The document discusses recruitment policies and processes. It begins by defining recruitment and outlining key aspects of an effective recruitment policy, such as defining needs, supporting organizational goals, and using proper recruitment sources and processes. It then provides details on the recruitment policy and process of Square Pharmaceuticals in Bangladesh as an example. Some of the key aspects of Square's policy include equality, clear job descriptions, and multi-stage processes involving CVs, exams, interviews, and medical checks. The document also briefly discusses differences in recruitment policies across South Asian countries. It concludes by noting the positive and negative impacts of COVID-19 on recruitment.
The document discusses recruitment policies and processes. It begins by defining recruitment and outlining key aspects of an effective recruitment policy, such as defining needs, supporting organizational goals, and using proper recruitment sources and processes. It then provides details on the recruitment policy and process of Square Pharmaceuticals in Bangladesh as an example. Some of the key aspects of Square's policy include equality, clear job descriptions, and multi-stage processes involving CVs, exams, interviews, and medical checks. The document also briefly discusses differences in recruitment policies across South Asian countries. It concludes by noting the positive and negative impacts of COVID-19 on recruitment.
The document discusses recruitment policies and processes. It begins by defining recruitment and outlining key aspects of an effective recruitment policy, such as defining needs, supporting organizational goals, and using proper recruitment sources and processes. It then provides details on the recruitment policy and process of Square Pharmaceuticals in Bangladesh as an example. Some of the key aspects of Square's policy include equality, clear job descriptions, and multi-stage processes involving CVs, exams, interviews, and medical checks. The document also briefly discusses differences in recruitment policies across South Asian countries. It concludes by noting the positive and negative impacts of COVID-19 on recruitment.
The document discusses recruitment policies and processes. It begins by defining recruitment and outlining key aspects of an effective recruitment policy, such as defining needs, supporting organizational goals, and using proper recruitment sources and processes. It then provides details on the recruitment policy and process of Square Pharmaceuticals in Bangladesh as an example. Some of the key aspects of Square's policy include equality, clear job descriptions, and multi-stage processes involving CVs, exams, interviews, and medical checks. The document also briefly discusses differences in recruitment policies across South Asian countries. It concludes by noting the positive and negative impacts of COVID-19 on recruitment.
Theory of recruitment policy..................................................................................................4
Recruitment of Square company............................................................................................6
The recruitment policy of South Asian Context....................................................................8
Impact of Covid 19 into recruitment......................................................................................9
Conclusion.................................................................................................................................9 Introduction The recruitment process is searching and selecting the right people for the right post in the organization. This is the most significant part of human resource management. In this report, the author will choose Square Pharmaceutical Ltd. Then the author will describe the whole recruitment policy. It will highlight the important factors of an effective recruitment policy. The reporter will demonstrate the recruitment process of the selected organization. How the organization selects the candidates for the organization’s success. After demonstrating this, the author will state the recruitment policy based on the South Asia context. At last, the reporter will describe the positive and negative impact of Covid 19 into the recruitment process. Theory of recruitment policy In the human resource process, recruitment is the first step. Recruitment defines that selecting employees who are perfect for achieving the goals and objectives of the organization. Mainly recruitment is the whole hiring process. This process is attracting the right people for the given job position. The recruitment process is the most important step in Human resource management because it included new employees in the organization. These new people are the key assets of the organization. The organization has to be very careful when it takes the recruitment process. If an organization gets skilled and qualified employees, then it will easily gain organizational goals. But only qualified employees are not enough. Those qualified employees need training sessions and other knowledge about the organization’s activities. 80% of an organization’s success is dependent on the right recruitment and the right strategies. The recruitment policy is applicable for all hiring candidates and those are related to the hiring and selection process. Recruitment policy in the organization defines that the announcement on the way you hire the right employees for the organization. The key purpose of the recruitment policy is to build an effective selection process. So that, every candidate gets equal opportunities and takes the opportunity to prove themselves. For the recruitment policy, it is important to know that if the organization needs new employees or existing employees are enough? If yes, then it will make job descriptions and post newspaper or social media, and look for specific candidates. After getting enough candidates, it takes interviews and selects employees as per job qualifications. These steps all are included in the recruitment process. It is important to match the job description with the organization’s demands and goals. Because of this recruitment policy, the organization gets potential employees who will accomplish tasks and achieve the organization’s goals. The recruitment policy helps to recruit better employees which creates better productivity in the organization. Recruitment policy also supports the organization’s culture. Mainly it follows the organization’s traditions and culture. For example, the culture of ‘A’ company is it hires candidates when it is needed most. The culture of ‘B’ company is it hires candidates at a specific time such as every January, B company takes new potential candidates. So, because of the culture, the recruitment policy can vary from organization to organization. The recruitment policy has to be clear and fair policy. It must be a non-biased policy that will ensure equality and remove discrimination. Every organization should make an effective recruitment policy. For this effective recruitment policy, there are some factors which are given below: Defining needs: It is important to decide that the organization needs manpower or not. If needs then the accurate number of people is important to decide. Because other resources are limited. So the organization needs to take recruitment decisions carefully Support organization’s goals and objectives: An effective recruitment policy helps to achieve the organization’s goals. For this reason, the organization hires the right people at the right place at the right time. When the organization needs employees, it can take temporary candidates also. Recruitment sources: Candidates take from internal or external sources. Both sources have some advantages and disadvantages. Organizations should select sources according to the organization’s demands and needs. Proper recruitment process: Organization should follow a proper recruitment process such as specific job descriptions, proper job advertisements, take interviews in a good way, etc. It needs to follow the government rules, for example, reservations for minorities, reservations for people with disabilities, etc. Cost effective: It is important to make the recruitment process is cost effective. Budget and other resources are limited. So, it is not possible to hire employees again and again. It consumes cost. Recruitment of Square company Square company is one of the biggest pharmaceuticals companies in Bangladesh. This company was founded in 1958. since 1991, it is a public limited company. Now internationally, it is the most renowned pharmaceutical company. Square’s products are spread in 42 countries all over the world. In this report, the chosen company has the recruitment process. This process has explained below Square company has a well-established management system. Equality: Square believes in equal opportunity. It gives every candidate equal opportunities. It follows the recruitment process very well for achieving the organization’s success. In this company, the right skilled and qualified people get the opportunity to work with square. It maintains 0 tolerance for harassment, gender discrimination, or sexual issues. Vivid and specific information: Square always provides the vivid and right information to its candidates. It is very careful about the job descriptions. It clearly says the demands or qualifications needs from the candidates. The job descriptions have to be varied for different management functions, for example, accounting, finance, management, marketing, human resource, research, and development, etc. Recruitment and selection process of SPL: It helps to make the entire recruitment process fair and equal. Every year Square Ltd makes the recruitment budget which will help to fulfill the needs and demands of the organization. The key purpose of the recruitment and selection process is to hire the perfect employee for the job position. Those candidates who meet the job descriptions such as skills, educational qualifications, job experience, and others all are included in SPL. Requisition: Square decides that what numbers of employees they need for what kind of job position. Here, the job description and other specific requirements are described here. Justifications: If human resource management thinks that the requisition is necessary for the organization, then the company will start the actual recruitment process. Advertisement: Square Ltd. advertise in a different way. It believes that if people attract through this advertisement, then it will get more options to choose people. As a result, Square will get more skilled and qualified employees. It advertises in various ways such as newspapers, job sites, websites, social media, etc. Selecting CV: This is one of the most significant steps in the recruitment process. The human resource managers of Square are very careful when these people select CVs. The human resource managers are mostly focused on educational qualifications, previous work experience. If the organization seeks a new candidate, then it is looking for that candidates did any relevant training sessions or not. These things are so important for Square company. Written script: Sometimes Square takes the written examination. Most of the time, Square Ltd prefers short questions and MCQ. These questions vary for the different job positions, for example, assistant communication officer, CEO, production executive officer, etc. Because of this written examination, Square