Background

Chartered Life Insurance Company Ltd is a life insurance company in Bangladesh licensed by
Insurance Development & Regulatory Authority (IDRA). Chartered Life is sponsored by top
business magnets from Bank, Insurance, Telecom, Power, Real Estate, Tourism, Print-Electronic
Media, Health & Education, Infrastructure, Chemical, Ready Made Garments and Textile
Industries of Bangladesh. Chartered Life has commenced its business with a vision to insure and
secure life of maximum people of the country. It has started its journey with a commitment to
reach people of all classes with global standard services ensuring their life financially secured.
Chartered Life has been presenting innovative products and services and engaged in
development of insurance industry. Since then they have already established offices in major
cities of Bangladesh including:
 Dhaka
 Chittagong
 Barisal
 Faridpur
 Sylhet
 Rajshahi
 Rangpur
 Comilla

VISION
To become the best life insurance company in Bangladesh as well as in South East Asia through
insuring financial & social safety for economic freedom of the people by ensuring utmost
integrity, transparency and responsibility.

MISSION STATEMENT
We undertake to provide world class service with unmatched security to our clients and help in
increasing awareness about insurance in the country as well as enhancing public confidence in
the insurance industry in Bangladesh. We will introduce new modern insurance products
comparable with international standards and will emerge as an innovative insurer providing
complete risk management solutions to the insuring public in Bangladesh.
PRODUCTS
They offer insurance products which have been designed with their clients' needs in mind. They
keep in constant touch with the changing commercial and social scenario to understand the
increasing diversity of personal and corporate insurance needs and our extensive experience and
expertise enable them to structure the right solutions to fulfill them in the best way possible.
Their product spectrum is wide enough to cover varied insurance requirements, yet each one
tailor made to suit specific individual needs.

Individual Insurance
 Chartered-Child Plan
 Chartered-Education Plan
 Chartered-Single Premium Plan
 Chartered-Three Payment Plan
 Chartered-Five Payment Plan
 Chartered-Endowment Plan
 Chartered-Monthly Savings Plan
 Chartered-Manpower Plan
 Chartered-Denmohor Bima
 Chartered-Money Back Plan
 Chartered-Pension Plan
 Chartered-Hajj Bima
 Chartered-Supplementary Coverage

Group Insurance
 Group Life Insurance Plan
 Group Health Insurance Plan
EXISTING SYSTEM
Their current manual system is time consuming, expensive, laborious and very prone to human
error. It is a nightmare. There is one position for an administrative officer that “took almost a full
week to send out information packages, i.e photocopied, stapled, stuffed into envelopes and
addressed to all the applicants. This coincided with the internal promotion of an HR officer to
HR manager, creating the drivers for change. The manual system didn’t provide a best practice
hiring experience as well as HR tasks either internally or externally. The manual system is
painful.

NEW PROJECT
They are expanding their business network in different major cities in Bangladesh for business
growth, for this they are in a phase to increase the 100% manpower in their organization in all their
branches.

Currently they are practicing the manual hiring process but for above project they may need some
better improved process to work on it, as they want to start working on the new project within 6
months for this reason they may require the proper systematic procedure for better and effective
hiring. Other HR related works will be easily to be done. It may also cost effective in shape of money
and time saving also.

PROPOSED SYSTEM
The Project is an effort to evaluate the existing problems of the Recruitment system and to
recommend a Web based Recruiting Solution.

PROBLEM STATEMENT
Periodical Strategic Review by the management they indicated the shortcomings in the Recruitment
Process and keep tracking the employee’s data.

