Rahimafrooz

Rahimafrooz is one of the respected and reputed business houses in Bangladesh. It has just
crossed 50 years of operation. Rahimafrooz has endured turbulences of the last 50 years and has
been able to transform itself from a small trading company into a leading diversified business
house. This is, indeed, a milestone, which Rahimafrooz has achieved with trust, support and
dedication of all stakeholders, past and present, most importantly, its customers. Rahimafrooz
began its operation as a trading company in 1954. Today Rahimafrooz has diversified in many
areas from storage power solution to automotive aftermarket to retailing.

VISION
Be an enterprising Group of Taka 2,000 core by the year 2010 with a diversified business
portfolio focused on dynamic growth, excellence, innovation, customer delight in enriching our
world

QUALITY POLICY
Rahimafrooz as a team are totally committed to customer delight through intelligent effort and
continuous improvement.

ASPIRATION
To be the most admired and trusted organization through excelling in everything Rahimafrooz
do, following ethical business practices and adding value to stakeholders.

VALUES
Integrity in all their dealings
Excellence in everything they do
Total commitment to customer satisfaction
Thinking ahead and taking new initiatives

TEAM
Rahimafrooz foster en environment of learning and reward, taking pride in who they are and
what they do.

HUMAN RESOURCE POLICY

Rahimafrooz has a personal and administrative Department. Rahimafrooz is one of the biggest
employers in Bangladesh. For the employees there is systematic in house training in home and
abroad. To motivate the employees, along with salary and benefits the company provides various
facilities like transportation, medical center, on site sports. Production and accommodation
facilities include full time supply of safe drinking water, adequate lighting and ventilation
facilities from sheet.

HR PRACTICES OF RAHIMAFROOZ

Recruitment

Job analysis

Training

Job design

Performance Management

Selection

Labor relation

Development

Incentives

Benefits

RECRUITMENT AND SELECTION PROCESS IN RAHIMAFROOZ

Rahimafrooz have level of significance for recruiting a person. They have 3 levels.
1. Level 5-6 (Entry Level) 2. Level 7-8 (Mid Level) 3. Level 9 (Top Level)
For recruiting a person they take the order from bottom line. Actually they have a certain time
(July-June) that means before starting time each departmental head submit a report to the HR
department that they need more position or they want to delayer some position. And each
department head collect that information from their subordinates. So its very clear that
requirement order comes from bottom and it hit to top line.

SOURCE OF RECRUITMENT
There are two kinds of source Rahimafrooz uses for recruitment .They are
1. Internal source.
2. External source

HR Chart:

HSBC
In Bangladesh, the HSBC Group's history dates back to 1996 when The Hongkong and Shanghai
Banking Corporation (HSBC) Ltd opened its first branch. Today, the HSBC Group offers a
comprehensive range of financial services in Bangladesh including commercial banking,
consumer banking, payments and cash management, trade services, treasury, and custody and
clearing.

General Background

Opened first Bangladesh branch in December 1996

Network of 14 offices, 40 ATMs, 6 Customer Service Centres, an offshore banking unit,

and offices in 8 EPZs.

Key Business Areas

Retail Banking and Wealth Management

Commercial Banking

Corporate and Institutional Banking

Global Markets

Human Resource Strategies

HSBC is the bank where all the employees are monitored under an effective HR department.
This department of the organization playing the role of implied authority of HSBC. Internal and
external all the situations and considerations are related to human is monitored and operated by
the HR department. Eventually this bank uses all the basic functions of HR to run the
organizations. Among those specifically:

Recruitment

Compensation management

Selection

HRIS

Training and development

HPWS is practiced

HSBC also applies some strategic HR methods for selecting the most logical and efficient
candidates. Every branch of HSBC is monitored by the HR department employees. These
employees are highly qualified and skilled in their respective job positions.

HR Policies
HSBC bank has a strong HR culture in the organization, and it is maintained very tactically. It is
said that HSBC practices all the HR basic activities and this bank also offers strategic training
sessions for its employees for the growth career. Lets have a glance of the functions that HSBC
applies:

International

market

competitive

Organizational charts

compensations

Personal and organizational benefits and

Diverse recruitment process

rewards

European standard training sessions

Proficiency development program (PDP)

Performance metrics

Advanced

Four Step selection process

HRIS

(Human

Information System)

Recruitment Process
The selection of external recruits consists of the following steps:
1. CV Submission

2. Capability Based Interviews

Resource

3. Application Evaluation

4. Reply Letters

5. Ability Tests

6. Job Offer

If a candidate successfully reaches the final stage, a position offering is made in conjunction with
a competitive reward package. Internal selection is done through competency based recruiting,
succession process. HSBC uses some external sources for recruitment. These are:

Internet

Referrals

Off shoring

Advertising

College recruiting

Selection
HCBC runs Final Selection Centers (FSCs) in a number of key global locations, including
London, Chicago, Hong Kong, Mexico and Dubai. If a candidate completes the telephone
interview successfully, they will invite to the location most appropriate to them. In Bangladesh
15HRM Practices in Bangladesh face-to-face selection is done in the head HR departments
office where the job is described eventually. The final step to success is a two way process. It is a
candidates opportunity to meet a number of current IMs (international Managers) and find out
as much as possible about their experiences. HSBC wants candidates to be able to make an
informed decision a candidate should receive an IM offer. The FSC consists of a number of
capability based exercises, including:

Face-to-face interview

Presentation

Group exercise

Role play

Written case study

HR Chart: