Review the Recruitment and Selection process of Basundhara Group
Preface
One can be report export on theoretical knowledge by learning only in classroom. But generally there is a significant gap between the practical situation and theoretical knowledge. From this perspective, to bridge up this gap ,practical experience must be achieved with the theoretical knowledge. In order to achieve this, MBA program required some practical knowledge about organization.
It’s the combined agreement between the educational institution and business house operating in the practical field. MBA program is targeted to produce skillful “Business executive” having and absolute professional outlook .so the MBA program should be pragmatic and should have a first hand view of the real life business environment .The prime objective of this report is to produce the learners with the practical organizational environment. So that participant can tune up themselves for the job in the future and can get an opportunity to reconcile the theoretical knowledge with the real life situation.
For these reason this internship report is an indispensable part of the MBA program.
Synopsis
People are a company’s most important assets. They can make or break the fortunes of a business. In today’s highly competitive business environment placing the right people in the right position is very critical for the success of any organization .Today’s tight labor market is making it more difficult to find, recruit and select talented people for an organization. The competition for talent is intensifying as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality candidates.
With many organizations offering a number of job opportunities, candidates can afford to be choosy when searching for their ideal job. Thus, the best searching procedure should be adopted by an organization. Once the organization has successfully recruited candidates, it must select the best one for the position under consideration. Organization uses various tools to help them select an individual. The selection tool is designed to obtain behavioral and motivational information about the candidates for effective selection system. For example, behavioral interviewing is a popular selection activity in highly effective selection system. In the future even more organizations plan to use this and other similar tools more intensively to select employees. Organizations realize that having an effective legally sound system in place is crucial to helping them select the right people for the right job. Finally better recruitment and selection strategies result in improved organizational outcomes. The more effectively organization recruit and select candidates, the more likely they are to hire and retain satisfied employees.
In this project the different techniques adopted by the company towards this effect have been identified Basundhara Group, which is multinational company, has been chosen for studying their methods of recruitment and selection function because it has the probability of achieving more than 50% of the people to be placed for the right job, which reflects some of the unique ways for recruiting the candidates to fill up various vacancies.
Introduction
Recruitment and selection is a multifaceted concept. The relevance of recruitment and selection is to determine the number of personnel required. The HR proceeds with the identification of sources of recruitment and finding suitable candidates for employment. Both internal and external sources of manpower are used depending upon the types of personnel needed.
In the present business environment, organizations are faced with the pressure to produce maximum with less recruitment. An employee, on whom an organization’s profitability depends, comprises the largest fixed cost that an organization incurs. In the past, individual used to work with one or two organization during their entire working life (average between 20-30 years). Organization too used to believe in lifetime employment concept. However, such concepts are being eroded as a result of the unpredictable business environment. Hence, organizations have to evolve methods not only to only improve productivity but to also keep the cost down.
On the HR front, productivity can be improved by ensuring that the organization attracts the best talent at the lowest possible cost. This objective translates in to the adoption of the best recruitment and selection methods and instituting measures to retain and develop them. Further, a quantitative measurement or recruitment and selection effectiveness has to be conducted to prove one’s point with respect to qualitative measure to improve HR effectiveness, the field in still in its nascent stage.
The objective of this study is to measure the Recruitment and Selection practices and strategies in Basundhara Group. The primary objective is to analyze how the overall recruitment and selection is done in the company during the year.
The primary objective is well supported by a secondary objective which aims at the in-depth study of those procedures which affects the Recruitment and Selection practices.
Selection and Recruitment
Basic Concept of Recruitment and Selection
In the 1990s there have been wide variations in recruitment and selection practices reflecting an organization’s strategy and its philosophy towards the management of people. Employees may be seen as part of the primary internal market and become the focus for measures intended to bring about increased motivation, increased acceptance of responsibility, deepened skills and greater commitment, providing the organization with a competitive edge. Such employees become part of an organization’s core workforce, and recruitment and selection represent the entry point activities. Seen this way, emphasis may be placed on admitting only those applicants who are likely to behave, acquire skills and show attitudinal commitment in line with the requirements of an organization’s strategy. In many organizations, competency frameworks have been developed and utilize to specify the skills and qualities required from potential employees. Such frameworks have allowed organizations to adopt a range of sophisticated recruitment and selection techniques in order to identify and admit the right people. In this way, as organizationally defined critical qualities, a competency framework augments an organization’s power. Once selected, employees may able to move on to the HRM cycle as part of a progression and development of a career within that organization. In theory, through the use of competencies, employees could be moving round the cycle several times during their working lives and thus subject to recruitment and selection process on more than one occasion in the same organization. More advanced approaches to recruitment and selection are part of a package of HRM activities. As a contrast, approaches to the recruitment and selection of employees forming the secondary internal market would include less screening at the point of entry, with attention paid mainly to possession of the skills required
such employees might be recruited and selected by cheaper methods but still perhaps with a connection to organization strategy via the specification of competencies.