Ltd. hires the right people for the particular job posts. Interview: In the interview board, it has been asked so many questions to the candidates to know that what people are perfect for the job. Those people are asked about previous job experience, strengths and weaknesses, skills, and other qualifications Medical Check-up: Some posts demand this step. So, human resource managers tell employees how to do these and the whole procedure. After getting the result from the doctors, the organization takes the decision that these employees are ready for this job or not. Job offer: After all of these steps, Square Ltd. finds the right candidates and gives the job offer. If the candidate agrees with salary and other job benefits, then the candidate accepts the job offer of Square Ltd. Appointment letter: The Square Ltd provides the appointment letter to the hired employees. This is the last step of the recruitment process of Square Ltd. The recruitment policy of South Asian Context Afghanistan, Bangladesh, India, Pakistan, Nepal, Bhutan, Sri Lanka, and the Maldives all are included in South Asia. These countries are different from each other and the culture and tradition are varied. In the recruitment process, there are some factors, for example, history, socio-economy circumstances. In the recruitment process, India, Pakistan, and Sri Lanka had an impact because of the British Corporate system. In India, because of their vast cultures and so many states, the recruitment process or the style of taking interviews can be slightly different. For this reason, it is possible to build a discrimination culture. But all countries support the fair recruitment process. Those countries support creating an equal opportunity culture and removing discrimination. Sri Lanka has the same recruitment process as India. Because of shared history, geography, location, etc. Sri Lanka has adopted western recruitment culture and mixed it with the Indian culture also. Most of the Organization follows the Britain recruitment process. Pakistan is now updated in recruitment policy day by day. Now women are also getting the same opportunities as men. Pakistan follows the American recruitment policy. Organizations are hierarchically structured and most of the recruitment decisions are taken by Human Resources managers but under the higher-level managers’ approval. In Nepal, the recruitment policy is not that strong. Because of the weak recruitment process, the employees’ turnover rate is high, unemployment is increasing and productivity condition is ineffective. In Nepal, hiring candidates, medical examination, inquiry labour and manpower, advertisement all are included in the recruitment policy. In Bangladesh, Recruitment can be two types such as- externally and internally. Organizations can select people from the internal organization, for example, promotion, demotion, transfer, etc. on the other hand, recruit new people out of the organization, for example, giving advertise about the post vacancies, job description, describe the opportunities in the organization at the newspaper’s social media, etc. There are some benefits of recruitment policy, for example, the clear knowledge of the need of new employees in the organization. It is a must to know the recruitment policy of the competitor’s organization. Because of the recruitment policy, human resource management takes the right hiring decisions and evaluates those decisions. So that, an organization can update the recruitment decisions based on the circumstances. In Bhutan, the hiring process starts with the employment contract. In this contract, the terms and regulations are included. If the contracts match with employees’ preferences, then employee will apply for the job. In recruitment policy, the most important subject is the anti-recruitment policy. Bhutan recruitment culture is totally against race, sex, marital status, culture, political opinion, etc.
Impact of Covid 19 into recruitment
The impact of Covid 19 into recruitment is not so good. There is a negative impact on the recruitment process. Almost all graduate students cannot apply for the job as per the recruitment. Some potential students are dropped out for the absence of money or critical conditions of the family. The recruitment process had been off. For this reason, the organization cannot get enough skilled and qualified for the required job position. Those organizations faced a big loss in the century. In most of the organizations reduce their effectiveness and productivity because of the Covid 19 situation. The hospitality industries are almost off for 1 year because of this pandemic. The positive impact of covid 19 is the world is updating because of technology. Most of the schools, universities use different types of apps for running study and graduate students. Those graduate students are hired by giving interviews and other examinations through the internet. But the effectiveness is not good as the traditional interviews and exams. Every organization builds the virtual recruitment process through zoom, google meet, etc. In this new normal situation, people learn to adapt to new technologies and new ways to survive.
Conclusion This report is all about the job recruitment process. In this article, the author has described the recruitment policy and the purpose of this policy. Then the reporter has selected Square Pharmaceuticals Ltd. and discussed the entire recruitment process of Square. The author has demonstrated the recruitment policy of the South Asian context. It defines that recruitment policies can be varied from country to country because of shared history, geography, culture, traditions, and socio-economic condition. In the end, the writer has defined the impact of covid 19 into the recruitment process.