BUSINESS PREVIEW REENGINEERING (BPR)

The following team nominated to evaluate the all process.
 Manager HR the Project Head
 Manager IT
 Line Managers (hiring leaders)
 Manager Finance.

a. Champion
The Manager HR, would be the Champion in this transformation.
b. Project Team
Following the project team to from beginning till deployment of the software:
 Manager IT
 Manager HR
 An HR Executive
 A member from purchase Committee

The BPR planned to develop and prepare a business case, interviewing internal users to assess
the cost and time aspects of the manual system; Requirement Specifications and Functional
Specifications.
The BPR view that we need to transform the hiring process in our organization from paper into
an online system encompassing employment
Web Based Hiring Process with Video recorded interview applications, interactive e Forms, and
dynamic hiring approval automation, resulting in:
 Improved efficiency
 Added functionality
 Increased accuracy, accountability
 Enhanced security

c. The role of IT
Although IT did not specify or select the solution, but they are very much involved from the
beginning of the project. IT manager review the system’s compatibility, vendor security and
integration with other systems.

ANALYSIS AND BACKGROUND

Hiring employees is time consuming and costly. This is especially true within large companies
for several reasons. Multiple personnel are often involved in the hiring process. Large companies
have human resource departments that are responsible for staffing, with or without an outside
recruiting firm. Human Resource (H.R.) staff may do the initial screening but, depending on the
level of the position to be filled, one or more hiring managers and possibly an executive of the
company may be required to be part of the interview process. The interviewing process can
extend for several months and may require traveling expenses for candidates or hiring personnel.
In one known method and system for Employee Hiring, a single electronic docket communicated
over a network is used. The method is networked for use by a business entity having multiple
units. The hiring needs of one or more units are correlated with resumes from job hunters;
potential candidates are selected and a single electronic docket is set up for each selected job
candidate. The potential candidate is able to access all required job application forms over the
network. However, multiple interviews with all of the hiring managers must be conducted.
A system for Human Capital Management uses the internet or an intranet system for all
transactions and communications relating to human resource acquisition and employment. Job
requests use standardized skill assessments and standardized profiles comprising organized skills
and content attributes in place of resumes. Skill libraries can be set up. A qualitative and
quantitative match is Web Based Hiring Process with Video recorded interview made between
job and candidate. The method comprises the steps of generating at least one individual valuation
profile, establishing minimum valuation requirements, generating filtering parameters, matching
individual valuation profiles to minimum valuation requirements and aggregating individual
valuation profiles having at least the minimum valuation requirements.

A career management system, method and computer program product discloses both a
computerized method for managing a client's search for a job candidate as well as a
computerized method and system for a person seeking a job to organize and manage the job
search.

The problem with many of the screening methods used heretofore is that intangible qualities of
likely candidates, such as demeanor, personality, and the ability to get along with specific
employees within a department can only be determined during the interview process. With the
above-listed methods, hiring managers and busy executives merely have access to resumes and
written notes based on the perceptions of others. If an outside recruiting firm is employed, H.R.
personnel also have to depend on the perception of the outside recruiters to learn about these
intangible qualities. Ultimately, the last stage of the hiring process requires that the people
responsible for the final hiring decision must have a live interview with a number of qualified job
candidates. This is costly and problematic both in time spent by all hiring staff as well as the
difficulty of scheduling interviews with busy upper level managers and executives, especially
those who travel frequently. Job applicants may also have to travel to be interviewed, thereby
adding the cost of travel and lodging to the hiring budgets. One other problem associated with
traditional methods of screening potential job applicants is that the process can be lengthy,
sometimes taking several months. At the final decision time, selecting a candidate to come back
for a final interview and collaborating among managers as to the hiring decision has to be based
upon the managers' memories of the interview and written notes.

PROJECT LIFECYCLES
Software Development Life Cycle (SDLC) is a methodology that is typically used to develop,
maintain and replace information systems for improving the quality of the software design and
development process. The typical phases are analysis, estimation, design, development,
integration and testing and implementation. The success of software largely depends on proper
analysis, estimation, design and testing before the same is implemented. There are few famous
SDLC in detail and provides guidance for building successful software:
1. The General Model
2. Waterfall Model
3. Incremental Model

1. The General Model

Software life cycle models describe phases of the software cycle and the order in which those
phases are executed. There are tons of models, and many companies adopt their own, but all
have very similar patterns. The general, basic model is shown below:
 Requirement Design Implement Testing

General Life Cycle Model

Each phase produces deliverables required by the next phase in the life cycle. Requirements are
translated into design. Code is produced during implementation that is driven by the design.
Testing verifies the deliverable of the implementation phase against requirements.

 Requirements
Business requirements are gathered in this phase. This phase is the main focus of the project
managers and stake holders. Meetings with managers, stake holders and users are held in order to
determine the requirements. Who is going to use the system? How will they use the system?
What data should be input into the system? What data should be output by the system? These are
general questions that get answered during a requirements gathering phase. This produces a nice
big list of functionality that the system should provide, which describes functions the system
should perform, business logic that processes data, what data is stored and used by the system,
and how the user interface should work.

 Design
The software system design is produced from the results of the requirements phase. Architects
have the ball in their court during this phase and this is the phase in which their focus lies. This is
where the details on how the system will work are produced. Architecture, including hardware
and software, communication, software design (UML is produced here) are all part of the
deliverables of a design phase.

 Implementation
Code is produced from the deliverables of the design phase during implementation, and this is
the longest phase of the software development life cycle. For a developer, this is the main focus
of the life cycle because this is where the code is produced. Implementation my overlap with
both the design and testing phases. Many tools exists (CASE tools) to actually automate the
production of code using information gathered and produced during the design phase.

 Testing
During testing, the implementation is tested against the requirements to make sure that the
product is actually solving the needs addressed and gathered during the requirements phase. Unit
tests and system/acceptance tests are done during this phase. Unit tests act on a specific
component of the system, while system tests act on the system as a whole.
 2. Waterfall Model
This is the most common and classic of life cycle models, also referred to as a linear-sequential
life cycle model. It is very simple to understand and use. In a waterfall model, each phase must
be completed in its entirety before the next phase can begin. At the end of each phase, a review
takes place to determine if the project is on the right path and whether or not to continue or
discard the project. Unlike what I mentioned in the general model, phases do not overlap in a
waterfall model.

Requirement

Design

Implementation and Unit testing

Integration and system testing

Operation

 Advantages
 Simple and easy to use.
 Easy to manage due to the rigidity of the model – each phase has specific deliverables
and a review process.
 Phases are processed and completed one at a time.
 Works well for smaller projects where requirements are very well understood.

 Disadvantages
 Adjusting scope during the life cycle can kill a project
 No working software is produced until late during the life cycle.
 High amounts of risk and uncertainty.
 Poor model for complex and object-oriented projects.
 Poor model for long and ongoing projects.
 3. Incremental Model
The incremental model is an intuitive approach to the waterfall model. Multiple development
cycles take place here, making the life cycle a “multi-waterfall” cycle. Cycles are divided up into
smaller, more easily managed iterations. Each iteration passes through the requirements, design,
implementation and testing phases.
A working version of software is produced during the first iteration, so you have working
software early on during the software life cycle. Subsequent iterations build on the initial
software produced during the first iteration.

Requirement

Design

Implementation and Unit testing

Integration and system testing

Operation
Incremental Life Cycle model

 Advantages
 Generates working software quickly and early during the software life cycle.
 More flexible – less costly to change scope and requirements.
 Easier to test and debug during a smaller iteration.
 Easier to manage risk because risky pieces are identified and handled during its iteration.
 Each iteration is an easily managed milestone.

