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Recruitment and Selection Process:

Bank Asia Limited

HUMAN RESOURCES MANAGEMENT TERM PAPER

Submitted To:

 

Ms. Homayara L. Ahmed

Assistant Professor Institute of Business Administration

Submitted by:

Md. Mahfuzur Rahman

Roll: 11

Batch: 43E

Mohammad Hannan Miah

Roll: 18

Batch: 43E

Inthaqab Wahid Ruso

Roll: 49

Batch: 43E

Muhammad Sarwar Siddique

Roll: 06

Batch: 41E

Institute of Business Administration (IBA) University of Dhaka

31.05.2010

May 31, 2010

Ms. Homayara L. Ahmed

Assistant Professor Institute of Business Administration (IBA)

University of Dhaka, Bangladesh

Dear Madam:

This report on “Recruitment and Selection Process of Bank Asia Limited.” as a requirement of the course “Human Resources Managementis now ready for your kind consideration.

We studied the existing recruitment and the selection process of Bank Asia Limited and analyzed the relevance of the recruitment and the selection process and its justification.

The report has been prepared under your direct supervision and no part of this report has been shared with anyone and will not be used without your prior written permission.

In regard to this thesis, if required, the team will provide any further information.

Sincerely,

Md. Mahfuzur Rahman

Roll: 11

(43E)

……………………………………

Mohammad Hannan Miah

Roll: 18 (43E)

……………………………………

Inthaqab Wahid Ruso

Roll: 49

(43E)

Muhammad Sarwar Siddique

Roll: 06 (41E)

………………………………… .. ………………………………… ..

Table of Contents

 

EXECUTIVE SUMMARY

vi

Recruitment and Selection of Bank Asia Limited

1

1.

Introduction

1

  • 2. BANK ASIA LIMITED: An Overview

1

 

2.1

Mission and Vision

..............................................................................................................................

1

2.2

Capital (As on 31.12.2009)

2

2.3

Branches:

2

2.4

Products:

2

2.5

General Services: .................................................................................................................................

2

2.6

Trade Services:

2

2.7

Other Services:

2

 
  • 3. OBJECTIVES

3

  • 4. Human Resources Planning

3

  • 5. RECRUITMENT PROCESS

3

 

5.1

Vacancy

4

5.2

Employee Requisition Form

4

5.3

Source of Requirement

4

 

5.3.1

Internal Recruitment

4

5.3.2

External Recruitment

5

 

5.4

Advertisements

5

5.5

Recruitment levels

6

 
  • 6. Selection steps

..........................................................................................................................................

6

 

6.1

Selection of Management Trainee

6

 

iv

  • 6.2 Selection of Trainee Officer/Teller

7

  • 6.3 Selection of Officer to EVP (Experienced)

8

  • 7. Analysis

9

  • 7.1 Timeframe for a Recruitment Process

9

  • 7.2 Effectiveness of the Selection Process

10

  • 7.3 Mobility Path and Grade drift

11

  • 7.4 Succession Plan

.................................................................................................................................

11

  • 7.5 Survey of Employee Job Satisfaction

12

  • 7.6 Yield Ratio of a Recruitment Test

12

  • 7.7 Validity of the Written Test

12

  • 7.7.1 Knowledge of English

12

  • 7.7.2 Quantitative Aptitude

................................................................................................................

12

  • 7.7.3 Critical Reasoning & Analytical Ability

13

  • 7.7.4 Computer Skills

13

  • 7.8 Employee Turnover

13

  • 7.9 Selection Cost:

...................................................................................................................................

14

  • 7.10 Methods of External Recruitment

14

  • 7.11 Lack in Human Resource Planning

16

  • 8. Recommendations

17

References

 

18

Appendix 1: HR Policy of Bank Asia

A

Appendix 2: Advertisement for Management Trainee at April, 2009 at ‘The Daily Star’

G

EXECUTIVE SUMMARY

Each and every organization needs efficient manpower to run it successfully. As manpower is recognized as the focal point of an organization, there is always a lot of stress put on the efficacy of the entire recruitment and selection process. This is even more than true of Bank Asia Limited in that it values its employees more like partners than employees. We have thoroughly gone through the entire recruitment and selection process of the Bank, and come up with some good informative findings.

Bank Asia Limited recruits its employees at three levels, i.e. Trainee Officer, Management Trainee, and experienced bankers. The timeframe for an entire recruitment and selection process for the Trainee Officers usually takes around four months, whereas it is about six

months for Management Trainees and about two months for experienced bankers. The Management Trainees are selected through a very competitive written test, which is administered by any of the renowned business schools of the country. The successful candidates are then called in for two rigorous interviews; the first one is usually taken by a board

of external interviewers and the second one by the Bank‟s own management. On the other

hand, the Trainee Officers are usually selected through a written test and an interview with the management. The Bank calls in experienced bankers for interviews only if the management thinks the applicants will be able to fulfill their job requirements. Once a candidate is selected for the desired post, he/she has got to sign a bond for the purpose of ensuring his/her long-term services with the Bank. The time period is usually five years for Management Trainees, and three for Trainee Officers and experienced bankers.

The turnover rate in Bank Asia Limited is very low, usually 10%-20%. Bank Asia Limited attracts candidates from diverse backgrounds, ranging from arts graduates to engineers. Surprising as it may sound, there is not a single instance where any of the Bank Asia employees was laid off for his or her poor performance. The reason for this is the absence of any strict performance appraisal system. However, Bank Asia Limited has recently formulated a performance appraisal system which is likely to be implemented by the year 2010. This appraisal is going to be based on an employee‟s performance from January 2010 to December 2010, and this is meant to cover almost all the job-related criteria to ensure better services.

Recruitment and Selection of Bank Asia Limited

1. Introduction

Recruitment involves seeking and attracting a pool of applicants from which qualified candidates for job vacancies can be chosen. Most organizations have a recruitment function managed by the human resources department. In an era when the focus of most organizations has been on efficiently and effectively running the organization, recruiting the right person for the right job is a top priority. The effort of recruitment process is determined from the human resources planning process. The report based on the recruitment and the selection policy of Bank Asia Limited covered the recruitment and the selection of the employees of three broad levels in the Bank.

2. BANK ASIA LIMITED: An Overview

Bank Asia Limited is a third generation private commercial Bank. It started its operations as on 17 th November 1999, with a view to bringing about qualitative changes in the banking sector. The Bank puts utmost stress on building up a strong customer relationship so that it reaches the top ten banks of the country, especially in relation to growth of business. Its mission, vision, capital, and products are as follows:

2.1 Mission and Vision

To assist in bringing high quality services to its customers and to participate in the growth and expansion of our national economy.

To set high standards of integrity and bring total satisfaction to its clients, shareholders and employees.

To become the most sought after bank in the country, rendering latest technology driven innovative services by its dedicated team of professionals.

2.2

Capital (As on 31.12.2009)

 

Total authorized Capital of Bank Asia Limitedis BDT 4,450,000,000.00

Total paid-Up capital of Bank Asia is BDT 2,144,812,500.00

2.3

Branches:

 

Bank Asia Limited presently has as many as 45 branches operating in different parts of the country

2.4

Products:

 

Bonus Savings Scheme

Double Benefit Plus

Triple Benefit Plus

Monthly Benefit Plus

Coverage Loan (Car Loan, House Loan, Unsecured Personal Loan, Consumer Credit)

2.5

General Services:

Corporate & Institutional Services

Credit Research

Long Term Instruments

Money Markets Operations

Research

2.6

Trade Services:

 

Purchases

Guarantees

Letter of Credit

2.7

Other Services:

 

SME banking

Retail Banking

3.

OBJECTIVES

  • a. To study the existing recruitment and the selection process of Bank Asia Limited

  • b. To analyze the relevance of the recruitment and the selection process and its justification

  • c. To recommend the feasible and necessary actions to improve the recruitment and selection process.

    • 4. Human Resources Planning

Human Resources Planning determines the specific number of jobs to be filled. Human Resources Planning involves the application of the basic planning process into the human resource needs of the organization. If an organization really wants its human resources planning to be successful, the plan should be derived from the long-term and operational plans of the organization. In fact, the success of a human resources planning depends largely on how closely the human resources department can integrate effective people planning with the

organization‟s business planning process. Hard as it may sound, a human resources planning is

often inadequately tied to overall corporate planning.

Bank Asia Limited has a 12-member Human Resources Department of its own. All recruitment of permanent staff or employees will be processed centrally through the Human Resources Department of the Corporate Office. Once a requisition is received by the Human Resources Department, the Department starts a systematic matching of supply of eligible candidates, both internally and externally, in order to find out the right person for the right position.

  • 5. RECRUITMENT PROCESS

The Bank‟s recruitment policy shall be to attract staff members of the highest caliber appropriate

to job requirements under employment terms and conditions that are responsive both to the

Organization‟s needs and the staff member‟s well being.

The highest quality of human resources will be the standard in hiring of Bank Asia Limited

employees. New or available positions

will

be

open

to existing (job

posting) and

outside

individuals on competitive basis. Bank Asia Limited is an equal opportunity organization allowing no discrimination on grounds of gender, religions, caste or creed.

All recruitment of permanent staff/ employee will be processed centrally at the Head office Human Resources Division (HRD).

5.1 Vacancy

A vacancy may be created due to internal activities e.g. promotion, lateral transfer, employee leaving the organization or due to business expansion strategy of the organization.

5.2 Employee Requisition Form

Whenever there is

a

need to

fill a vacancy,

the concerned division involved will

raise an

„Employee Requisition Form‟. This Form along with the Job Descriptions and Persons

Specification, thereafter, should be forwarded to the Human Resources Division (HRD) for

processing.

5.3 Source of Requirement

An organization may fill a particular job either with someone already employed by the organization or with someone from outside.

5.3.1 Internal Recruitment

In the event of a new vacancy, a search will be mounted first for the qualified candidates within the organization. Existing employees with appropriate qualifications, subject to specific conditions that may be laid down in this regard, may apply for an advertised post through proper channel (Division Head). Internal recruitment can be of two ways:

  • 1. Promotion

  • 2. Lateral Transfer

5.3.2 External Recruitment

When a number of vacancies are created and Bank can‟t fill the vacancies through the internal

recruitment, they go for external recruitment. In Bank Asia it is referred as direct recruitment.

5.4 Advertisements

For Internal Recruitment: HRD post the vacancy at the notice board and also on the intranet.

For External Recruitment: HRD post the job circular at the National Dailies and on the intranet.

The required qualification for Management Trainee Officer and Trainee Officer are as follows.

Educational Qualification

Master in Business Administration / Finance / Banking / Management / Marketing / Accounting / Bank Management / English / Economics / Mathematics / Statistics or B.Sc. (Engineering) from any reputed University / Institution with at least two first class/division and no third class/ division and CGPA not less than 3.0 in a scale of 4.0.

Preference

He/she must possess good collective and interpersonal communication skills. He/she must have the ability to in a team environment. Sound knowledge of computer use and good command in English will have special considerations. Extracurricular interest and achievement will be give weightage.

Age

Not above 27 (twenty seven) years, as on last date of submission .

In

the case

of

emergency, recruitment for

a vacant position, candidates from pending

applications (Walking Resume/CV) may be interviewed or candidates who were interviewed earlier and graded to be in the panel for future consideration may be considered for employment.

5.5 Recruitment levels

Generally recruitment is carried out in three levels

  • 1. Management Trainee Officer.

  • 2. Trainee Officer/Teller

  • 3. Officer to EVP (Experienced).

6. Selection steps

6.1 Selection of Management Trainee

The required steps for selection of Management Trainee are as follows:

  • 1. Internal Selection Committees

    • a. Managing Director

    • b. Concerned Functional Head

    • c. Head of HR

  • 2. External Selection Committees

    • a. Two representatives from the Bangladesh Bank.

    • b. One renowned personality from the education sector.

  • 3.

    Screening and short listing

    • 4. Tests:

    a.

    Written Test

     

    i.

    Knowledge in English

    ii.

    Quantitative Aptitude

    iii.

    Critical Reasoning & Analytical Ability

    iv.

    Computer skills

    b.

    First Interview by the External Selection Committee

    c.

    Second Interview by the Internal Selection Committee

    d.

    Medical Test

    • 5. Issuance of Offer Letter/Appointment Letter

    • 6. Background Checking, Clarification/Verification

    • 7. Bond: 05 Years

     
    • 8. Posting and Introduction/Orientation

    • 9. Training: Basic Banking Training

    • 10. Probation Period: One Year

    • 11. Probation Period Extension: 06 Months

    • 12. Confirmation

     

    6.2 Selection of Trainee Officer/Teller

    The required steps for selection of Trainee Officer/Teller are as follows:

    • 1. Selection Committees

     

    a.

    Concerned Functional Head

    b.

    Head of HR

    • 2. Screening and Short Listing

    • 3. Tests:

    • a. Written Test

    i.

    Knowledge in English

    ii.

    Quantitative Aptitude

    iii.

    Critical Reasoning & Analytical Ability

    iv.