Variations in practice, however, are bound by the law of the land. Recruitment and selection have been notorious areas for prejudice and subjective influence and this could well result in infringements under legislation dealing with discrimination. In the UK the key legal.
According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED
i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs
Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organization to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting peoplefromoutside.
The advantages of internal recruitment are that:
Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for ‘fitting in’.
2. The organisation is unlikely to be greatly ‘disrupted’ by someone who is used to working with others in the organisation.
3. Internal promotion acts as an incentive to all staff to work harder within the organization.
4. From the firm’s point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success ‘on paper’.
The disadvantages of recruiting from within are that:
1. you will have to replace the person who has been promoted
2. An insider may be less likely to make the essential criticisms required to get the company working more effectively.
3. Promotion of one person in a company may upset someone else.
External recruitment
External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation.
Selection Vs Recruitment
Both recruitment and selection are the two phases of the employment process.The differences between the two are
1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.
Purpose and Importance of recruitment and selection
The Purpose and Importance of Recruitment are given below:
Attract and encourage more and more candidates to apply in the organisation.
Create a talent pool of candidates to enable the selection of best candidates for the organisation.
Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its workforce.
Begin identifying and preparing potential job applicants who will be appropriate candidates.
Increase organization and individual effectiveness of various recruiting techniques
Recruitment and selection process
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.
In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.
Selection and recruitment framework
Identify Vacancy and ensure adequate funding
Draft the advertisement and select the advertising media
Design the selection process Screening Applications
Selection Test and Interview
Validate references, qualifications and background checks
Make appointment
Supervisors and Department Directors hold the responsibility for ensuring this framework is followed. Human resources and Employee Development is available for advice and will assist in general administration of the recruitment
process.
Identify Vacancy and ensure adequate funding
Upon the resignation, transfer, retirement, or the authorization of a new position, the ” selection and Recruitment ” procedure begins. This is an opportunity to review position responsibilities and the way in which the position contributes and promotes unit, department objectives.
Authority or Supervisors need to consider the following issues:
Is the Job Stll necessary?
How will the post be funded?
Does the job description updating?
If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising on grading issues.
What type of employment could be offered?
Full-time, part-time?
Is job-sharing an option?
Permanent or fixed term contract? Uses of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be used to fill permanent posts.
If the decision is to hire for the position, it is the responsibility of the Supervisor/Director to ensure that the Position Management Form is completed and sent to Human Resources and Employee Development as soon as possible.
Draft the advertisement and select the advertising media
When advised of a vacancy, the Human Resources & Employee Development will review the existing job description, making the necessary corrections through discussing with the respective department. After finalization of job description and responsibility the human resource department may publish the advertisement through different Print media, Electronic media as well as Internet. The advertisement should publish such a media so that maximum people can be aware of the announcement. Now a days the Electronic media and Internet are very much popular for job searching. So for maximum awareness about the announcement the company may publish their advertisement in various local job site like bdjobs, prothomalo jobs, jobsbd, JobsA1 etc.
Screening Applications
Read all applications submitted. The selection of the top candidates for interviewing must be based on the Job Description and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is used, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person also participate in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Development for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed.
The beginning salary for classified personnel shall be determined by the job
classification of the vacant position and the associated pay grade. Employing departments should consult the Human Resources Employee Development on classification issues and salary issues before posting the position. Most importantly the dep’t should consult with Human Resources & Employee Development before making any salary commitments.
Selection test and Interview
Selection Test
Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job criteria, is relevant, reliable, fair and unbiased – also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests.
Interview
The persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used.
Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of each applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicant’s educational background, previous experience, etc. might be useful in the position if selected for employment.
The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. Recruitment and selection process achieves this using
method that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria.
At the interview, each candidate should be treated consistently. To achieve this panel should:
Ask the same initial questions of each candidate
Supplement their understanding of the candidate’s responses by following up questions as appropriate
Be consistent in allowing access to presentation material, notes and so on
Not allow any discriminatory questions, harassment, or any other conduct which breaches the equal opportunities policy or code of conduct
Ensure that in the case of disabled candidates, the necessity for any ‘reasonable adjustments’ that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided.
Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process
Keep records of interviews and the reasons for decisions – each question should receive a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest ranking candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filing
Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession.
Validate references, qualifications and background checks
Validate Reference
As part of assessing the merit of each candidate, persons selecting candidates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidate’s:
application — work history
qualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded)
evidence presented at interview
Reference checks; references must be called and information recorded for the file
Identify yourself immediately, explain your position within the organization and tell the person why you are calling about the applicant.
Ensure confidentiality
Ask if he or she is free to discuss the situation
Try to establish rapport
Tell the person the position the candidate is being considered for
Let the person talk feely
Ask the references the same questions for each of your candidates
Always end the call with: would you rehire this person?”
Should any of these not meet the required standards, Human Resources and Employee Development must discuss the issue with the Supervisor/Director.
Background cheek
In an effort to provide a safe and secure workplace, Employment shall be conditioned upon the execution of a consent form for criminal record disclosure and upon consideration of one’s criminal history.
The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired.
Drug screening
Any candidate selected for a covered position must submit to the pre-employment drug test prior to commencing employment or within ten days after commencing employment. The cost of pre-employment drug test will be borne by the employing department. Failure to report positive test results shall disqualify the candidate from employment for a period of two years from the test offer of administrative date.
Instructions on the drug test procedure will be made available to those departments normally employing individuals who are covered by this policy.
Make an Appointment
Having completed the interviewing process, an offer of employment may be extended by the employing department. However, the dept head must advise the candidate that the offer is conditional pending the results of a criminal background check.
Successful Candidates should only be contacted by the hiring administrator after the interview. The initial notification of selection may be oral, but the official offer should be in writing and should include the specific terms of employment.
Existing Recruitment and Selection Procedure of Bashundhara Group
Overview of Industries:
Company Profile
Name of the Company/Group : Bashundhara Group
Launched : 1985
Form of Business of the Group : Private Limited Company
Type of Business of the Group : Manufacturing, Constructing, Trading,
Real Estate Media, F&B
Market : Whole Bangladesh and Southeast Asia
Customer Pattern : All classes of people especially middle.
Total Units of the Group : 17
Number of Employees : Above 10,000 People.
Location (Corporate Office) : Bashundhara R/A
Baridhara, Dhaka.
Email: bgc@bdcom.com
Web: www.bashundharagroup.com
Brand Mantra : For the people, for the country
Bashundhara group is a leading private-sector industrial company in Bangladesh. It currently has 17 on-going concerns, ranging from real estate development and management to manufacturing and services. In the year 1987, Bashundhara was launched, initially as a real estate developer, moving in later years into other areas, including manufacturing. The Group has come a long way in reaching these goals by listening to client needs, learning real-time lessons from past projects, innovating and partnering. Through major investment undertakings, Bashundhara has meaningfully contributed to the economy’s stability in financial and capital markets. Underlying all of the Group’s activities are the common threads of change, flexibility, and fostering closer ties with the Government, the City Corporation and our clients. Most of its projects have been success stories – this fact alone is enough to justify a sense of confidence in the Group’s future. A new scenario emerged as we started a new way of doing business and expanding our horizon to cover manufacturing, and the provision of services. We grew with a selective choice of new investments. Bashundhara is now a leader in many fields with several enterprises involved in a diverse array of manufacturing. The Group’s concerns are currently engaged in the manufacture of a wide range of products, such as – cement, all blends of tissue paper, newsprint, pulp, and duplex board, various kinds of paper and allied products, MS rods, LP gas, gas cylinders, GI pipes, pavers, hollow bricks, among others. Bashundhara is also a pioneer in LP gas bottling and marketing. Bashundhara has just completed construction of South Asia’s largest shopping mall-cum-recreation centre, located in the hub of Dhaka, Bangladesh’s capital. By the turn of the century, Bashundhara became a “Group of Companies” with over 17 different concerns – now a leading business conglomerate of the country. Bashundhara makes all the proper utilization of their financial, raw material, skill manpower resources efficiently and when the right opportunity arise, it invest in fruitful areas with
strong market position and high growth potential for realization of a better future for its, its staffs and for its respectable customers as well as for Bangladesh.
Bashundhara is now operating with 17 vital enterprises of highly esteemed commercial and technological caliber and assuming a real international status with profound degree of specialization in the field of real estate; industrial ventures and commercial enterprises current value of the total assets of the enterprise of Bashundhara Group would be about Tk. 15000 million equivalents to approximately US$ 300 million. The total turnover of their business is around Tk. 16000 million equivalents to US$ 320 million.
Presently 9500 people are employed in various enterprise of the group. Besides through its multidirectional economic activities, Bashundhara has created employment opportunity of over 35000 people.
Through the forward and backward linkage the enterprise of Bashundhara Group have encouraged development of various industrial and commercial units in the country. As a result the overall economic activities of the region have remarkably increased in last few years.
Management
Bashundhara Group is one of the most prestigious and experienced commercial and industrial conglomerates in Bangladesh. At the group’s disposal there is a strong work force with proven professional and technological skill, having a broad background in design, planning and management of industrial projects, real estates and commercial enterprises, and geared to perform with a high degree of discipline under demanding technical, economical and environmental conditions.
Bashundhara is operating many vital project of high commercial and
technological standard and now assumes a real international status with a profound degree of specialization in the fields of industrial ventures, real estate and commercial enterprises.
Corporate Divisions of Bashundhara Group
Company Affairs and Secretariat
Administration and Human Resource Development
Accounts and Finance
Engineering and Technology
Commercial: Procurement and Logistics
Planning and Implementation
Research and Development
Marketing and Sales Promotion
Operating Divisions
Bashundhara Group now a leading business conglomerate of the country. Bashundhara is operating many vital project of high commercial and technological standard and now assumes a real international status with a profound degree of specialization in the fields of industrial ventures, real estate and commercial enterprises. It currently has 17 on-going concerns, ranging from real estate development and management to manufacturing and services. In the year 1987, Bashundhara was launched, initially as a real estate developer, moving in later years into other areas, including manufacturing.
Company Affaires and Secretariat Division
The company affaires and secretariat division remain constantly busy with share and security related matters along with preparation of reports of the performances of the respective enterprise of Group. The division looks after holding of various meeting from board meetings of the companies of the group. The division also prepares papers for review and directives while performing other important functions of companies.
Administration and Human Resource Development
The Administration and Human Resource Development division renders all sorts of logistics support to other division and units of the Group so that all personnel irrespective of the position and place of work are able to work with maximum efficiency.
Accounts and Finance Division
Planning and Implementation Division performs the function entrepreneurship for the Group and devices all methods and strategies for total implementation of any venture taken up by the Group.
Operating Divisions
The Group now has 17 major concerns located in different areas of the country.
East West Property Development (Pvt) Limited
Bashundhara City Development Ltd.
Meghna Cement Mills Ltd.
Bashundhara Paper Mills Ltd.
Shahjalal Newsprint Industries Ltd. (SNIL)
Bashundhara Tissue Industries Ltd.
Bashundhara Steel Complex Ltd.
Bashundhara LP Gas Ltd.
Bashundhara Technologies Ltd.
Bashundhara Cement Sack Palnt
Bashundhara Trading Company Ltd.
Bashundhara Industrial Complex Ltd.
Paver Manufacturing Plant
Bashundhara Communication & Network Ltd.
Toggi World.
Bashundhara Logistics Ltd.
Bashundhara Shipping Ltd
East West Property Development (Pvt) Limited
(Unit of Bashundhara Group)
The East West Property Development (Pvt.) Limited (EWPD) was the first venture of the Bashundhara Group. Initially it was launched as a land development undertaking for housing in the year 1987, but was later transformed to cover the entire gamut of housing. Currently, the EWPD is engaged in the development of apartment blocks, recreational facilities, schools, hospitals and parks, commercial and in-complex shopping centers. It is now the largest real estate concern in the country. In the backdrop of the mammoth success of the first land project, new projects were subsequently launched in quick succession. The EWPD has so far been involved in three large projects. Two of these, the Baridhara Land Project and the Riverview Land Project, are now ready for allotment of developed individual land plots, while another, the Savar Land Project, has already been completed and handed over to its owners for home construction. The Baridhara Land Project also has an apartment complex within the Project site wherein over 900 apartments which has completed by the year 2007.
It has three projects:
Baridhara Land Project.
River View Land Project.
Apartments.
Contact:
East West Property Development (Pvt) Limited:
(An Enterprise of Bashundhara Group)
Corporate Office:
Bashundhara City, Level-11
13/ka/1 Panthapath,
Dhaka-1205, Bangladesh.
Tel: Head office: 880-2-9111945, 880-2-8112854,
Fax: 880-2-9112497
Email: ewpd@bol-online.com
Bashundhara City Development Ltd.
(Unit of Bashundhara Group)
The “Bashundhara City” is a massive 20-storey complex on a major avenue of Dhaka the Panthapath. It is South Asia’s largest shopping-cum-recreation complex. Several facilities have been brought under one roof- shopping, health club and fitness centre, office blocks, theme parks, food courts, swimming pools, multi-screen cinemas, and business centers. It is situated close to a major commercial hub of Dhaka – the Kawran Bazaar, and also near the Pan Pacific Hotel Sonargaon. There are over 2500 shops, several floors for accommodating offices and business centers, parking for over a thousand vehicles, escalators and elevators. The complex is equipped with a public address system, a multi-line phone system, central air conditioning, own power generation units, and round-the-clock security. The architectural design is indeed quite unique, with eight levels for the shopping-cum-recreation complex and 20 floors for the office tower. Vehicular entry and exit are supported by a “service road” – which will definitely reduce traffic congestion and serve as a by-pass – remote from the Panthapath.
Contact:
Bashundhara City
Level – B1
13/KA/1, Panthapath,
Dhaka-1205, Bangladesh.
Tel: 880-2-8158025-34
Fax: 880-2-9128319
E-mail: bgc@bdcom.com
Meghna Cement Mills Ltd.
(Unit of Bashundhara Group)
The Meghna Cement Mills Ltd. is the largest domestic cement-producing unit in Bangladesh. The Mill was set up in 1995 on 10.5 acres of land and went into commercial production in January 1996. The Meghna Cement Mills Limited (MCML) was the first undertaking Bashundhara Group in the manufacturing sector. The Company markets its cement under the registered trademark of “King brand”. Bashundhara’s “King” Brand cement is well-known throughout Bangladesh. The weight of each marketed bag is always perfect due to the adoption of an automated packaging system. There is a laboratory, equipped with modern equipment within the Mill premises to conduct tests at each hour for every shift covering every stage of the production process. The most recent quality standards, namely BS and ASTM, have also been in incorporated in this brand of cement.
Factory Location:
The factory of this Company is located in the south-western part of Bangladesh at Mongla Port Industrial Area, in Mongla, Bagerhat under the Khulna Division. The factory stands close to the Mongla-Khulna Highway as well.
Production Capacity:
Capacity is 5,600 bags per hour of the finished and bagged cement for delivery to the buyers.
ISO-9001 certificate:
The Company has been awarded the coveted ISO-9001 Certification in the year 2000 by the National Quality Assurance (NQA), registered by the National Accreditation of Certificate Boards, UK. Its excellent quality-control standards have helped the Company acquire the ISO-9001 certification.
Contact
Sales and Marketing
Bashundhara City, Level-18
13/ka/1 Panthapath, Dhaka-1205, Bangladesh.
Bashundhara Steel Complex Ltd. (BSCL)
(Unit of Bashundhara Group)
The Bashundhara Steel Complex (BSCL) is located in Jagir, Manikganj, about 65 kms from the Dhaka city and 35 kms from the main river port of Aricha on the Jamuna River, on the Asian Highway. Three lines of products are currently being manufactured at this facility are
1. Mild steel (MS) deformed Bars, Angles and Steel Channels.
2. MS and GI pipes of different diameter.
3. Steel Cylinders for containing LP gas.
The steel re-rolling unit was established in the year 2000 with a capacity of producing 25,000 tons of deformed bars per annum. In order to meet increased domestic demand, a second plant was commissioned. As a consequence, the production capacity rose to 50,000 tons per annum and the range of products was enlarged to include angles, channels, and flat bars, in addition to deformed bars. The enterprise uses imported steel scrap that is mixed with segregated scraps obtained from ship-breaking yards. This selected proper charge mix is then melted in high-frequency induction melting furnaces to obtain a homogenous molten metal at proper temperature. Appropriate quantities Ferro-alloys are then added to the molten metal. Through a series of other technical processes and after careful chemical control, the product of these induction-melting furnaces is rolled in a 16-inch roughing mill to obtain billets of desired size and specifications. These billets are then fed into a 10-inch finishing mill that is equipped with repeaters in order to ensure a continuous production line of deformed bars. The BSCL also manufactures MS and GI pipes that are mainly used for modern water supply systems and irrigation. The pipe mill has a precision-engineered welding plant, imported from the UK. The unit has a galvanising section with a zinc kettle imported from Japan. The plant uses imported zinc slabs of near-perfect purity level. The principal raw material, hot rolled coil is imported from Japan.
Bashundhara LP Gas Ltd.
(Unit of Bashundhara Group)
The BLPG is the first liquefied gas (LPG) producing facility in the private sector in Bangladesh. The enterprise was initially known as “Union LP Gas Ltd” after it was set up by the Bashundhara Group in 1997.The name was changed in 2002 in order to bring an element of uniformity in the Group’s nomenclature.
Bashundhara Group plays a vital role in development of LP Gas industry in the country, especially in important areas where supply of gas by the public sector is yet to take place or supply of gas is very slow. Even public sector has not covered some places of Dhaka.
Factory Location:
It’s located at Mongla Port, Industrial Area, Bagherhat, Bangladesh.
Production Capacity:
It has an annual production capacity of 1, 36,000 metric tons per year. The product is comprised of propane (30%) and butane (70%). There are six major reservoirs in the factory premise that are used
Bashundhara Technologies Ltd.
(Unit of Bashundhara Group)
The building construction industry in Bangladesh is now going through a boom phase. The Bashundhara Group has many on-going housing and land-development projects, and a number of backward-linkage industries that provide support and raw material for the building and landscaping industries. Technologies Ltd. (BTL) offers a high-tech and modern construction concept involving state-of-the-art technology. Bashundhara has its own cement plant, a pavers manufacturing plant, and a steel plant that produces deformed bars, GI pipes and angle bars. It has a separate building technology support unit that provides specialized support to assist Bangladesh’s construction services industry. The Bashundhara It supplies, on contract terms, construction-support equipment and well-trained expertise.
The BTL is eager to provide a spectrum of technical support services covering civil structures, geo-technical and ground testing services, and supply of ready-mix concrete. It has also imported modern machinery for quick construction of metalled roads and pave men.
Bashundhara Trading Company Ltd.
(Unit of Bashundhara Group)
Bashundhara Trading Company Ltd. (BTCL) serves as the general trading arm of the Group. It supports the import, export, sales and marketing endeavors of the Group’s many enterprises. It helps to develop marketing channels and methods. This unit also operates as a private trading company engaged in the acquisition of basic raw materials and finished products for private buyers- outside the domain of the Bashundhara Group. In the year 1993 it was launched, initially to support backward linkages and marketing strategies for the Group
Bashundhara Industrial Complex Ltd.
(Unit of Bashundhara Group)
Bashundhara Industrial Complex Ltd. was set up in the year 2000 as the second plant of Bashundhara cement producing concern, the Meghna Cement Mills Ltd. it began production in 2002 and now a profitable enterprise of the Bashundhara family. It has immediate plans to also deal with trading, cleaning and forwarding and shipping-related business. The BICL is now engaged in carrying out studies on a proposed project that will enable the company to set up its own dockyards and shipyards in Chittagong, Bangladesh. At a later stage, the BICL has plans to get more intricately involved in inland water transport for movement of passengers and cargo within the country.[1]
Classifications of Employees:
Employees shall mean persons in the employment of Bashundhara Group (BG) and shall be classified as follows:
a. Permanent Employee;
b. Temporary Employee;
c. Probationer;
d. Contractual Employee;
e. Trainee;
f. Casual Employee.
a. Permanent Employee:
A permanent employee is an employee who has been engaged on a permanent basis or who has satisfactorily completed the period of probation i.e. six months or any other period including extension thereof as may be determined, from case to case, by the Competent Authority/Management of the BG.
The period of probation shall include breaks due to sickness, leave or any involuntary closure of BG. On completion of stipulated period of probation, the employee shall be confirmed in the employment.
b. Temporary Employee:
An employee who has been engaged for job which is essentially of temporary nature and is likely to be finished within limited period. The temporary employees shall be informed of the probable period of the engagement before their employment.
c. Probationer:
An employee who is provisionally employed to fill a permanent vacancy in a post and has not completed the period of his probation i.e. 6 months or any other period including extension thereof.
d. Contractual employee:
The services of an employee on Contract Services, against expressed terms and conditions of employment, shall be governed by the said terms and conditions as laid down in the Deed of Contract. The period of such employment may be extended as per mutual agreement.
e. Trainee:
An employee who undergoes on the job training for a specific period on a specific job within the Units/Enterprises/Establishments of the BG, shall be paid Subsistence Allowance during such period of training. However, on completion of the training period, the incumbent may be absorbed as a permanent employee or may be let off as per decision of the Competent Authority/Management of the BG.
f. Casual Employee:
An employee who is employed in vacancy essentially of casual nature. This shall include Daily Basis and Piece Rate Basis of engagements.
Recruitment Techniques
Creation of Post:
For Corporate Office:
For creation of any post the concerned Division Head should initiate the proposal of the post. The job analysis of the post should be prepared along with Job Description/Charter of Duties thereof. The Chairman/Vice Chairman/Managing Director shall accord sanction to the post.
For Units/Establishments of the BG :
The Chief Executive of the concerned unit/establishment/enterprise of the BG may initiate the proposal. The initiator for the new post shall prepare Job Analysis. The Corporate Office shall accord sanction of the posts of officer and above. Any post below the rank of ‘officer’ may be sanctioned by a committee headed by the Unit Executive Head with an intimation to the Corporate Office.
Announcement of employment
BG always keep in mind that a well described advertisement also stimulates the candidate’s desire and willingness to seek employment in the company. It should particularly specify training, development, advancement opportunities, and company growth. The literature should specifically describe the job description and specification in clear terms. Also the procedure of application, date, time and other relevant information should be mentioned. One of the most widely used methods for contacting applicants in BG is through advertisements. Newspapers and job
sites as well as websites are used most commonly, although radio, television, billboards and posters have been utilized by some companies. Advertising has the advantage of reaching a large audience of possible applicants. Some degree of selectivity can be achieved by using specific newspapers directed towards a particular group of readers. The preparation of advertising copy is not only time-consuming, but also requires creativity when developing design and message content. Well-written advertisements highlight the major assets of the position; at the same time, they are responsive to the job/career needs and concerns of the desired applicants.
4.4.4 Age limit :
No person beyond the specified age limit shall be appointed in the service of the BG.
4.4.5 Citizenship :
Usually Bangladeshis shall be appointed by the BG. However, in case of special requirements expatriates may also be appointed.
4.4.6 Character and Antecedents :
No person shall be appointed in the services of the BG unless the concerned person possesses satisfactory character and antecedent.
4.4.7 Selection of Candidates :
In conformity with the requirements to the post, the Selection Committees, as may be constituted from time to time by the Competent Authority/Management of the BG who shall select the candidates and make a panel of such selected candidates in accordance with merit, along with recommendation of their respective emolument and then the same shall be sent to the Competent Authority/Management of the BG for approval.
4.5 Selection Tests and interview.
Tests are most often objectives and sometimes written to measure a person’s abilities, aptitudes, interests or personality in relation to other individuals. Sometimes BG develop job knowledge tests, a type of achievement test designed to measure a person’s level of understanding about a particular job Individual managers make up their minds about the potential advantages or disadvantages of using tests.
Traditionally, the employment interview has an important role in the selection process at BG.
Interview Committee at BG Corporate office
There shall be standing committee at the Corporate Office for interviewing candidates intended for recruitment. This committee shall comprise of the following:
a. Vice Chairman/Managing Director – Chairman.
b. Dy. Managing Director – Member.
c. Secretary, BG – Member.
d. Sr. Executive Director-Accts & Fin. – Member.
e. Sr. Executive Director-Admin & PR. – Member-Secretary.
Interview Committee at the Units/Establishments of the BG:
This committee for interviewing candidates shall be headed by Executive Head of the Units/Establishment/Enterprise and he may constitute the committee at his discretion with an intimation to the Corporate Office. Management of the BG may nominate any official from the Corporate Office as member of the said interview committee.
Reference Checks.
It has been estimated by the Society for Human Resources Management that 25% of job applications and CVs/resumes contain errors (Schermerhorn, 2001). It is not surprising, therefore, that BG regularly make reference check enquiries from previous employers, academic advisors, co-workers and acquaintances regarding a job applicant’s qualifications, experience and past work record. Organizations normally seek letters of reference or telephone references. The latter is advantageous because of its accuracy and low cost. The telephone reference also has the advantage of soliciting immediate, relatively candid comments and attitude can sometimes be inferred from hesitations and inflections in speech.
For senior management positions. it is not uncommon for the applicant’s spouse to be interviewed. The list of referees provided by a job applicant can add prestige and credibility to the written job application, and confirmation of the written information. BG has very egalitarian approach to the workplace and tend to provide honest assessments of an applicant’s merits; so, despite fears that friends may provide a ‘biased’ response to enquiries, the use of several background checks usually elicits a balanced response.
Employment Offer
Decision of selection has to be made the pool of individuals who qualify the tests, interviews and reference checks.Finally discussion with the line manager the final selection has made because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection.
Formal letter of appointment shall be issued to the selected candidates under the signature of the Competent Authority/Management of the BG or as may be decided by the said Authority and such letters shall contain following clauses:
Designation
Scale of Pay/Wage & initial Pay/Wage
Probationary period and termination of service.
General termination of service.
Disciplinary action.
Enforcement of Rules & Orders of the Management.
Secrecy of business/patent.
Reporting for duty.
Acceptance of the Terms & Conditions by the incumbent.
Declaration
No Person shall be appointed in the services of the BG unless he gives a written declaration to the effect that he has not been screened out or otherwise removed from past services, of any organization, as a result of disciplinary action. If the declaration subsequently proves to be false, then notwithstanding anything contained in these rules, the concerned employee may be dismissed from the services.
Job Termination
Notwithstanding anything contained in the letter of appointment the service of an employee can be terminated by the Competent Authority/Management without assigning reason with one month notice or notice pay (basic) in lieu thereof. On the other hand any employee may also terminate his service (i.e. resign from service) either with one month notice or by surrendering one month’s basic pay to the BG.
In case of termination by the Management the concerned employee shall be entitled to the benefits subject to completion of minimum 01(one) year of continuous service. But in case of termination of service by the employee himself (i.e. resignation from service), the company shall not pay him any benefits accept the accrued benefits due to past services unless anything else especially considered by the Management in the concerned case.
4.9 Discharge:
An employee may be discharged from service for reasons of physical or mental incapacity or continued ill health or such other reasons not amounting to misconduct. If the incumbent has completed minimum one year of continuous service, shall be entitled to receive benefits as found fit by the board.
Recommendation
For success of a company the recruitment and selection process should be well established. Recruitment and selection process highly affects the growth of a company. If we select the right person in right place then of course we will get the satisfactory service from his/her. Since BG is a multi faced company and it operating in multistage, so it is very much crucial for the company to maintain the standard selection and recruitment process.
Best of my known, though BG has maintained the standard process of recruitment and selection in all stages of the recruitment. But, there have some recommendation for further development of the overall process for getting the qualified person of recruitment.
Now a day the multinational companies that are operating Bangladesh run a practice named Employee referral bonus. This program search the potential candidates through by the current employees, the employee whom recommended person will be recruit he or she will get a bonus. This program is cost effective as well as make sure for recruiting reliable candidate.
At present many companies and organization has published their current vacancies, Jobs requirement and online application format in their website. Basundhara Group can also set out the practice, Of course this help the company for searching the potential candidate easily and effectively within the short time.
Before issuing the final employment offer there should have a drug screening process, this will ensure the sound health of employee.
Conclusion
Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees.
Today’s tight labour market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality candidates. Once organizations have successfully recruited candidates, they must select the best ones for the positions under consideration. Organizations use various tools to help them select individuals.
Results from this study indicate that selection tools designed to obtain behavioural and motivational information about candidates contribute to effective selection systems. For example, behavioural interviewing is a popular selection activity among organizations with highly effective selection systems. In the future even more organizations plan to use this and similar tools more extensively to select employees. Organizations realize that having an effective, legally sound system in place is crucial to helping them select the right people for the right jobs; to do so, many organizations are planning to increase their use of various tools and devote more money to the process.
Finally, better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent.