for their handy support and off course to all of my friends and
colleagues.

______________
Md. Rashed Rayhan
Roll: 16DH258
EVE Batch: 04
Session: 2016
PGHRM, BIM
 Table of Contents
Sl. No. Contents Pages

01 Chapter 01: Introduction 1-7

1.1 Background of the project 1

1.2 Importance of the study 2

1.3 Objectives of the study (Major and Specific Objectives) 5

1.3.1 Major Objective 5

1.3.2 Specific Objectives 5

1.4 Key Variables 5

1.5 Scope of the study 6

1.6 Limitations of the study 6

1.7 Methodology of the study 7

1.7.1 Sampling 7

1.7.2 Source of data 7

02 Chapter 02: Literature Review and Theoretical Orientation 08-23

2.1 History of Human Resource Management 8

2.2 Functional area of HRM 8

2.3 Responsibility of HR department 9

2.4 Concept of HR Planning & Forecasting: 10

2.5 Steps of HR planning: 11

2.6 Forecasting HR Needs: 11

 2.7 Definitions of Recruitment 12

2.8 The recruitment process of Nitol Niloy Group 13

2.9 Sources of Recruitment of Nitol Niloy Group: 16

2.10 Definition of Selection: 19

2.11 Process / Steps in Selection of Nitol Niloy Group: 19

2.12 Undesirable consequences of poor recruitment & Selection 23

03 CHAPTER 03: Company Overview 24-32

3.1 About Company: 24

3.2 Our Mission 24

3.3 Our Vision 24

3.4 The Management Process of Nitol Niloy: 24

3.5 Milestones of NItol Niloy: 25

04 Chapter 04: Analysis & Findings 33-48

4.1 Analysis: 33

4.2 SWOT analysis 46

4. 4.3 Major findings of the study: 48

05 Chapter 05: Recommendation & Conclusion 49-50

5.1 Recommendation: 49

5.2 Conclusion: 50

Chapter 06: Appendix 51-52

Chapter 07: References

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CHAPTER: 01
Introduction
1.1 Background
There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce
diversity. Changing skill requirements, continuous improvement initiatives contingent
workforce, decentralized work sites and employee involvement are the issue for confront. Now
it is a big challenge for the HRM to support the organization by providing the best personnel for
the suitable position in shortest possible time. Starting with recognizing the vacancies and
planning for them is a great task. Moreover selecting attracting the suitable candidates and
selecting the best person in time is a challenge. The cost of the recruitment is significant. So,
proper planning and formulate those plan is the task that require more focus and
improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to
find the difference and similarities between theoretical aspects with the practical steps taken
by the company. We took an attempt to demonstrate the feature for the further improvement.
As an organization needs to succeed and survive, or compete effectively in the global economy
in this era of globalization, employers must be in the position to propound and practice
recruitment and selection of employees in the best way. The success of a business or an
organization is directly linked to the performance of those who work for that organization.
Underachievement can be a result of workplace failures. Every organization has its own
requirements in acquiring employees. It is vital that organizations select people with the quality
essential for continued success in this competitive global village. The only means of achieving
this success is through proper recruitment and selection practices.
Recruitment and selection can play a pivotally important role in shaping an organization’s
effectiveness and performance, if work organizations are able to acquire workers who already
possess relevant knowledge, skills and aptitudes and are able to make an accurate prediction
regarding their future abilities. Recruitment and selection also has an important role to play in
ensuring worker performance and positive organizational outcomes. It is often claimed that
selection of workers occurs not just to replace departing employees or add to a workforce but
rather aims to put in place workers who can perform at a high level and demonstrate
commitment (Ballantyne, 2009).
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Bratton and Gold (2007), differentiate the two terms while establishing a clear link between
them by stating that recruitment is the process of generating a pool of capable people to apply
for employment to an organization. Selection is the process by which managers and others use
specific instruments to choose from a pool of applicants a person or persons more likely to
succeed in the job(s), given management goals and legal requirements. Recruitment and
selection forms a core part of the central activities underlying human resource management:
namely, the acquisition, development and reward of workers. It frequently forms an important
part of the work of human resource managers – or designated specialists within work
organizations. It is the human resources that give competitive edge” and therefore should be
selected carefully and developed in order to achieve employees‟ commitment (Storey, 1995).
However, recruitment and selection decisions are often for good reason taken by non-
specialists, by the line managers (Costello, 2006). There is, therefore, an important sense in
which it is the responsibility of all managers, and where human resource departments exist, it
may be that Human Resource (HR) managers who play more of a supporting advisory role to
those people who will supervise or in other ways work with the new employee. According to
Mullins (2010), for the Human Resource Management (HRM) function to remain effective,
there must be consistently good levels of teamwork, plus ongoing co-operation and
consultation between line managers and the HR manager. This is most definitely the case in
recruitment and selection as specialist HR managers (or even external consultants) can be an
important repository of up-to-date knowledge and skills, for example on the important legal
dimensions of this area.
By using the right selection methods one can ensure that the candidate does not only has the
right skills for the job, but also possesses the right personality to fit into the existing
organizational culture. Once that “right” person has been employed, the company has to
ensure that the right incentives are put in place. However, recruitment and selection is
characterized by potential difficulties and it is necessary to keep abreast of developments in
research in the field of construction. Research from the Chartered Institute of Personnel and
Development (CIPD, 2009a), concluded that organizations should increasingly be inclusive in
their employment offering as younger generations have grown up with the notion of flexible
working, while older people have an interest in flexible working as an alternative to retirement.
This research work seeks to identify employee recruitment and selection practices in Nitol Niloy
Group’s recruiting and selection process that help us to perceive a common picture about
recruiting and selection process in group of company in Bangladesh.

1.2 Importance of the study

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An organization may have all of the latest technology and the best physical resources, but if it
does not have the right people it will struggle to achieve the results it requires. This is true
across the whole spectrum of business activity e.g. schools, hospitals, legal practices,
restaurants, airlines, and diesel engine manufacturers. Poor choices at the recruitment stage
can prove expensive. The company needs to be sure of a candidate's technical competence. For
example, if an engineer designs a component that fails and has to be re-engineered, the
company loses both time and money and may incur penalty charges on any delay in fulfilling
particular contracts. Time and money spent in recruiting that particular employee will have
proved expensive and wasteful whilst a better candidate may not only have 'got away' but also
gone to a competitor.

Recruiters play an important role in the success of an organization. They essentially act as a
filter that -- when used properly -- only selects the best candidates. In a constantly changing
business world, companies need to hire people who are adaptable, loyal, knowledgeable,
dependable and confident, thereby creating a foundation for success. Recruiting staff is a very
costly exercise. It is also an essential part of any business and it pays to do it properly. When
organizations choose the right people for the job, train them well and treat them appropriately,
these people not only produce good results but also tend to stay with the organization longer.
In such circumstances, the organization’s initial and ongoing investment in them is well
rewarded. Selection is the process that an organization uses to determine which job applicant
will be the most successful in meeting the demands of the job or will fit well with the existing
work groups and the culture of the organization. Poor selection procedures and processes lead
to various unnecessary costs in the organization. In the recruitment process, an organization
hires the most suitable and qualified candidate -- whether he is internal or external to the
organization -- to fill a job vacancy. Orientation deals with new employees assimilating into the
organization.

Cost

Cost is a major reason why effective recruitment and selection is important. There are many
ways in which poor recruitment practices can result in financial losses. For example, if a
candidate's competency is not accurately assessed, he may make mistakes that can hinder
productivity. If he needs to be retrained or replaced, this takes up more company time that
could otherwise be invested toward remaining competitive.

