1. Welcome To The Presentations

2. Presentation on The Topic : “Best Recruitment and Selection is the Pre- Condition of Organizational Success”

3. Best-recruitment and Selection of Employees is The pre-condition for organizational success Best-recruitment and Selection of Employees is The pre-condition for organizational success Presented By: GROUP G

4. Presenters 1. Introduction : Mohammad Ismail 2. Methodology : Tapan Kumar Chaudury 3: Research on the Topic : a) R ecruitment : Selection : Mr. Arman 4. Case Studies: Mr. Santa 5. Conclusion : Md.Ismail

5. MAIN POINTS COVERAGE  Introduction of Recruitment and Selection  Objectives, Methodology & Scope  Research on the Topic : Concepts Of Recruitment and Selection  Case Studies, Interpretations and Comments  Conclusions

6. Introduction Which is the most important critical success factors of a Organization? The most effective answer would be Taking the right people, at the right place at the right time

7. Introduction Recruiting people who are wrong for the organisation can lead to increased labour turnover, increased costs for the organisation, and lowering of morale in the existing workforce. Such people are likely to be discontented, unlikely to give of their best, and end up leaving voluntarily or involuntarily when their unsuitability becomes evident. They will not offer the flexibility and commitment that many organisations seek. Managers and supervisors will have to spend extra time on further recruitment exercises, when what is needed in the first place is a systematic process to assess the role to be filled, and the type of skills and abilities needed to fill it. Recruiting people who are wrong for the organisation can lead to increased labour turnover, increased costs for the organisation, and lowering of morale in the existing workforce. Such people are likely to be discontented, unlikely to give of their best, and end up leaving voluntarily or involuntarily when their unsuitability becomes evident. They will not offer the flexibility and commitment that many organisations seek. Managers and supervisors will have to spend extra time on further recruitment exercises, when what is needed in the first place is a systematic process to assess the role to be filled, and the type of skills and abilities needed to fill it. Choose Right Person for the Right Job….Else Organization would fail Choose Right Person for the Right Job….Else Organization would fail

8. Broad objective of the Research on the topic The objective of this research is to get a clear and comprehensive ideas about the significance Of best recruitment and selection and its significant role Towards organizational success The objective of this research is to get a clear and comprehensive ideas about the significance Of best recruitment and selection and its significant role Towards organizational success

9. To identify how right recruitment and selection process contributes Significantly towards organizational development Specific Objective Of this research To assess this concept from a corporate people To find out the structured methodology of right recruitment and selection process from specific corporate people

10. Methodology of the Study Data Collection Techniques: Primary Data and Secondary Data

11. Primary & Secondary Data Questionnaire: Questionnaires has been developed to collect Data from individuals working in the HR department. Secondary Data: Secondary Data has been collected from reviewing existing reports, Books, Internets etc Sample Size: We have taken interview of 10 respondents in the Human Resources Department of that corporate office.

12. Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends recruitment ends

13. FACTORS AFFECTING RECRUITMENT Organizational / internal factors Organizational / internal factors Environmental / external factors Environmental / external factors

14. A good recruitment policy Complies with government policies Complies with government policies Provides job security Provides job security Provides employee development opportunities Provides employee development opportunities Flexible to accommodate changes Flexible to accommodate changes Ensures its employees long-term employment opportunities Ensures its employees long-term employment opportunities Cost effective for the organization Cost effective for the organization

15. SOURCES OF RECRUITMENT Internal Search HRIS Job portals Notice boards Circulars

16. SOURCES OF RECRUITMENT External Search Advertise- ments Employee referrals Educational institutions Interested applications Employment agencies

17. Human resource planning Identify HR requirements surplus Retrench/layoffs demand Determine numbers, levels & Criticality of vacancies Determine numbers, levels & Criticality of vacancies Choose the resources & Methods of Recruitment Choose the resources & Methods of Recruitment Analyze the cost & time involved Analyze the cost & time involved Organizational Recruitment policy Job analysis Start implementing the Recruitment program Start implementing the Recruitment program Select and hire Evaluate the Program Process of recruitment

18. Selection Choosing the Right Person for the right job and placing them in their position

19. Its better not to select then selecting a bad candidate

20. SELECTION Selecting the right candidate Selecting the right candidate Rejecting the wrong candidate Rejecting the wrong candidate Selecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

21. THE SELECTION PROCESS Resumes/CVs Review Analyze the Application Blank Conducting Tests and Evaluating performance Conducting Tests and Evaluating performance Preliminary Interview Reference checks Job Offer Initial Screening Interview Medical Examination Placement Core and Departmental Interviews Core and Departmental Interviews ACCEPT REJECTION Offer to the next suitable candidate

22. SELECTION METHOD STANDARDS Reliability Reliability Reliability can be measured by using: Reliability can be measured by using: The repeat or test-retest approach The repeat or test-retest approach The alternate-form or parallel-form method The alternate-form or parallel-form method The split-halves procedure The split-halves procedure Validity Validity Criterion validity Criterion validity Content validity Content validity Construct validity Construct validity

23. Steps in Selection Process

24. APPLICATION FORMS  Personal information  Educational qualifications  Work experience  Salary  Personality items  Reference checks

25. SELECTION TESTS Intelligence tests Achievement tests Interest tests Aptitude tests Situational tests Polygraph tests Personality tests Graphology

26. INTERVIEWS Interviews Preliminary Interview Preliminary Interview Selection Interview Selection Interview Decision-making Interview Decision-making Interview Formal & Structured Interview Formal & Structured Interview Unstructured Interview Unstructured Interview Stress Interview Stress Interview Group Interview Method Group Interview Method Panel Interview Panel Interview In-depth Interview In-depth Interview

27. Great interviews requires smart skills

28. THE INTERVIEW PROCESS Preparation Setting Conduct of Interview Closing an Interview Evaluation Reference Checks Medical Examination

29. PLACEMENT The determination of the job to which an accepted candidate is to be assigned and his assignments to the job.

30. Case Studies, Interpretations and Comments

31. McDonald Steel Building Products Ltd. is the pioneer in pre-engineered steel building construction in Bangladesh. It was first in Bangladesh to deliver pre- engineered building solutions through the delivery of high quality support services, industry leading expertise and a strong commitment to improve overall performance in the industry.

32. Data Presentation and Analysis: The findings of the study has been analyzed and will be presenting by relevant graphs 70% Structured Recruitment system 50 100 0 GAP Structured Selection Procedure 30% GAP

33. Do you agree that organization should have a structured recruitment and selection procedure in the Corporate policy or in the Human Resource manual Above data indicates that 100% of the respondents have focused on structured recruitment and selection procedure in the corporate policy or in the Human Resource manual

34. Above data indicates that 100% of the respondents have focused on effective implementation of structured recruitment and selection procedure in the corporate policy or in the Human Resource manual can lead to ensure right people at the right place at right time Do you agree that effective implementation of structured recruitment and selection procedure in the corporate policy or in the Human Resource manual can lead to ensure right people at the right place at right time Do you agree that effective implementation of structured recruitment and selection procedure in the corporate policy or in the Human Resource manual can lead to ensure right people at the right place at right time

35. Above data indicates that 50 % of the respondents have strongly agreed, 20% agreed, 10 % were Confused and rest 20% have disagreed. Do you agree that your organizational success is entirely depends on selecting right people at the right place at right time Do you agree that your organizational success is entirely depends on selecting right people at the right place at right time

36. Above data indicates that 50 % of the respondents have strongly agreed, 20% agreed, 10 % were Confused and rest 20% have disagreed. Do you agree that your organization does disseminates this philosophy to every employee, especially to the departmental heads? Do you agree that your organization does disseminates this philosophy to every employee, especially to the departmental heads?

37. Conclusion and recommendation There is no hesitation to believe that “Best-recruitment and Selection of Employees is The pre-condition for organizational success. And this has been Critically acclaimed that organizational success and development Is very much depends on Best-recruitment and Selection of Employees. But in this regard, organization must have to have a structured Recruitment and Selection policy and procedures. And finally, the Strong Commitment to its successful and effective implementation There is no hesitation to believe that “Best-recruitment and Selection of Employees is The pre-condition for organizational success. And this has been Critically acclaimed that organizational success and development Is very much depends on Best-recruitment and Selection of Employees. But in this regard, organization must have to have a structured Recruitment and Selection policy and procedures. And finally, the Strong Commitment to its successful and effective implementation

38. Thank You Questions ???