Bangladesh University of Business and Technology (BUBT)

Assignment on
HRM function of Pran-RFL Recruitment& Selection, Training& development)

Submitted to
Ms. Sharmin Sultana
Assistant Professor
Department of Management
Bangladesh University of Business and Technology

Submitted by
Samia Jannat
ID: 18193201051
Program: MBA
Intake: 46
Section:02
Mobile Number:01631272838
Email:[email protected]

Submission deadline:
8th November,2020
Introduction:
Human organization activity is simply the act of getting people together to accomplish desired
goals. Recruitment and selection is an important part of the human resource management. Pran-
RFL group of companies is one of the leading business institutes in Bangladesh. Pran-RFL group
provides with good quality products conforming to local tastes, health and hygienic standards
which are of affordable price and within the reach of target consumers. Its strategic strengths
include strong recognition of brands, highly skilled work force and diversified business mix. In
this report, I have tried my level best to exemplify how the basic function (recruitment and
selection, training & development) of HRM are exercised in Pran- RFL group. This report
focuses on the Organization’s recruiting, selection process, and training& development

Recruitment and Selection Process in PRAN-RFL:

PRAN-RFL is looking for top-caliber people who want the flexibility and resources to grow
in their career. If someone is that kind of person who has always stood out, they offer a place
where one can continue to excel. PRAN-RFL has thousands of diverse people from different
cultures and backgrounds working in a variety of different jobs in different fields:

 Merit is the sole criteria for selection.

 Attitude is given as much weight age as functional competencies.
 Panel interviews comprising of Functional Head & HR Head
 Sources for recruitment are through campus, consultants, employee referrals, internal
job postings and the internet
 All positions involve written tests.
 Antecedent verification is an integral part of our recruitment process.
 Medical fitness is pre-requisite for all positions.
 They are an equal opportunity employer and do not discriminate on the basis of
race, community, religion or sex.

Recruitment Process:

A responsibility for recruitment usually belongs to the HR department. This department works
to find and attract capable applicants. Job description and speciation provide the
needed information upon which the recruitment process starts. The functions of the recruitment
process section of PRAN-RFL are given below:

1. Need Assessment
2. Defining the position description
3. Checking the recruiting options
4. Advertisement
5. Screening and Short – listing Applications
6. Written test
7. Selection interview
 8. Employment decision (Application Bank)
9. Offer letter10. Orientation / Induction

Selection Process:

Selection is the process of gathering information for the purpose of evaluating and deciding
who should be employed in particular jobs.

1. Screening and Short-listing Applications: The responses to the advertisements are

sorted and screened. The CVs as well as the Covering letters are judged. In the covering
letter, the style and language of writing, the emphasis put on the areas asked for tin the
advertisements and the quality of the letter (whether it is specifically tailored to the
advertisement or just a standard response) are the aspects that are judged. Different weights
are assigned to the selection criteria mentioned in the man specification depending on their
relative importance.
2. Written Test: Written test is a regular part of the normal recruitment process. It is
conducted as and when required. Previously no written test was taken for the management
employee; the applicants had to go directly through the interview process. After the
introduction of the manager trainee program, the written test before the interview process
has proved to be effective and a useful tool to select the desirable candidates.
3. Selection Interview: The interview process is a three-tier one. A preliminary interview is
conducted which follows the “elimination method”. After that, the second interview takes
place with a very few number of candidates. Then they finally selected person is called for
the final interview. The interview time is kept convenient for the candidate especially if
s/he is working elsewhere at the time of interview. In that case the chosen time is after the
business hour or in any holiday.
4. Reference Checks: Reference checks allow obtaining information and opinions regarding
the person’s character, quality of the work and suitability for the position. It is an
opportunity to validate the information received from the candidate via their resume and
the interview. Speaking to the candidate’s manager or other people whom they have
worked with should also check internal candidates. The opinion of a referee who has
worked can for an extended period is likely to be more accurate than the assessment from
one to two hours of interviewing. The candidate’s immediate supervisors are needed to be
contacted. Permission should be obtained to contact the candidate’s referee especially if
their current employer is contacted.
5. Employment Decision: If the candidate has no problem with the stated terms and
conditions of the job and the organization mentioned and discussed in the final
interview, s/he is offered an application blank. The application blank is a standard
format of employee-information that includes all the information the organization
needs regarding the personnel. The candidate has to fill this blank and submit this
to the company along with a CV.
6. Offering the Role: Once the above activities are done, the candidate is given an
offer letter specifying the salary package, job responsibilities, utilities that will be
provided by the organization. Even at this stage the selected candidate has the
 chance to withdraw her/himself from the job offer. S/he is always free to discuss
whatever difficulty may arise regarding pay structure/ facilities, etc.

Training and development process:

Training programs provide a great opportunity for employees to expand their knowledge base
and increase their efficiency and productivity at work. While training is an investment on the
company’s part, it is worthwhile in the long run. The return on investment from training
employees can benefit a business in multifold as employees can use their training to keep up with
the latest advancements in technology and serve their customers better. Here are a few reasons
why training is essential to companies:

More productivity:

Training and development can help employees perform better as they become more skilled in
their job and are able to complete their work quicker than before. Moreover, training can
increase the quality of the employees work and there is less wastage of time and money. As
productivity increases, workers are able to work more independently and require a lot less
supervision than before.

Improve on weaknesses:

Employees may find areas in their job that they can improve on. A training program allows
employees to address those weaknesses and work at getting better at them. As the knowledge
level in the organization increases, it removes any weak links in the company. Workers can use
their knowledge from the training to multi-task and become less dependent on others to get the
work done.

Increased job satisfaction:

Training and development make employees feel more satisfied with their job as it makes them
feel more valued by the company. This is because they are now armed with the knowledge to
perform their duties with greater efficiency which gives them a sense of belonging to the
company.

Employees can learn faster:

Training and development in an organization can help employees learn faster and this leaves
little room for error. If employees learn through trial and error, a lot of time will be wasted in the
learning, causing delays in their work.

PRAN- RFL group of industries 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 process section of PRAN-RFL group of
industries. 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.