Loyalty and Productivity

Loyalty and productivity are linked. Employees who feel dedicated to the organization will work
hard to help it succeed. With this in mind, recruiters must ask questions that provide
information about a candidate's strengths and weaknesses. Additionally, interviewers should
inquire about a candidate's greatest achievements throughout her career. Generally, loyal
employees will have a track record of striving for excellence, resulting in a more competitive,
innovative and profitable business.
Page |4

Low Employee Turnover

Appropriate selection procedures applied in the recruitment process ensure that only the most
qualified individual is chosen to fill a vacancy. Recruited employees who are satisfied with their
jobs lead to a low employee turnover rate. Employee retention is important to an organization,
as the costs of hiring and training new employees are very high. Improper recruitment and
selection practices can often result in high turnover or involuntary separations. If a recruiter is
not careful when analyzing resumes and conducting interviews, she may hire an employee with
a weak work ethic or a tendency to move quickly from one job to the next -- "job hopping."
Recruiters should pay close attention to the lengths of time at each previous job and carefully
check references. Another so-called "red flag" is a gradual decrease in responsibility. For
example, if the candidate starts out working as a senior manager and slowly shows progression
to a less complex role, this could indicate that he is not as competent as he claims.

Legal Issues

Discrimination is a serious concern among recruiters. If discriminatory hiring practices can be

proven, this could result in serious harm, both financially and in terms of reputation. The United
States Department of Labor forbids discrimination based on race, color, national origin, sex,
disability, religion, political affiliation, religion or age. Steps can be taken to avoid such
complications. First, advertise only the essential requirements for the position. Provide an
accurate job description, listing only the position name and the specific duties involved. Things
such as language proficiency or physical capabilities should not be listed unless they are
absolutely essential for the role. When conducting interviews, ensure that the location is
accessible by people with disabilities and refrain from holding interviews on religious or cultural
holidays. Use the same questions for every candidate and try to have more than one recruiter
present during the interview. Careful notes must be taken so that recruiters can justify hiring or
not hiring the particular candidate.

Reduce Applicant Numbers

Recruitment attracts many applicants to a particular job, which may prove difficult to manage,
but selection reduces applicants to a manageable number. Candidates who have applied for a
job during the recruitment stage are screened in the selection stage. Those who prove suitable
for the job are selected, and unsuitable ones are rejected.

Assess Behavior

Selection gives managers an opportunity to assess potential employees' character and

personality. This ensures that only an employee with the most suitable personalities and skills is
given the job. The organization takes particular notice of the personal flexibility and adaptability
of a candidate, which assures that such an individual can adjust rapidly to the tough demands
of the job.
Page |5

The Time Dimension

A good selection procedure saves time in the recruitment and orientation processes because
the applicant is expected to have been introduced to some aspects of the organizational
culture, such as the dress code. No time is wasted trying to inculcate the new recruit with
various aspects of the organization's culture and norms. The employee is given an adequate
picture of what the new job entails, thus eliminating wasting time doing unnecessary chores
that are not part of his job description.

1.3 Objectives of the study

1.3.1 Major objective:

The objective of the project is to provide a clear picture of recruitment and selection process
followed by Nitol Niloy Group, through the analysis between the concepts of recruitment and
selection process with Nitol Niloy Group process along with some recommendations.

1.3.2 Specific objectives:

 To focus on theoretical knowledge in the field of Human Resource Management.
 To find out the initiatives behind the success of Nitol Niloy Group Human resource
department.
 To find out the reaction of employees regarding recruitment and selection procedure of
Nitol Niloy Group.
 To summarize the recommendations of existing recruitment and selection procedure of
Nitol Niloy Group.
 To find relation between classroom study & real life situation.
 To find factors that contribute to recruitment and selection of potential employees; and
 To find impact of biographical variables on recruitment and selection.

1.4 Scope of the Study

The report deals with the recruitment and selection process in terms of theoretical point of
view and the practical use. The study will allow learning about the recruitment and selection
issues, importance, modern techniques and models used to make it more efficient. The study
will help to learn the practical procedures followed by the leading organizations. Moreover the
Page |6

study will help to differentiate between the practice and the theories that direct to realize how
the organization can improve their recruitment and selection process. The study covered:

 Recruitment & selection Procedure (Interview, Background Checking)

 Promotion Policy
 Working Hours, Leave Facilities,
 Remuneration & Benefits
 Training & Development

1.5 Limitations of the Study

Every research has its own challenges. Notwithstanding, this research had its own limitations.
During data collection, most of the workers were on site so it was quite difficult getting in touch
with them. Some senior members were reluctant in releasing vital information about
recruitment and selection in their respective organizations. Due to the combination of studies
and work the researcher also did had limited time, but these limitations did not affect the
validity of the study.
Limitation of time:
The first obstruct is time itself. Due to the time limit, the scope and dimension of the report has
been curtailed. I could not spend sufficient time for my report because the time limit given for
submitting the report was very short.
Data insufficiency:
Since all the officers were very much busy, they were not always able to provide me much time,
I received co-operation from the officials. Since BIBM is a one of the oldest established
organization; there is not enough data to analyze the proper growth .Moreover, all strategic
information is not possible to collect.
Lack of records:
Insufficient books, publications, Facts and figures narrowed the scope of accurate analyses
Fear of disclosure:
Another limitation of this report is organization’s policy of not disclosing some data and
information for obvious reasons, which could be very much useful. As an employee it was not
possible for me to collect all the necessary secret information I had to complete this report
within a very short span of time (Eight Weeks) that was not sufficient for investigation.
Page |7

Because of the limitation of information, some assumptions were made. My perception about
some observation may not be correct.

1.6 Methodology of the Study

In addressing the aim of this study, it is important to adopt an appropriate statistical approach,
which would enable appropriate data collection, analysis and interpretation of the findings for the
benefit of practitioners and researchers. Consequently, the research was mainly based on primary
and secondary source of data. The primary source was designed based on information, which was
obtained from the literature review in connection with the research objectives of the study. The
questionnaire comprises of closed and open-ended questions to facilitate categorization and
analysis and to ascertain respondents view on peculiar issues. The secondary sources were obtained
from journals, publications, library and internet. This report is based on the primary and secondary
data. This report also bears the practical knowledge of individual worked at the particular branch during
the internee period. So the methodology is the mixing of primary and secondary data with practical
knowledge.

1.7 Source of Information

In order to make the report more meaningful, two sources of data have been collected.

1.7.1 Primary Data Source:

 Data are collected through face to face interview & questionnaire
 Informal conversation with the clients
 Practical work experience from different department of the organization.
 Relevant files and documents as provided by the concerned officers.

1.7.2 Secondary Data Source:

 Annual Report of the organization.
 Organization Training & Research Department.
 Various books, articles and manuals etc
 Different web sites.
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CHAPTER 2
Literature Review on Recruitment &
Selection
2.1 History of Human Resource Management
The History of Human Resource Management is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
The terms "human resource management" and "human resources" (HR) have largely replaced
the term "personnel management" as a description of the processes involved in managing
people in organizations. Human Resource management is evolving rapidly. Human resource
management is both an academic theory and a business practice that addresses the theoretical
and practical techniques of managing a workforce.
Human resource management has its roots in the late and early 1900's. When there are less
labor then there are more working with machinery. The scientific management movement
began. This movement was started by Frederick Taylor when he wrote about it a book titled
‘The Principles of Scientific Management’. The book stated, "The principal object of
management should be to secure the maximum prosperity for the employer, coupled with the
maximum prosperity for each employee.” Taylor believed that the management should use the
techniques used by scientist to research and test work skills to improve the efficiency of the
workforce. Also around the same time came the industrial welfare movement. This was usually
a voluntary effort by employers to improve the conditions in their factories. The effort also
extended into the employee’s life outside of the work place. The employer would try to provide
assistance to employees to purchase a home, medical care, or assistance for education. The
human relations movement is the major influence of the modern human resource
management. The movement focused on how employees group behavior and how employee
feelings. This movement was influenced by the Hawthorne Studies.

2.2 Functional area of HRM

 Human resource auditing
 Human resource strategic planning
 Human resource planning
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 Manpower panning
 Recruitment / selection
 Induction
 Orientation
 Training
 Management development
 Compensation development
 Performance appraisals
 Performance management
 Career planning / development
 Coaching
 Counseling’s
 Staff amenities planning
 Event management
 Succession planning
 Talent management
 Safety management
 Staff communication
 Reward

2.3 Responsibility of HR department

Position Job Responsibilities

HR Executive committee

Organization planning

HR planning & policy

Organization development.

Manager recruitment & Recruiting

employment
Interviewing

Testing

Placement & Termination.

Manager , compensation & benefits Job analysis and evaluation

Surveys
P a g e | 10

Performance appraisal

Compensation administration

Bonus

Profit sharing plans

Employee benefits.

Manager, Training & Development Orientation

Training

Management development

Career Planning & development

Manager, Employee relations EEO relations

Contract compliance

Staff assistance programs

Employee counseling.

Table 1: Responsibility of HR

2.4 Concept of HR Planning & Forecasting:

HR planning is the first step in the recruiting and selection process. `Human Resource planning is the
process of assessing the organization’s human resource needs in light of organizational goals and making
plans to ensure that a competent stable workforce is employed` ---Wendell French.

`Personal planning is the process of deciding what positions the firm will have to fill, and how to fill
them.’—Gary Dessler.

In the words of coleman bruce (1997) HRM is the process of determining manpower requirements and
the means of meeting those requirements in order to carry out the integrated plan of the organization.

According to the above definitions, HRP consists of the following elements:

 Establishing and reorganizing the future job requirement;

 Identifying deficiency in terms of quantity;
 Identifying the deficiency in terms of quality & specification;
 Identifying the sources of right type of man;
 developing the available manpower and
 Ensuring the effective utilization of workforce.

2.5 Steps of HR planning:

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HR planning is a process involving few stages:

a) Integrate HR planning with corporate Planning:

The integrate HR planning with corporate Planning the first stage of Hr planning is to
integrate it with corporate planning. All manpower planning stems from business
plans in relation to a corporate strategy.
b) Forecasting internal & external environment:
The second stage in HR planning is to forecast of assess the internal and external
environmental factors that affect demand and supply of labor. Environmental
factors include government influences economic, geographic and competitive
condition.
c) Assessment of internal HR capabilities:
The next stage is the analysis of internal inventory of HR capabilities. Assessment of
internal strengths and weakness as a part of HR planning requires the current job
and employees capabilities are audited and organizational capabilities are
inventoried.
d) Predicting & forecasting HR demand and supply:
The information gathered from external environmental Scanning and assessment of
internal strengths and weaknesses is used to predict of forecast HR supply and
demand in light of organizational objectives and strategies.
e) To locate the required HR:
Once the demand for HR has been forecasted, then their availability must be
identified. The fourth stage of HR planning is to locate the sources from where
personnel required will be available. The source may be internal and external.
f) Allocation of HR:
The final stage o HRP is concerned with allocation o human resources within an
organization over time.

2.6 Forecasting HR Needs:

When a firm makes a plan for employment requirements, the firm usually needs to forecast
personal needs, the supply of inside & outside candidates. Different techniques like, trend
analysis, ratio analysis, scatter plot can be used to estimate staffing needs.

a) Trend analysis:
Trend analysis means studying variation in the firm’s employment levels over last five years.
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b) The scatter plot

A scatter plot shows graphically how two variables; business activity and firm’s staffing levels
are related.

2.7 Definitions of Recruitment

Recruitment is a positive process of searching for prospective employees and stimulating them
to apply for the jobs in the organization. When more persons apply for jobs then there will be a
scope for recruiting better persons.

The job-seekers too, on the other hand, are in search of organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. In simple words, the term recruitment refers to discovering the source from
where potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labor turnover and enhanced reputation.
It stimulates people to apply for jobs; hence it is a positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate man- power resources.
This is the first stage of the process of selection and is completed with placement. Various
researchers have contributed to the field of HRM, and have offered intensive and profound
knowledge on the branches of HRM especially on recruitment and selection. Below is some of
the different definitions of recruitment;

According to Edwin B. Flippo, “It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it,
terming it both negative and positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the
hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be
negative because it rejects a good number of those who apply, leaving only the best to be
hired. ”

In the words of Dale Yoder, Recruitment is the process to “discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient working
force.”
P a g e | 13

Kempner writes, “Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.”

In personnel recruitment, management tries to do far more than merely fill job openings. As a
routine the formula for personnel recruitment would be simple i.e., just fill the job with any
applicant who comes along.

Joseph J. Famularo has said, “However, the act of hiring a man carries with it the presumption
that he will stay with the company-that sooner or later his ability to perform his work, his
capacity for job growth, and his ability to get along in the group in which he works will become
matters of first importance.” Because of this, a critical examination of recruitment methods in
use should be made, and that is the purpose of this chapter.

2.8 The recruitment process of Nitol Niloy Group

The recruitment process involves:
 Advertising the role
 Selling the job to potential applicants.

2.8.1 Advertising the job

Advertising is the shop window that attracts a potential applicant to find out more about the
job. It should provide enough information to make the job sound appealing and encourage a
potential applicant to take action.
Types of advertising
Traditionally, advertising has been done through the local newspaper or rural media. Other
forms of advertising may include:
 Word of mouth through friends and associates
 Referrals from other team members
 Direct approaches to a potential applicant
 Job sections on websites such as www.bdjobs.com
 Internet job search sites
 Signs on notice boards at local businesses (supermarkets, farm supply stores etc)
 Agencies such as Work and Income or Student Job Search
 Local school or club newsletters
 Print advertising in industry publications
 Listing with farm consultants or an agricultural employment agency.

Writing an Advertisement
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Newspaper advertising is the most common form of recruitment; therefore this fact sheet will
focus on that process.
A common advertising format is as follows:
Title
The advert title may either be the job title or an eye-catching phrase. Other eye-catchers such
as graphics or pictures (your farm logo) may also be added.
Job title and property description
The job title and property description tell the applicant what the position is and provides a
context for the role by describing the location, size and facilities available on the farm
Description of the job
This section describes the appropriate responsibility areas, tasks or duties for the role. This can
be taken almost directly from the job description previously constructed.
Realistic job previews: While selling the job is important, it can be a good sales ploy to point out
any particular difficulties of the job, giving the applicant a more realistic idea about what the
job entails. This should only be used where a direct compensation has been built into the
package.
Job specification
A job specification goes beyond a mere description -in addition, it highlights the mental and
physical attributes required of the job holder. For example, a job specification for a trainee
manager's post in a retail store included the following: 'Managers at all levels would be
expected to show responsibility. The company is looking for people who are tough and
talented. They should have a flair for business; know how to sell, and to work in a team. Job
analysis, description, and specification can provide useful information to a business in addition
to serving as recruitment instruments. For example, staff appraisal is a means of monitoring
staff performance and is a feature of promotion in modern companies. In some companies, for
example, employees and their immediate line managers discuss personal goals and targets for
the coming time period (e.g. the next six months). The appraisal will then involve a review of
performance during the previous six months, and setting new targets. Job details can serve as a
useful basis for establishing dialogue and targets. Job descriptions can be used as reference
points for arbitrating in disputes as to 'who does what' in a business. Selection involves
procedures to identify the most appropriate candidates to fill posts. An effective selection
procedure will therefore take into consideration the following: keeping the costs of selection
down making sure that the skills and qualities being sought have been identified, developing a
process for identifying them in candidates making sure that the candidates selected, will want
the job, and will stay with the company. Keeping the costs of selection down will involve such
factors as holding the interviews in a location, which is accessible to the interviewing panel, and
P a g e | 15

to those being interviewed. The interviewing panel must have available to them all the
necessary documentations, such as application forms available to study before the interviews
take place. A short list must be made up of suitable candidates, so that the interviews do not
have to take place a second time, with new job advertisements being placed. The skills required
should have been identified through the process of job analysis, description and specification. It
is important then to identify ways of testing whether candidates meet these requirements.
Testing this out may involve:

 Interviewing candidates
 Asking them to get involved in simulated work scenarios
 Asking them to provide samples of previous work
 Getting them to fill in personality and intelligence tests
 Giving them real work simulations to test their abilities. \

Type of person required

In the person specification you may have identified some special characteristics, knowledge,
skills or experience required in the person who fills the role. Any that are critical to your
business should be detailed in this section. However, be careful to avoid any characteristics that
do not directly affect performance of the role, as this is discrimination.

2.8.2 Selling the job

Before an effective sale pitch can be designed, the employer should:
 Review the terms and conditions for the role
 Check the farm budget
 Prepare an information pack if one is to be sent out.

Sales points
Advertising should sell the job by highlighting the opportunities the role provides. These
opportunities may include:
 Learning and growth opportunities (professional and personal development)
 The team on the farm
 Quality of accommodation
 Training provided
 Recreational opportunities
 Proximity to town
 Time off
 Leave provisions
 Level of salary
P a g e | 16

 Success stories of previous employees

 Farm facilities/infrastructure.

Employers should be careful not to oversell the role because if they can’t come through on
promises made, staff will be disappointed. It is also illegal under the Fair Trading Act. In all cases
adverts should avoid overused words, such as “progressive”, “self-starter” and “motivated”.
They are used with such frequency that they have lost their meaning and have become space
fillers.

2.9 Sources of Recruitment of Nitol Niloy Group:

The eligible and suitable candidates required for a particular job are available through various
sources. These sources can be divided into two categories.

Fig: Sources of Recruitment.

2.9.1 Internal Sources of Recruitment:

Promotions:

The promotion policy is followed as a motivational technique for the employees who work hard
and show good performance. Promotion results in enhancements in pay, position,
responsibility and authority. The important requirement for implementation of the promotion
policy is that the terms, conditions, rules and regulations should be well-defined.
P a g e | 17

Retirements:

The retired employees may be given the extension in their service in case of non-availability of
suitable candidates for the post.

Former employees:

Former employees who had performed well during their tenure may be called back, and higher
wages and incentives can be paid to them.

Transfer:

Employees may be transferred from one department to another wherever the post becomes
vacant.

Internal advertisement:

The existing employees may be interested in taking up the vacant jobs. As they are working in
the company since long time, they know about the specification and description of the vacant
job. For their benefit, the advertisement within the company is circulated so that the
employees will be intimated.

2.9.1.1 Benefits of Internal Sources of Recruitment:

 The existing employees get motivated.

 Cost is saved as there is no need to give advertisements about the vacancy.
 It builds loyalty among employees towards the organization.
 Training cost is saved as the employees already know about the nature of job to be
performed.
 It is a reliable and easy process.

2.9.1.2 Limitations of Internal Sources of Recruitment:

 Young people with the knowledge of modem technology and innovative ideas do not
get the chance.
 The performance of the existing employees may not be as efficient as before.
 It brings the morale down of employees who do not get promotion or selected.
 It may leads to encouragement to favoritism.
 It may not be always in the good interest of the organization.

2.9.2 External Sources of Recruitment:

Press advertisement:
P a g e | 18

A wide choice for selecting the appropriate candidate for the post is available through this
source. It gives publicity to the vacant posts and the details about the job in the form of job
description and job specification are made available to public in general.

Campus interviews:

It is the best possible method for companies to select students from various educational
institutions. It is easy and economical. The company officials personally visit various institutes
and select students eligible for a particular post through interviews. Students get a good
opportunity to prove themselves and get selected for a good job.

Placement agencies:

A databank of candidates is sent to organizations for their selection purpose and agencies get
commission in return.

Employment exchange:

People register themselves with government employment exchanges with their personal
details. According to the needs and request of the organization, the candidates are sent for
interviews.

Walk in interviews:

These interviews are declared by companies on the specific day and time and conducted for
selection.

E-recruitment:

Various sites such as jobs.com, naukri.com, and monster.com are the available electronic sites
on which candidates upload their resume and seek the jobs.

Competitors:

By offering better terms and conditions of service, the human resource managers try to get the
employees working in the competitor’s organization.

2.9.2.1 Benefits of External Sources of Recruitment:

 New talents get the opportunity.

 The best selection is possible as a large number of candidates apply for the job.
 In case of unavailability of suitable candidates within the organization, it is better to
select them from outside sources.
P a g e | 19

2.9.2.2 Limitations of External Sources of Recruitment:

 Skilled and ambitious employees may switch the job more frequently.
 It gives a sense of insecurity among the existing candidates.
 It increases the cost as advertisement is to be given through press and training facilities
to be provided for new candidates.

2.10 Definition of Selection:

Selection is the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job. The Selection is the process of choosing the most
suitable candidate for the vacant position in the organization. In other words, selection means
weeding out unsuitable applicants and selecting those individuals with prerequisite
qualifications and capabilities to fill the jobs in the organization.
Most often, the selection and recruitment are used interchangeably but however both have
different scope. The former is a negative process that rejects as many unqualified applicants as
possible so as to hire the right candidate while the latter is a positive process that attracts more
and more candidates and stimulates them to apply for the jobs.
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 department’s existence, since the selection
process is central to the HR function.

2.11 Process / Steps in Selection of Nitol Niloy Group:

Therefore, the selection procedure followed by different organizations, many times, becomes
lengthy as it is a question of getting the most suitable candidates for which various tests are to
P a g e | 20

be done and interviews to be taken. The procedure for selection should be systematic so that it
does not leave any scope for confusions and doubts about the choice of the selected candidate.

Fig: Steps in Selection Procedure

Brief details of the various steps in selection procedure are given as follows:

Inviting applications:

The prospective candidates from within the organization or outside the organization are called
for applying for the post. Detailed job description and job specification are provided in the
advertisement for the job. It attracts a large number of candidates from various areas.

Receiving applications:

Detailed applications are collected from the candidates which provide the necessary
information about personal and professional details of a person. These applications facilitate
analysis and comparison of the candidates.

Scrutiny of applications:

As the limit of the period within which the company is supposed to receive applications ends,
the applications are sorted out. Incomplete applications get rejected; applicants with un-
matching job specifications are also rejected.

Written tests:

As the final list of candidates becomes ready after the scrutiny of applications, the written test
is conducted. This test is conducted for understanding the technical knowledge, attitude and
interest of the candidates. This process is useful when the number of applicants is large. Many
P a g e | 21

times, a second chance is given to candidates to prove themselves by conducting another

written test.

Psychological tests:

These tests are conducted individually and they help for finding out the individual quality and
skill of a person. The types of psychological tests are aptitude test, intelligence test, synthetic
test and personality test

Personal interview:

Candidates proving themselves successful through tests are interviewed personally. The
interviewers may be individual or a panel. It generally involves officers from the top
management.

The candidates are asked several questions about their experience on another job, their family
background, their interests, etc. They are supposed to describe their expectations from the said
job. Their strengths and weaknesses are identified and noted by the interviewers which help
them to take the final decision of selection.

Reference & Background check:

Generally, at least two references are asked for by the company from the candidate. Reference
check is a type of crosscheck for the information provided by the candidate through their
application form and during the interviews. The following ‘Background Checking From’ will be
maintained & completed by Human Resource Division, Head Office, Dhaka as a tool for
background checking.
Background Checking From

SL Components Please tick

NO
Yes No N/A

01 Whether the employee has put his/her signature and date on the
‘Appointment Letter’ for acceptance of the terms and conditions of
the same by him/her?

02 Whether the employee has provided document / paper evidencing

his/ her permanent citizenship of Bangladesh?

03 Whether the employee has Provided certificate evidencing his/ her

age?

04 Whether the employee has provided medical certificate regarding

his/her physical and mental fitness?
P a g e | 22

05 Whether the employee has provided required photographs ?

06 Whether the employee has provided attested copies of all

certificates relating to his/ her academic / Professional qualification
?

07 Whether the original certificates provided by the employee

apparently seem to be genuine and tally with the attested copies?

08 Whether the employee has provided character certificate from 2

(two) respectable persons?

09 Whether the employee has provided reference of (two) respectable

persons acceptable to the Bank?

10 Has the employee provided ‘Release Order’ from his previous

employer (for lateral entrant only)

11 Has the employee provided attested copy of ‘Service Book’ after

verification of the with the original one?

12 Has the employee executed the ‘Declaration of Fidelity and Secrecy’

From?

13 Has the employee executed the ‘Agreement From’?

14 Has the employee executed the ‘Declaration of Ethics’ in

observance of Code of Ethics/ Conduct in Export Import Bank of
Bangladesh Limited ?

15 Has the ‘Service Agreement’ executed between the employee and

the Bank been obtained?

(for employees on ‘Contract only)

16 Has the employee executed ‘Security Bond’?

(for P.O/OG-II/ Cash Officer only)

17 Whether the employee has submitted joining report?

18 Has the employee completed ‘membership From’ of Insurance

Company for inclusion of self and spouse’s names as ‘Insured under
the contract?

19 Has the employee completed ‘Nomination Forms’ for Provident

Fund, Gratuity, Group Insurance and Welfare Fund?

20 Has the available information of the employee been recorded in the

PMIS Software’ and Registers’?
P a g e | 23

Medical examination:

Physical strength and fitness of a candidate is must before they takes up the job. In-spite of
good performance in tests and interviews, candidates can be rejected on the basis of their ill
health.

Final selection:

At this step, the candidate is given the appointment letter to join the organization on a
particular date. The appointment letter specifies the post, title, salary and terms of
employment. Generally, initial appointment is on probation and after specific time period it
becomes permanent.

Placement:

This is a final step. A suitable job is allocated to the appointed candidate so that they can get
the whole idea about the nature of the job. They can get adjusted to the job and perform well
in future with all capacities and strengths.

2.12 Undesirable consequences of poor recruitment & Selection

Poor recruitment choices (i.e., poor person-job fit) can have a range of undesirable
consequences for the organization and the worker including:
 Higher rates of turnover
 Reduced performance effectiveness
 Lowered job satisfaction
 Reduced work motivation.
P a g e | 24

CHAPTER 3
Company Overview
3.1 About Company:
From a trading company in early eighties, Nitol-Niloy Group has literally become a household
name in less than twenty years. Over the years, it has expanded its activities into different
sectors in order to ensure excellence in service to the customers. Because of its continuous
diversification, it has shaped itself as a true conglomerate from its original identity as a
transport based organization. This was the dream of Mr. Abdul Matlub Ahmad, which he had in
his student days in Oxford. With strong support of dedicated management team, he made his
dream come true. But like he says "This is just the beginning of good times, best is yet to
come".
The main thrust of Nitol Niloy Group comes from, marketing TATA brand of commercial vehicles
in Bangladesh including Buses, trucks, passenger version pickup trucks, Maxi and construction
equipment. Since 1991, it commenced assembly and building body of TATA vehicles, popular in
the country for its economy and excellent value for money, unique pay-as you-earn marketing
system and complete after sales service.
Putting forward its motto "One History-One Brand-One Industry", Nitol Niloy Group has grown
to become the largest seller of commercial vehicles in the country. The company has a
formidable presence in a wide range of product markets, while it also operates in the service
sector. The diversity of its market presence is apparent in its marketing of mass-sold products
like commercial vehicles as well as its being in the notably niche market of helicopter
transportation services. Nitol Motors Ltd., one of the major concerns of the conglomerate,
began its journey in 1983, quickly becoming an important marketer of commercial vehicles in
Bangladesh. In 1989, Nitol Motors Ltd. became the sole distributor of TATA vehicles in
Bangladesh. Since then, it never had to look back as it is currently the market leader in this
sector. In 1991 a joint venture company named Nita Company Ltd. was formed between TELCO
and NITOL for assembly of TATA vehicles in Bangladesh. This company is the flagship enterprise
of Nitol Group and is in the business of assembling commercial vehicles. Chassis of trucks, buses
and minibuses that are imported in completely knocked down condition (CKD) are assembled
by this company. It is currently one of the leading vehicle assembling organizing corporations in
the country.
Nitol-Niloy Group has a strong, diversified profile in Bangladesh. It has opted for trading
assembling of vehicles, bus body making, after sales support, transport and aviation services,
financial institutions, manufacturing industries, real state including building of satellite
P a g e | 25

townships, properties development and sports promotion. The group annual turnover is
estimated to cross taka 800 cores. New enterprise is being implemented. Nitol-Niloy Group is
looking at a new horizon of attainable dreams. For Nitol-Niloy Group, “sky is the limit”

3.2 Our Mission

Nitol Niloy’s mission is to enrich the quality of life of people through responsible application of
knowledge, skills and technology. Nitol Niloy is committed to the pursuit of excellence through
world-class products, innovative processes and empowered employees to provide the highest
level of satisfaction to its customers.

3.3 Our Vision

 Endeavor to attain a position of leadership in each category of its businesses.

 Attain a high level of productivity in all its operations through effective and efficient use
of resources, adoption of appropriate technology and alignment with our core
competencies.
 Develop its employees by encouraging empowerment and rewarding innovation.
 Promote an environment for learning and personal growth of its employees.
 Provide products and services of high and consistent quality, ensuring value for money
to its customers.
 Encourage and assist in the qualitative improvement of the services of its suppliers and
distributors.
 Establish harmonious relationship with the community and promote greater
environmental responsibility within its sphere of influence.

3.4 The Management Process of Nitol Niloy:

For any financial and non financial organization Management is the most valuable and important
resources of any kind of organization. And a well-organize management provides the organization to
reach its ultimate goal. Management means planning, organizing, staffing, directing and controlling of all
financial and non financial resources of an organization. Different aspects of management practice in
Nitol Niloy are discussed below.

 Planning:

Nitol Niloy has done its planning within the purview of the corporate plan. The overall planning
approach in Nitol Niloy is top-down. Each branch can plan according to the goal imposed by the
corporate level. It doesn’t plan independently. And Nitol Niloy has a strategic planning division. This
department is mainly responsible for the overall planning.

 Organizing:
P a g e | 26

Nitol Niloy is organized as per the existing business locations. It has thirty three branches, each of which
is a separate entity. Each unit is responsible for own performance and a Senior Vice President followed
by Manager Heads each. He is directly responsible for the performance of their unit. Within each branch
it is organized functionally.

 Staffing:

The recruitment in Nitol Niloy is done in two ways. One as a “Probationary Officer” for the management
program and it has a probation period of one year. Another one is non-management level as “Trainee
Officer”. Probationary Officer is recruited in officer category and their career path is headed towards
different managerial jobs.

 Directing and Controlling:

The Management approach in Nitol Niloy is top-down or authoritative. Information just seeks through
lower management layer. Works are designed in such a way that one cannot leave without clearing the
tasks as he is assigned for a day. Sitting arrangement in all office is done in a way that the superior can
monitor the subordinate all time. Budgeting, rewarding, punishing, etc. are also practiced as control
mechanism.

3.5 Milestones of NItol Niloy:

1982: Trading in Automobiles from England and Japan
1985: Dealership: Hindustan Motors Ltd. And Eicher Ltd.
1988: Nitol Motors Ltd: Importer & Distributor of TATA vehicles from TELCO, India
1988: Nikita and Company Ltd: International trading wing for the company
1989: Nikita and company Ltd: Manufacturing Artificial Flowers for export
1991: Nita company Ltd: Assembling TATA vehicles under joint venture with TELCO, India
1992: Service Centre Ltd: Country wide network for after sales servicing of TATA vehicles in
Bangladesh
1994: Central Properties Ltd: Real Estate management for Nitol Group
1996: Nitol Construction Company Ltd. (Construction Company for Nitol Niloy Group)
1996: Niloy Cement industries Ltd: Grey cement plant (Public limited Company)
1998: Bangladesh National Car
1999: Nitol Insurance Co. Ltd: General Insurance (Public Limited Company)
1999: Nitol white cement industry: Manufacturer of white cement
2000: Peter Khong Aviation Ltd: Private Helicopter Service
P a g e | 27

2001: Nitol Software Development Industry Ltd: On-Going Project.

2004: Nitol Sugar Mills Ltd
2007: Nreach ISP (Internet service provider)
2007: NITS – GPS Unit
2012: Niloy Motors Ltd. (Importer & Distributor of Hero Motocorp, India)
2013: Radio Next (FM Radio Station)
2015: Hero Niloy Bangladesh Ltd. (JV with Hero Motocorp)
2016: Nitol Curtis and Paper Mill.

3.6 Some Concern of Nitol Niloy Group:

 Nitol Motors Ltd:

The main thrust of Nitol-Niloy Group comes from, marketing TATA brand of commercial
vehicles in Bangladesh including Buses, trucks, passenger version pickup trucks, Maxi and
construction equipment. Since 1991, it commenced assembly and building body of TATA
vehicles, popular in the country for its economy and excellent value for money, unique pay-as
you-earn marketing system and complete after sales service.
Nitol Motors has introduced Escort Tractor of ITL (International Tractors Limited), which has
been specially designed for Bangladesh making it suitable for small land size & roads. Nitol
Power Tillers have been designed to be fuel efficient and with more output to meet the market
demand. We have also introduced Nitol Reaper,Daedong Combine Harvester & Nitol Mini
Combine Harvester, which have been customized keeping in mind the unique soil condition of
the country. We also have Nitol Diesel Engine and Nitol Water Pump, Rice Transplanted, Crop
Preservation technologies to provide 360° service for the advancement of the rural scene of
Bangladesh. All the brands introduce by Nitol have received tremendous response from the
farmers.
P a g e | 28

It has own sales and service center at Bogra, Comilla, Jessore, and Dinajpur by which ensure
highest quality after sales service, repairs and spare parts. It also provides flexible credit
facilities for farmers for better customer satisfaction and service. ACI Motors are planning to
introduce light commercial vehicles like pickups and mini trucks to support farmers to carrying
agricultural goods. Also, high quality diesel engines and pumps for irrigation purpose will be
offered in the near future. This business shows considerable promise in contributing to the
agricultural productivity of Bangladesh.

 Niloy Motors Ltd:

Hero MotoCorp Ltd. has finally started selling Hero motorcycles in Bangladesh. The company
which was known to many as Hero Honda has now parted his partnership with Honda back in
2010 and started their own identity as Hero MotoCorp in 2011. In Bangladesh they started a
joint venture with the Nitol Niloy Group as per which the two companies will jointly invest over
240 crore (40 million USD) in a span of five years. The joint venture, in which Hero MotoCorp
will hold 55 per cent stake and rest will lie with the Bangladeshi partner, plans to set up a new
manufacturing facility which will have an annual capacity of 1.5 lakh units when fully functional
by second quarter of 2015-16.
The plant in Bangladesh will be the the first full-fledged manufacturing facility for the Indian
two-wheeler major outside India. The diversified Nitol Niloy group has interests in various
sectors in Bangladesh.
P a g e | 29

 Nreach Net Pvt. Ltd:

NREACH.NET is an Internet Service Provider. NREACH is a sister concern of NITOL NILOY GROUP
. It is licensed by Bangladesh Telecom Regulatory Commission (BTRC) and member of
Bangladesh Internet Service Provider Association (ISPAB). NREACH is in a position to provide
the whole spectrum of Internet related services and it has alternative VSAT & Submarine Cable
acting as redundant against each other. We also provide Internet connectivity through prudent
and tested technology like Optical Fiber, WiFi, Radio Connectivity and traditional cable
connectivity.
Aiming to acquire full client satisfaction, we implement our proposals based on exact client
requirement specification with a careful consideration at expenditure. Therefore, we hope to
provide the best solutions for our client at most competitive price. Besides delivering the
greatest Services and products to the market in our respective fields, we have acquired
tremendous reputation in providing documentation, training and pleasant customer support to
our clients.

 Nitol Bay Resort:

Nitol Bay Resort in Cox's Bazar is dedicated to the Ancient, Noble and Unparalleled Bangladeshi
Tradition, as it welcomes you to a unique and sublime Hospitality experience. Nitol Bay Resort
is centrally located in the heart of Cox's Bazar. It has 37 elegant rooms and suites with modern
features designed to meet and surpass any guest's expectations.
P a g e | 30

Nitol Bay Resort in Cox's Bazar has an aesthetic ambience, luxurious opulence, state of the art
facilities, a professional approach to service and a warm personal touch. This Cox's Bazar hotel
is conveniently located in the city center, which enable the guests to access to various places in
Cox's Bazar conveniently. A heaven for Tourists and sojourners, We invite you to step into Nitol
Bay Resort and come home to your own place in Cox's Bazar as well as Bangladesh. Reputed as
one of the best Cox's Bazar Hotels, it is aesthetically designed and provided with state of the art
equipment to create the right ambience suited to contemporary business needs.

 Nitol Insurance Company Ltd:

Nitol Insurance Company Limited is a Public Limited Non-Life Insurance Company. It is
incorporated in Bangladesh on October 04, 1999 as a public Limited Company under the
companies Act, 1994 to transact all classes of non-life insurance business.
We are dedicated to developing a long-term relationship with our clients by providing them
outstanding services.
We offer a wide spectrum of versatile non-life insurance products and services. Moreover, our
highly qualified and experienced professionals will identify special requirements and draw up
plans exclusively for our clients. We pay promptly all covered claims in a just and fair manner.
Our vision is the Apex of Success. We have to reach to that goal by our modern thinking, hard
labor, time-worthy decision, sincerity and unparalleled service. We are committed to our slogan
Your Security is our Responsibility.
P a g e | 31

 NML Properties Ltd:

To purchase land and properties for the growth and development of the company. It
strengthens the total financial growth of the company. It has the idea to buildup satellite town
for the middle class people under new concepts and ideas and for this purpose the NML
Properties. is trying to purchase lands in and around Dhaka city. And under the name and style
NML Properties Nitol Niloy Group is purchasing lands and buildings in almost all the districts of
the country to setup company's own office buildings there.

 Radio Next:
Radio Next 93.2 FM is a concern of Nitol Niloy Group. We began a rudimentary test
transmission during September 2013, followed by our commercial launch during March 2013,
and now we can be heard at this very moment by the population of approximately 15 million
that reside in and around Dhaka, Bangladesh, and growing every day. Young at heart, if not in
physical age. Somewhere in our hearts, we sing the songs, the dreams and the ambitions and
possibilities that are a young and new Bangladesh. We believe age is merely a number, a
boundary; it does not define the youth inside us, the spring that is in every step and every
P a g e | 32

heartbeat. And together, we strive to make our country and our lives more awesome, or as the
youth of Bangladesh would say, more “joss” everyday! Radio Next is an infotainment based
radio, giving emphasis on the impact of current affairs on our society. We have a sincere crew
behind all the latest and authentic information that we try to provide. We at Radio Next have
one of the best production units in the country, and attempt to create new and tasteful
productions every day from our studios. Our crew works in diverse ways to give our listeners
the right stories and information, and also a chance to share their views and feedback to make
a difference in the society.

 NITS Service Pvt. Ltd:

NITS Service (Pvt.) Ltd, is a fastest growing provider of GPS vehicle tracking systems, aims at
offering innovative and cost effective vehicle tracking solutions comprising of hardware as well
as software. It is a sister concern of Nitol Niloy Group and obtained licensed from Bangladesh
Telecommunication Regulatory Commission (BTRC). GPS tracking technology is best suited for
fleet management. It is an unique way for companies and individuals to monitor and control
their cars, jeeps, trucks and other vehicles to their precise details by sitting in the office.
NTrack® GPS tracking system will enable you to monitor the movements of your employees,
drivers, vehicles or any other asset accurately. With NTrack vehicle tracking systems in your
company's fleet vehicles; you will find a smart way of fleet management by tracking your
vehicles. Whether you own one truck or a fleet of thousands of vehicles, our highly skilled GPS
fleet consultants will assist you in selecting the right type of vehicle tracking system that will
give an edge to your company.
P a g e | 33

CHAPTER 4

Anylysis & Findings

4.1 Analysis:
Recruitment and Selection process have been identified those were put in a questionnaire.
Respondents were asked to rank the options according to their choice. The survey was done
among a sample size of 31 people.

Survey

Sample Size 31

Age limit 25-45 Years

Job Level Officer-Manager

Data Collection: survey data has been collected through these following questionnaires:

SL Questions Agreed Disagreed Neutral

1 The organization clearly define the position 18 5 8

objectives, requirements and candidate
specifications in the recruitment process
2 The organization is doing timeliness recruitment and 16 11 4
selection process.
3 Do proper Job Analysis before Selection Process 21 5 5
begins
4 Job Responsibilities and Job Description are clearly 18 6 7
defined to the candidates.
5 Provide an adequate pool of quality applicants. 17 10 4

6 The Resume screening and Short listing method 22 4 5

used by the organization is satisfactory
7 Criteria for short listing of candidates used by the 18 5 8
organization is satisfactory.
8 The Selection Policy of the organization is a good 24 5 2
one.
9 HR finds good candidates from non-traditional 15 8 8
sources when necessary.
P a g e | 34

10 The organization is using satisfactory methods of 17 8 6

interview.
11 Organization looks for experienced employees in 24 7 0
selection Process.
12 Organization prefers referred candidates 15 8 8

Total 225 82 65

Average 19 7 5

Question- 1

Agreed

Dis-agreed

Neutral

Question 1: Nitol Niloy clearly define the position objectives, requirements and candidate
specifications in the recruitment process:
Before any job posting it is highly needed to clarify the position objectives, candidates’
requirements and specifications for any organization. So that candidates can get a guideline to
apply for that particular position.
From the survey result it is very clear that, Nitol Niloy clearly define the position objectives,
requirements and candidate specifications in the recruitment process as 18 of 31 respondent
agreed with the statement 5 of 31 person doesn’t agree with the statement and 8 people
remain neutral about this matter.
P a g e | 35

Question-2

Agreed
Dis-agreed
Neutral

Question 2: The organization is doing timeliness recruitment and selection process :

Employers must consider all applicants in a timely manner. Timeliness is an important ingredient.
Employers who delay reviewing applicants' resumes or who are slow to respond to applicants risk
having their applications denied.
Survey result shows that, Nitol Niloy does timeliness recruitment and selection process as 16 of 31
people agreed with the statement. On the other hand sometimes they failed to maintain the
timeline as 11 of 31 and 4 of 31 are neutral.
P a g e | 36

Question-3

Agreed

Dis-agreed

Neutral

Question 3: Do proper Job Analysis before Selection Process begins:

Every organization has jobs that need to be staffed. Job analysis is a procedure through which
organization determine the duties of any positions and the characteristics of the people to hire
for them. A job analysis will lead to information that will be used to write job descriptions and
job specifications.
Keeping the above idea in mind survey shows that Nitol Niloy group does proper job analysis for
each position before any selection process begins. From the data we can understand that 21 of
31 people agreed with the statement, where a few disagree with the statement.
P a g e | 37

Question-4

Agreed
Dis-agreed
Neutral

Question 4: Job Responsibilities and Job Description are clearly defined to the candidates:
A job description typically outlines the necessary skills, training and education needed by a
potential employee. It will spell out duties and responsibilities of the job. All employees like to
know what is expected of them and how they will be evaluated. Job descriptions can also be a
great value to employers.
From the survey it is very clearly stated their, job responsibilities and job description are clearly
stated 18 of 31 people agreed with the statement.
P a g e | 38

Question-5

Agreed
Dis-agreed
Neutral

Question 5 : Provide an adequate pool of quality applicants:

For any HR department it is very important to create an adequate pool of quality applicants.
Nitol Niloy Recruitment department always try to provide an adequate pool of quality
department. As Nitol Niloy is a large and growing organization so they are facing understaffed
problem .So for some department of the organization believe that HR are providing adequate
pool of quality applicants. On the other side some of the department facing inadequate
candidates.
Survey says that 17 of 31 people agreed with the statement and 10 of 31 disagreed with the
statement.
P a g e | 39

Question-6

Agreed
Dis-agreed
Neutral

Question 6: The Resume screening and Short listing method used by the organization is
satisfactory:
For resume screening and short listing method Nitol Niloy uses latest technology and procedure.
From the survey I got 22 of 31 people who are satisfied with resume screening and short listing
method used by the organization. That means 71% of the sample population agreed with the
statement. Three people remain neutral and three disagreed with the statement.
P a g e | 40

Question-7

Agreed
Dis-agreed
Neutral

Question 7 : Criteria for short listing of candidates used by the organization is satisfactory:
Short listing is a very important part of the recruitment process. Although it can be time-consuming
it is worth conducting it with care and consideration. Nitol Niloy recruitment section do not want to
miss an excellent candidate or waste their time with someone who doesn’t meet their
requirements.
In that case to create a adequate pool of deserving candidates the organization follow some criteria
to short listing. Survey data shows that 18 of 31 people satisfied with the criteria for short listing of
candidates.
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Question-8

Agreed
Dis-agreed
Neutral

Question 8 :The Selection Policy of the organization is a good one:

Like other large organization Nitol Niloy also have a selection policy which they follow in their
selection process. From the survey it is clear that 24 of 31 people satisfied with the selection
policy, four people disagreed and one remain neutral about selection policy of the organization.
P a g e | 42

Question-9

Agreed
Dis-agreed
Neutral

Question 9 : HR finds good candidates from non-traditional sources when necessary:

Nitol Niloy does not prefer to choose candidates from non traditional sources. If needed then
they go for this type of sources. Survey shows that HR finds good candidates from non-
traditional sources when necessary as 15 of 31 people agreed with the statement.
P a g e | 43

Question-10

Agreed
Dis-agreed
Neutral

Question 10: The organization is using satisfactory methods of interview.

Nitol Niloy maintain a three tire process for selecting candidates. Survey says that some people
satisfied with the interview methods and process but some are disagree with the statement.
17 of 31 are agreed with the statement and 8 of 31 are disagreed with the statement.
P a g e | 44

Question-11

Agreed
Dis-agreed
Neutral

Question 11: Organization looks for experienced employees in selection Process:

In selection process the organization prefer experienced people for their own.Sometimes
experience add an extra value to getting selected. No organization does not want to take risk
inexperienced candidate.
Nitol Niloy also prefers to recruit experienced candidates. From the survey it is very clear that,
17 people of 31 agree with the statement.
P a g e | 45

Question-12

Agreed
Dis-agreed
Neutral

Question 12: Organization prefers referred candidates:

Employee referral is an internal recruitment method employed by organizations to identify
potential candidates from their existing employees' social network. Nitol Niloy also encourages
employees to refer candidates when necessary.
From Question 12, 15 people out of 31 which is 48 % agreed with the fact. On the other hand
only 8 people opposed the opinion. As the percentage is low, so it is assumed most of the
employees are agreed with the statement.
P a g e | 46

4.2 SWOT analysis

Strengths:
 Nitol Niloy Group has been serving the country since 1982. So it has gathered huge
experience in the trading & manufacturing market which is now acting as strength for
the company.
 More than 70% market share maintain in four wheeler industry in Bangladesh through
Tata.
 Environment controlled and monitored by integrated building management system
through zoning concept in all manufacturing areas.
 In recruitment and selection process, they involve concern division’s manager like CV
screening, preparing questions, checking written scripts etc.
 In their management, they follow participative management style.
 It has independent microbiology department to perform microbiology tests.
 The organization has adopted ISO 9001 certificate.
 In HR Division, the data is contained through HRIS.
 It has environment friendly solid and liquid waste disposal system.
 Customer loyalty.
 Welfare for the society
 Strong image and good reputation.
 Always consumer focus.
 Clear vision.
 Strong Financial Position
 Highly motivated and pro-active team of employees.
 High quality transaction processing across the Group.
 Focused and detailed marketing plan with prior concurrence from Credit Management.
 Excellent advertising efforts.
 Quality products and services
 Better infrastructural facilities and friendly corporate culture

Weaknesses
 The chain of command Nitol Niloy is elongated. If there is a situation to take immediate
decision and deputy directors are not available, that’s time they face problem. The
decision will be hanging up until deputy directors are available.
 Online base advertisement is proper cannot get right candidate.
 Their sales centers are not enough to cover whole country.
 It cannot hold its medical representative and sales and promotional representatives for
the long time. For this problem, it recruits heavy amount of MR and SPR. It makes huge
cost.
 Marginal capital adequacy
 High concentration on fixed deposits and large-scale loans
P a g e | 47

 Lack of adequate marketing (advertising and promotion) effort

 Lack of full scale automation
 Lack of proper motivation, training and job rotation
 Customer service booths are not available.
 Not flexible. Very compliant to rules and regulations.
 Some lack of experience and motivation at mid-level management.

Opportunities:
 People are getting consciousness about healthy and cure life. If they feel sick, they take
medicine. So user of medicine is increasing.
 Existing demand in the neighboring country’s pharmaceutical market is really big
opportunity for it.
 Globalization allows Nitol Niloy to enter global market by diversifying its business by
utilizing the company image.
 Value addition in products and services
 Increasing purchasing power of people
 Scope of market penetration through diversified products
 Increasing trend in international business
 Government’s policy of encouraging heavy inflow of foreign investment
 Regulatory environment favoring private sector development

Threats

 Aggressive promotional actions and movement by the rivals can affect The Nitol Niloy
market.
 Exchange rate fluctuation can be reason of increasing price high.
 Likely entry of potent new competitors due to attractive industry profitability.
 Modern technology are coming to obsolete the existing technology. This will cause huge
capital loss for the production process.
 The unstable political condition is a big threat for The Nitol Niloy. Hartal or blockage
may result in the delay of distribution of products. It also hampers the regular official
work.
 Intense competition
 Market segmentation
 Government rules and regulation
 National and global political unrest
 Default culture of credit
 Increased competition for market share in the industry
 Frequent changes of banking rules by the Central Bank
 Market pressure for lowering of lending rate
 P a g e | 48

4.3 Major findings of the study:

 I have observed and found different issues in Nitol Niloy Group. They are:
 The organization has specific job analysis process.
 The organization has good manpower planning.
 The organization source of employment is internal and external.
 The organization recruitment policy is proper.
 The organization job vacancy published by newspaper & BD jobs.
 Managing Director is the sole authority approve finally for any business or functional
decision. Only after receiving approval from the Managing Director, HR Division starts all
their functioning as per method.
 Modern Human resource management always talks to involve line manager in HR
Practices. The Nitol Niloy engages both HR manager and line managers in their
recruitment and selection process.
 HR division Nitol Niloy does not maintain CV banks properly. Often they lost resumes.
They keep failed and passed resumes in same spaces.
 In their Recruitment and Talent management, there are only two employees. Only two
employees have done all the recruitment and selection process. So when work pressure
is really high, number of these employees is not enough.
 HR Division of The Nitol Niloy Group does not contact with those candidates who failed
in their recruitment and selection process.
 They do not publish recruitment advertisement on own website.
 The organization has no comments for satisfied the position.
 The organization job security will be considered for new job in other organization.
 HR division does not arrange physical examination for final applicants.
 The company always tries to maintain good working environment, health & safety
procedure which is certified internationally.
 The organization has no comments for satisfied the position.
 The organization job security will be considered for new job in other organization
P a g e | 49

CHAPTER 5
Recommendation & Conclusion
5.1 Recommendation:
At the conclusion of the report I would like to say that the Nitol Niloy has practiced the
standard human resource management. Here I have some recommendations that identify
avenues for improving the recruitment and selection policies of Nitol Niloy:
1. Timeliness is an important ingredient in terms of recruitment process. The recruitment
department of Nitol Niloy should look into the matter of consuming less time in the process of
calling the applicants after their responses very seriously.
2. To provide an adequate pool of candidates the organization could use more clear and specific
statements in the ad in terms of the minimum educational degree, preferred institutions and
other necessary criteria based on which the initial screening of the applications were
conducted.
3. To increase the satisfactory level of current interviewing process they can choose group
interview method to cope up the problem. Sometimes recruitment section has to take
interview of a large pool of candidates group interview method can be great solution to this
problem.
4. From the survey we have seen that the organization prefer experienced people in the
selection process. Sometimes they give advantage for the candidates who have experience
even if the positions are not advertised for experience people. This will discourage new
potential graduates apply for the organization in future. The organization should give more
opportunities for fresh graduates.
5. Sometimes the organization provides advantages to the referred candidates. This is also a
bad practice for organization reputation. Sometimes a highly qualified candidates cannot get
the job because of less qualified referred candidates.

5.2 Conclusion:
Nitol Niloy is one of the best trading & manufacturing companies which have seen tremendous
success since its establishment .It has been possible only because of its skilled management,
well trained, dedicated employees and excellent quality products. It has earned very impressive
P a g e | 50

operating income over the previous year’s .The Company tries to hold good corporate
governance by maintaining discipline and sincerity all over the organization through its skilled
and dedicated employees.
Nitol Niloy group of company are now one of the most successful industry in our country. They
are trying to increase their business line and their own brand. From this report we will able to
know about the recruitment section of Nitol Niloy group of company. After doing this report I
would like to conclude by saying that it had been a great experience for me. Moreover the
survey that I conducted gave me a stronger and more helpful knowledge about the entire
research. This report may contain few flaws yet I have tried my best to maintain accuracy. I
hope this report can be a helpful resource to use in future.
P a g e | 51

CHAPTER 6
Appendix:
Questionnaire:
1. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
a. Agreed b. Disagreed c. Neutral
2. Is the organization doing timeliness recruitment and selection process?
a. Agreed b. Disagreed c. Neutral
3. Does the organization do proper Job Analysis before Selection Process begins?
a. Agreed b. Disagreed c. Neutral
4. Does the Job Responsibilities and Job Description are clearly defined to the
candidates appearing for selection process?
a. Agreed b. Disagreed c. Neutral
5. Does HR provide an adequate pool of quality applicants?
a. Agreed b. Disagreed c. Neutral
6. Is the Resume screening and short listing method used by the organization is
satisfactory?
a. Agreed b. Disagreed c. Neutral
7. Do you think criteria for short listing of candidates used by the organization is
satisfactory?
a. Agreed b. Disagreed c. Neutral
8.How do you rate the Selection Policy of the organization?
a. Good b. Average c. Poor
9. Rate how well HR finds good candidates from non-traditional sources when
necessary?
P a g e | 52

a. Poor b. Adequate c. Excellent

10. Do you think organization is using satisfactory methods of interview?
a. Agreed b. Disagreed c. Neutral
11. Do you think organization looks for experienced employees in selection Process?
a. Agreed b. Disagreed c. Neutral
12. Do you think organization prefers referred candidates?
a. Agreed b. Disagreed c. Neutral
Thank You for your co-operation.
P a g e | 53

CHAPTER 7

References
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