 Disadvantages
 Each phase of an iteration is rigid and do not overlap each other.
 Problems may arise pertaining to system architecture because not all requirements are
gathered up front for the entire software life cycle.
PROCESS SUMMARY (DESIGN)
The system and method allow the hiring staff of an organization to view a secured web site and,
at that one site, have access to essentially all of the tools used to screen likely job candidates.
One of the most important tools available is a video recorded interview with a pre-qualified
candidate based upon the specific requirements of the position. The video recording of the live
interview in combination with resumes, background checks, references, skills and personality
testing results are accessible at one web site that can be accessed world wide. The time
consuming and costly practice of having each of the multiple hiring managers and Human
Resource personnel involved in the hiring procedure interview multiple potential candidates is
greatly reduced. H.R. staff and hiring managers are able to consider the personality and
demeanor of a candidate before inviting the candidate to an in-personal interview. The recruiter,
either an outside recruiting firm or a company's in-house recruiter, using the system and method
of this invention, can provide one comprehensive website having substantially all of the
screening components necessary to select a candidate for one or more specific job openings.
Other necessary screening documents, such as resumes, reference checks and any required test
results, in combination with a video of an interview, are organized in one easily accessible
location. Beneficially, a decision maker can watch an in-person interview previously conducted
with a qualified candidate as the decision maker accesses substantially all of the other essential
screening components because these screening components are captured on one web site that is
available. Importantly, the video recording can be repeatedly accessed so that memories of a
selected candidate can be reinforced at final decision time. The process of screening and hiring
personnel is thereby facilitated.
In one embodiment of a web-based system for screening job candidates, a website comprises
screening components for one or more specific job openings. Each job opening has specific
parameters designated by a job description as determined by a user company or recruiter
working with the company. The screening components begin with a list of one or more qualified
job candidates who are pre-qualified according to the parameters designated for a specific job
opening. The screening components beneficially include a video interview in combination with a
resume for each listed job candidate, and test results, if any, for each listed job candidate.
Preferably, the video interview comprises interview questions tailor-made according to the
specific parameters of the job opening. The screening components further comprise a group of
screening components selected from reference checks, background checks, credit checks,
personality tests, skills tests, and drug tests for each listed job candidate.

Specification (FS)
The BPR defined what all they considered the system to deliver.
 Creation of Recruiting Portal on the Company web Site
 Web based applications for every type of Job.
 Job posting automation with latest job opportunities.
 Impress applicants with ease-of-use, a keen attention to their Preferences and skills,
instant application status information.
 Easily find applicants that meet your needs with Quick Searches, Saved Searches and
Advanced Query.
  No Principal training necessary.
 User-friendly and effective for busy Principals.
 Automatic e-mail alerts.
 Comprehensive Applicant Management:
 Integration
 Ontology based quarrying
 Pilot run
 Corrective Maintenance and Perfective Maintenance
 User friendly
 Workflow - No more Paper!

THE BUSINESS CASE

a. Vendor Selection and Management

The BPR after discussion with the Project team directed the Project team to prepare what all they
wanted to be included in the SRS. The Project Leader created a SRS of recruitment System
Requirements. They called proposal from more than one vendor as to check the more wide
range. The project Team select top six vendors those are professional and more reliable in the
Marketing Web Based Recruiting solutions.
b. Demonstrations

The Vendors profiles were obtained. Three were short listed and called for a Demonstration on
staggered dates. After runs and demonstrations M/s ABC (Pvt.) Ltd., selected as the company’s
vendor.

The vendor we chose best met our current requirements and had comprehensive future plans
about their direction. They explained how we could continue to work together to address our
future needs, which include an integrated HR systems approach and such things as linking with
online testing and selection solutions.

The company is honest about their capability and seemed to have an understanding of our
functional requirements and compatible culture.

During the first six months, their technical support people would call us each week to see if
everything was going OK if they hadn’t heard from us
Term of references:
 Payment Terms:
We will invoice you using our order form and will immediately provide you with temporary
licence files via e-mail. You can continue to use the program and all the data you have created
during the trial period. Permanent licences will be sent in approximately 30 days. The order
process is in 3 stages:
 Complete the order form and click the Preview Order button
 Your order will be displayed for you to confirm. Click the Confirm button to process
your order.
 A final message will be displayed.

We offer a 30 day money back guarantee, if you are not happy for any reason just return your
licence files within 30 days of ordering and we will refund your money.

We suggest you print this page for your reference.

 Order Terms:

 The payment would be 100% advance.

 Once you have placed your order, we will immediately email to you temporary licence
files for the products you have purchased.

 The licence files are temporary (45 days). Once your payment has been received we will
send you the permanent licence files.

 Our terms are strictly 30 days from date of order, please make sure payment is received
by us before your temporary licence expires. If the temporary licence files expire, you
will not be able to use the software until payment is made and we supply the permanent
licences.

 If you are paying by bank transfer, please send an email when payment has been made.
Otherwise, there can be a delay of up to 30 days before our bank notifies us of payment.

 Licences Required
When an administrator or user logs in they consume a single licence. When they log out, this
licence is released. If the user does not log out, the system will automatically log them out after
an interval specified in the configuration, therefore you may need to order additional licences for
this eventuality.
If you wish to install ABC software on several websites or different servers, you must purchase
separate licences for each site

 Ownership
The Licensed Materials are the sole and exclusive property of ABC (Pvt.) Ltd., by applying the
licence fee and receiving the registered version you do not become the owner of the Licensed
Materials, but are entitled solely to use the Licensed Materials according to the terms of this
Agreement.

 Term
This Agreement is effective from the date of installation. This Agreement may be terminated by
you at any time by destroying the Licensed Materials, together with any copies, modifications
and merged portions in any form. It will also terminate automatically if you fail to comply with
any term or condition of this Agreement.

 Restrictions on Transfer
You may permanently transfer the Software to any other party if the other party agrees to the
terms and conditions of this Agreement, and you transfer all copies of the Licensed Materials to
that party or destroy those not transferred. By such transfer you terminate the licence granted to
you in this Agreement. You may not sublicense, assign, share, rent, lease or otherwise transfer
your right to use the Licensed Materials, nor any other rights granted to you under this
Agreement.

 General
If any provision or portion of a provision of this Agreement is determined to be invalid under
any applicable law, it shall be deemed omitted and the remaining provisions and partial
provisions of this Agreement shall continue in full force and effect.
This Agreement constitutes the entire Agreement between the parties with respect to the subject
matter hereof, and all prior Agreements, representations, statements and undertakings are hereby
expressly cancelled.

RECOMMENDED SOLUTION

 What does it do?

Each electronic recruitment technology vendor provides different functions in its products. Both
featured organizations use an externally hosted web-based system that required an upfront capital
expenditure and an annual license fee.
The system removes the administration aspects of recruiting and now allows our re-sourcing
team to add value to the recruitment process. Everything is now work-flowed through the
system, providing a speedier response time and a greatly improved corporate image. The paper
free process is positive and the downloadable information packs, which significantly reduce
mailing costs.
There are seven service centre, those are not attached to the main administration block where the
CVs used to be sent, now those hiring managers can view all the applications from their remote
locations.
  Short listing

Especially in times of economic hardship, job vacancies attract large numbers of potential
candidates. Application rates can often run into the dozens or even hundreds, far more than can
be practically interviewed.
Like many other Companies Sunshine Insurance solve this problem by drawing up a shortlist of
the most promising candidates for a post, and

 Pre-interview Testing
Once a shortlist has been completed, and invitations to interview have been dispatched, there is
another important part in the recruitment process. This is the point where most commercial users
apply their systems - to profile and assess the candidate on site before the interview takes place.
If a set of results has already been produced through the short listing process, it is not generally
appropriate to test the candidate a second time before interviewing them. This is because a
second test taken within a few days of the first can affect the results. The exception to this arises
where the original test showed a Compressed Profile, in which case a second test can help to
establish whether this effect is real, or simply due to a misunderstanding of the technique's
requirements.

 Interviewing
The ultimate use of these web results is to aid the interviewer during the interview itself. It can
do this in two ways:
First, the DISC interpretation of a candidate's profile can bring to the surface potential
difficulties that would never emerge in the course of a normal interview. These problem areas
can be probed by the interviewer to assess their relevance with reference to the job in question.
Almost all DISC systems can generate an analysis of this kind, but some of the more advanced,
automated, systems are able to go one step further and generate a list of problem areas relative to
a specific job.

 Rejection
A little-used approach, but one that is growing in popularity, is the application of DISC to ease
rejection of unsuitable candidates. Some organizations now include a DISC report with rejection
letters, giving the candidate a clear idea of the reasons for their rejection, and also offering them
some guidance in the further development of their career. This positive approach can not only
help relieve the disappointment of unsuitable candidates, but also improve the general perception
of the organization.