    Computer skills

    • b. Interview by the HRD

    • c. Medical Test

    • 4. Issuance of Offer Letter/Appointment Letter

    • 5. Background checking, Clarification/Verification

    • 6. Bond: 03 years

    • 7. Posting and Introduction/Orientation

    • 8. Training: Basic Banking Training

    • 9. Probation Period: One year

    10. Probation Period Extension: 06 Months

    11. Confirmation

    6.3 Selection of Officer to EVP (Experienced)

    The required steps for selection of Officer to EVP are as follows:

    • 1. Screening and Short Listing

    • 2. Selection Committees

      • a. Managing Director

      • b. Concerned Functional Head

      • c. Head of HRD

  • 3. Tests:

    • a. First Interview by the Respective Selection Committee

    • b. Second Interview with the Managing Director & the Head of HRD

    • c. Medical Test

    • 4. Issuance of Offer Letter/Appointment Letter

    • 5. Background Checking, Clarification/Verification

    • 6. Bond: 03 Years

    • 7. Posting and Introduction/Orientation

    • 8. Training (if Required)

    • 9. Probation Period: N/A

    10. Confirmation

    7. Analysis

    7.1 Timeframe for a Recruitment Process

    There is no fixed timeframe for both internal and external recruitment and selection. Usually an internal recruitment & selection never takes more than two months and for external recruitment and selection, the tentative timeframe is about six months for Management Trainee and Trainee Officer/Teller, but 03 months for experienced bankers.

    Generally two weekdays are required for lateral transfer. But sometimes transfer is cancelled due to request from concerned manager.

    The required time for each steps of recruitment and selection process as per the last Recruitment for Management Trainee: June 2008 are as follows:

    Table: Timeframe of Recruitment & Selection for Management Trainee: June 2008

    Recruitment Process

    1

    Employee Requisition Form

    07

    days

    2

    Advertisements

    30

    days

     

    3

    Screening and short listing

    30

    days

    4

    Written Test

    60

    days

    5

    First Interview by the External Selection Committee

     

    15

    day

     

    Second Interview by the Internal Selection

     

    Selection Process

    6

    Committee

    07

    days

    7

    Medical Test

    03

    day

    8

    Issuance of Offer Letter/Appointment Letter

    02

    days

    9

    Background Checking, Clarification/Verification

     

    -

    10

    Posting and Introduction/Orientation

    03

    days

    11

    Training: Basic Banking

    14-22 days

    Total 06 months

    7.2 Effectiveness of the Selection Process

    There is not a single instance where any of the Bank Asia employees was laid off for his or her poor performance. This may occur for any of two reasons:

    • a. The recruitment and Selection method for respective job is highly efficient so that the appointed employee is the best choice for the job.

    • b. Absence of proper evaluation method and even absence of any evaluation method.

    From the analysis we find that Bank Asia Limited had no established Job Evaluation Method which made this record of no termination due to poor performance. So with the current scenario it is difficult to determine the effectiveness of the selection process. Recently in 2010, the Bank has initiated the employee Performance Appraisal method.

    7.3 Mobility Path and Grade drift

    There are seventeen steps in the hierarchy of Bank Asia Limited. This steeper organogram of the Bank is created just to maintain enough scope for promotion of the employees to uphold their motivation in the job. So promotion in this Bank is not based on the vacancy in the organogram; rather, it is based on the completion of a certain period of services. It may create a grade drift which may haze the career path. The time required for promotion of all employee levels are as follows:

    Table: Time required for promotion for different level of hierarchy.

     

    Designation

    Time required for next promotion

    1

    Trainee Officer

    • 1 year

    2

    Banking Officer

    • 1 year

    3

    Assistant Officer

    • 1 year

    4

    Junior Officer

    • 2 years

    5

    Officer

    • 2 years

    6

    Senior Officer

    • 2 years

    7

    Executive officer

    • 2 years

    8

    Senior Executive Officer

    • 2 years

    9

    First Assistant Vice President

    • 3 years

    10

    Assistant Vice President

    • 3 years

    11

    First Vice President

    • 3 years

    12

    Vice President

    • 3 years

    13

    Senior Vice President

    • 3 years

    14

    Executive Vice President

    • 3 years

    15

    Senior Executive Vice President

    Depends on Board of Directors

    16

    Deputy Managing Director

    Depends on Board of Directors

    17

    Managing Director

    Depends on Board of Directors

    7.4 Succession Plan

    There exists no definite HRD approved succession plan for each level of employees in the Bank. Usually, the succession is entrusted as directed by the branch Manager upon the

    recommendations of the respective department head without any contribution from Human Resources Department. This process is usually practiced up to Assistant Vice President level at best. After this level, the succession decision is taken by the top management, e.g. Managing Director, Deputy Managing Director, Senior Executive Vice President and Head of HRD.

    • 7.5 Survey of Employee Job Satisfaction

    No formal employee job satisfaction survey has so far been introduced in Bank Asia.

    • 7.6 Yield Ratio of a Recruitment Test

    As per the last Recruitment for Management Trainee: June 2008

    Attracted Candidates: 5,700

    No. of Applicants Passed Screening to Sit for the Written Test: 1500

    Candidates for First Interview: 175

    Candidates for Second Interview: 72

    Final selection: 48

    Yield ratio: 119:1

    • 7.7 Validity of the Written Test

      • 7.7.1 Knowledge of English

    This is especially meant for communication with different Branches of the Bank as well as external correspondence with other local banks, foreign banks & various other organizations.

    • 7.7.2 Quantitative Aptitude

    This section measures the ability of the candidate‟s mathematical skills because he or she will

    have to deal with various complex calculations, especially asset-liability management and ratio analysis.

    7.7.3

    Critical Reasoning & Analytical Ability

    Bankers are often faced with complex decision making conclusions. This section makes sure the candidate has got this decision making capacity on his or her own. Here is a sample question of the test (Written test 2005):

    The towns A, B and C lie on a straight line. C is between A and B. The distance from A to B is 100 miles. Can you find out the distance between A to C from above? If yes, explain. If not, what type of additional information would you require? Give reasons.

    In the above question, the examinee is required to explain whether the provided data are sufficient to take the decision, and what additional data are required to reach the conclusion. As a Management Trainee, who is going to be a senior officer, the employee may come across a situation under which he/she has to act as a manager to collect and filter necessary information to take appropriate decisions. He or she will have to find out if the resources or data are enough to meet the demands of the situation.

    • 7.7.4 Computer Skills

    Today‟s banking system is almost entirely operated by computers. This sections judges if the

    candidate has the minimum knowledge of MS Word, MS Excel, Power Point, etc.

    7.8 Employee Turnover Rate

    • a. In case of Management Trainees the Turnover Rate is around 20% and

    • b. For other Permanent Employees, the Rate is less than 10%.

    7.9 Selection Cost:

    • a. The Average Recruitment and Selection Cost for the 5 th Batch (Held in June 2008) Management Trainees was around BDT 15 Lac.

    • b. For the last Batch Trainee Officer/Teller Recruitment the Cost incurred was around BDT 10 Lac.

    • c. For the Recruitment of each Experienced Banker, the Bank incurs a very insignificant amount of money because the Process is done through two Interviews only.

    7.10 Methods of External Recruitment

    For external Recruitment, Bank Asia Limited only publishes its advertisement in the national dailies and intranet, among which only the national dailies are commonly reachable to prospective candidates. Bank Asia may include some other recruitment approaches like campus recruitment, etc. to enhance its recruitment method. We can consider the background of the successful candidates for the Management Trainee for the last two recruitments.

    Table: Education Background of Successful Candidate for Management Trainee (June 2007)

           

    Jahangir

     

    North

       

    IBA,

    Dhaka

    -nagar

    Rajshahi

    South

    Other

    Subject/University

    DU

    BUET

    University

    University

    University

    University

    University

    Total

    English

       

    8

    1

         

    9

    Economics

       

    3

           

    3

    Accounting

       

    1

         

    2

    3

    Finance

       

    2

    1

         

    3

    Marketing

       

    2

           

    2

    Management

       

    2

           

    2

    Banking

       

    1

           

    1

    MIS

                 

    0

    Mathematics

       

    2

           

    2

    Statistics

       

    2

           

    2

    Mechanical

                   

    Engineering

    2

    2

    Civil Engineering

     

    3

             

    3

    Computer Science & Engineering

     

    2

             

    2

    Total

    0

    7

    23

    2

    0

    0

    2

    34

    Table: Education Background of Successful Candidate for Management Trainee (June 2008)

    Subject/Univer

    sity

    IBA,

    DU

    BUET

    Dhaka

    University

    Jahangir -

    nagar

    Rajshahi

    University

    North

    South

    Other

    University

    Total

    University

    University

    English

       

    4

    1

         

    5

    Economics

       

    3

           

    3

    Accounting

       

    1

    1

    1

     

    1

    4

    Finance

       

    4

     

    1

       

    5

    Marketing

       

    1

       

    1

     

    2

    Management

       

    1

           

    1

    Banking

       

    1

           

    1

    MIS

       

    3

           

    3

    Mathematics

       

    2

           

    2

    Statistics

       

    3

           

    3

    Mechanical

     

    3

             

    3

    Engineering

    Mechanical

                   

    Engineering +

    1*

    1*

    1

    MBA

    Civil

     

    7

             

    7

    Engineering

    Civil

     

    #

     

    #

               

    Engineering +

    2

    2

    2

    MBA

    CSE

     

    6

             

    6

    Total

    3

    16*

    23

    2

    2

    1

    1

    48

    So, we find the percentage rates of successful candidates from Dhaka University and Bangladesh University of Engineering and Technology as follows:

    Table: Percentage of Successful Candidates for Management Trainee

    University

    June 2007

    June 2008

    Dhaka University

    68%

    48%

    BUET

    21%

    33%

    Other

    11%

    19%

    Figure: Percentage of Successful Candidates for Management Trainee at 2007

    Figure: Percentage of Successful Candidates for Management Trainee at 2007 Figure: Percentage of Successful Candidates for

    Figure: Percentage of Successful Candidates for Management Trainee at 2008

    Figure: Percentage of Successful Candidates for Management Trainee at 2007 Figure: Percentage of Successful Candidates for

    7.11 Lack in Human Resource Planning

    Last recruitment process which was initiated in April 2009 (Advertised in April 04, 2009 in the newspaper “The Daily Star”) is yet to be commenced which expresses a major lack in Human Resource Planning of the organization.

    8.

    Recommendations

    After careful study, we came up with some recommendations which, if implemented, are likely to bring qualitative changes to the entire recruitment and selection process of Bank Asia Limited. Our recommendations are enlisted below:

    • 1. As there is no job-satisfaction survey, the Bank should introduce a well-structured job-

    satisfaction survey in order to reduce future employee turnover.

    • 2. The Human Resources Department should introduce a formal succession plan, and the

    succession plan should be implemented as per the directives of the Human resources Department to avoid any untoward problems.

    • 3. The Human Resources Department should incorporate some other external recruitment

    methods like campus recruitment. The reason for this is the fact that a major portion of the successful candidates come from only two universities.

    • 4. The Bank should stipulate a specific timeframe for each and every recruitment to avoid

    unnecessary delay and extra costs.

    References

    • 1. Strategic Human Resources Planning, Eighth Edition, McGraw-Hill Company, Byars, L. L., Rue, L.W.

    • 2. Human Resource Management, Sixth Edition, HOUGHTON MIFFLIN COMPANY, Fisher, C.D., Schoenfeldt, L. F., Shaw, J. B.

    • 3. Human Resource Management, Tenth Edition, Prentice-Hall of India Private Limited, Dessler, G.

    • 4. Human Resources manual of Bank Asia Limited.

    Appendix 1: HR Policy of Bank Asia Limited

    RECRUITMENT, SELECTION & HIRING:

    The Bank‟s recruitment policy shall be to attract staff members of the highest caliber appropriate to job requirements under employment terms and conditions that are responsive both to the

    Organization‟s needs and the staff member‟s well being.

    The highest quality of human resources will be the standard in hiring of Bank Asia Limited employees. New or available positions will be open to existing (job posting) and outside individuals on competitive basis. Bank Asia Limited is an equal opportunity organization allowing no discrimination on grounds of gender, religions, caste or creed.

    All recruitment of permanent staff/ employee will be processed centrally at the Head office Human Resources Division (HRD).

    01) Recruitment:

    I.

    Whenever there is a need to fill a vacancy, the concerned division involved will raise an

    „Employee Requisition Form‟. This Form along with the Job Descriptions and Persons

    Specification, thereafter, should be forwarded to the Human Resources Division (HRD) for processing.

    II.

    All new vacancies will be filled in either by promotion or by direct / lateral recruitment. Repositioning staff levels within the organization based on the need of the vacancy.

    III.

    In the event of a new vacancy, a search will be mounted first for the qualified candidates within the organization. The vacancy will be posted on the notice boards for internal candidates to apply as a part of the search. If qualified candidate/s is/are not available internally then the advertisement may be placed in the national dailies/ internet media seeking for the qualified persons.

    IV.

    Existing employees with appropriate qualifications, subject to specific conditions that may be laid down in this regard, may apply for an advertised post through proper channel (Division Head).

    V.

    If the vacancy involves an entry level position in the Executive management cadre and if it is decided to fill in the vacancy by way of promotion, the prospective candidates will have to undertake a written test and go through a Selection Board interview, as decided by the management. The Functional Head, in consultation with the Head of HR, will recommend the most suitable person scoring the score for promotion to the Managing Director for approval.

    VI.

    Recruitment of close relatives is only allowed when one shall not supervise the other.

    02) Advertisements:

    A

    Unless otherwise decided by the Management, recruitment for the post of Management Trainees will be generally advertised by using news daily as well as on its own website. But in the case of emergency, recruitment for a vacant position, candidates from pending applications (Walking Resume/CV) may be interviewed or candidates who were interviewed earlier and graded to be in the panel for future consideration may be considered for employment.

    03) Short listing:

    The Bank will have Selection Committees for recruitment appointed/selected by Managing Director. The selection committee for hiring of staff for different levels as follows:

    APPENDIX- II

    Positions

    Selection committees

    Trainee Officer/Teller 1. Concerned Functional Head

    Management Trainee

    • 2. Head of HR

    1. Managing Director

    • 2. Concerned Functional Head

    • 3. Head of HR

    Officer EVP 1. Managing Director

    2 Concerned Functional Head

    3Head of HRD

    Should a candidate be related to any employee involved in the recruitment process or serving Bank Asia Limited, the employee concerned should intimate the matter to the HRD. Recruitment of family members (e.g. Brother, Sister, Son, Daughter, Wife, Husband etc.) of any employee should be discouraged. Canvassing or use of influence is strictly forbidden for securing employment and will be eligible for a negative response.

    04) Selection:

    • I. All prospective candidates are required to complete an „Application Form for Employment‟. The HR Division along with the concerned Function Head will be responsible for processing applications, screening applicants, and short listing qualified candidates.

    II.

    The HR Division contacts the qualified candidate/s and arranges appropriate tests for any position to identify the potential of the candidates based on Job Descriptions and Persons Specification.

    III.

    Written tests for appointment will cover the following areas:

    a. Knowledge in English

    b. Quantitative Aptitude

    c. Critical Reasoning & Analytical Ability

    d. Computer skills

    B

    05) Written or Job Tests:

    It is mandatory for short-listed candidates to sit for a written test for the post of Management Trainee/ Trainee Officer/Teller.

    Apart from the above, for other positions, as decided by the Management, candidates short- listed may be required to sit for written test and or a practical job related test and or formal interview.

    • a) Interviews:

    The interview panel authorized by the Managing Director will finalize its recommendation as soon as the interviews are completed. No expenses will be reimbursed to the candidate to attend interview/ written test.

    • b) For positions from SEVP and Above

    Preliminary interviews are to be conducted by the Managing Director who will recommend the best candidates to the Board/ Executive Committee for final decision.

    • c) For positions from Trainee Officer/Teller

    Preliminary interviews are to be conducted by the respective Selection Committee.

    After the preliminary interview, it may be decided to put the short listed candidates to written tests, if necessary.

    Based on the result of written test and or interview results, the short listed candidates will be chosen for final selection.

    • d) Appointment / Hiring:

    I.

    All appointments to the Bank of any nature must be processed through Human Resources Division.

    II.

    After final selection, appointment letter(s) will be issued to the candidate(s) for Deputy Managing Director with the consent of the Board/ Executive committee.

    III.

    The Managing Director will make job offers to the selected candidate/s from the level of Trainee Officer /Tellers to Executive Vice President Position.

    IV.

    The offers will specify the position and the basic salary and other benefits/facilities.

    V.

    Background checking, Clarification/Verification from the last employer obtained through classified correspondence/communication.

    VI.

    The selected candidates will be issued with a Letter of Appointment, detailing the terms and conditions of service, a three years indemnity bond (Duration of the bond may be decided by the Managing Director/Management), which will be signed and returned to the Bank as his/her acceptance of the offer.

    VII.

    Management Trainees and Trainee Officers/Tellers along with the Letter of Appointment shall sign a five years Indemnity Bond that is mandatory.

    VIII.

    A copy of the letter may be sent to the Head of Finance & Accounts Division for their information (if required).

    IX.

    The appointment letter should state clearly about:

    The post /position

    The remuneration /salary

    The service benefits

    Income tax deduction information

    The probationary period

    The reporting date, time and place

    Notice period required by either party for termination of appointment

    Validity (duration) of employment offer

    x.

    Candidates must submit the letter of release from previous employer on the date of joining.

    xi.

    Police verification is mandatory for the Cash officer and Security personnel.

    xii.

    All offers of permanent employment will be subject to pre-placement medical check up by the Bank nominated doctor/a recognized doctor and satisfactory reports /certificate of references.

    Medical checkup to be carried out by the Bank‟s designated Clinic/Hospital/Doctor.

    xiii.

    All appointment shall be made at the minimum pay of the grade, but in cases where persons to be recruited possess additional experience or special qualifications, or both, the competent authority may allow a higher initial pay in the scale of pay of the grade.

    • e) Age Limit:

    No person shall be appointed in the service of the Bank as Management Trainee/ Trainee Officer/Teller, who is below 18 (eighteen) years of age and above 30 (thirty) years of age in respect of direct fresh recruitment. This age limit may be relaxed by the competent authority/Managing Director in exceptional cases. For lateral entry the age limit shall be as decided by the Managing Director.

    • f) Medical Fitness:

    No person shall be appointed in the service of the Bank unless the person has been certified physically fit by a qualified medical practitioner acceptable to the Bank or as defined by the Bank. List of Authorized Physician/Hospital/Clinic will be provided by the HR Division at Head Office.

    • g) Gradation:

    Employees of the Bank shall be graded as may be decided by the Board from time to time.

    • h) Service Agreement:

    All the employees of the Bank shall execute a DECLARATION in the prescribed from as at Rule (j).

    • i) Service Register:

    Complete service records/dossier shall be maintained by the Human Resources Division at Head office for all employees. Branches shall maintain shadow file for employees working in the respective branches.

    j) Form of Declaration:

    Every employee to whom the rules mentioned at Rule 2 (I) apply shall execute a declaration in the prescribed form.

    k) Management Trainee:

    i.

    All new hires of Management Trainee category shall have a probationary period of one year. However, this period of probation may be extended by an additional period, if the management feels employee has not made adequate progress in his/her job within the probationary period. After successful completion of one-year probation period they will be confirmed as Senior Officer.

    ii. Apart from the Management Trainees, all other new hires from Trainee Officers/ Tellers shall have a probationary period of One year. However, this period of probation may be extended by an additional period, if the management feels that an employee has not made adequate progress in his/her job during/within the probationary period.

    iii.

    The management will assess their progress in the job during the probationary period within which a decision to confirm or terminate or extend their probation will be taken and communicated in writing.

    iv.

    The management may decide to reduce the period of probation, if it is satisfied that the probationer has shown significant progress in the job at any time during the probationary period.

    v.

    On successful completion of the probation, a letter confirming the staff member will be issued after the expiry of the probation.

    vi.

    During the probationary period, except otherwise advised/instructed by the Management, no

    benefit shall be allowed. On confirmation, a staff member will be entitled to receive all admissible

    benefits as per the Employee‟s Service Manual of Bank Asia Limited.

    vii.

    During the probationary period, no leave except sick leave will be admissible. However, in case of an emergency, leave with pay may be granted as a special case, which will be adjusted against future Earned leave entitlement.

    viii.

    Normally, probationary periods will be as follows:

    Grade

    Probationary Period

    Probation Extension

    Management Trainee

    • 12 months

    6 months

    Trainee Officer/Teller

    • 12 months

    3-6 months

    Officer and Above (Experienced)

    To be decided by the Managing Director (if required)

    N/A

    E

    • l) Confirmation:

    I.

    Prior to

    the

    end

    of

    the

    Probationary Period, an assessment will be made about

    the

    employee‟s

    suitability.

    Assessment

    Form

    shall

    be

    imparted

    by

    the

    HRD

    to

    concern

    Branch/Division Head.

     

    II.

    The authority to Director.

    confirm an employee in any grade shall

    be decided by the Managing

    All Appointments to the Bank of any nature must be processed through Human Resources Division at Head Office.

    • m) Introduction/Orientation:

    • i) All new recruits must undergo an Induction/Orientation program, in order to familiarize themselves

    with the organization‟s culture, norms, rules and regulations so that they know what is important in the organization and what they are supposed to do.

    ii) Induction helps an employee to become effective member of the organization.

    iii) Bank Asia Training Institute shall arrange a Basic Banking Training Program for the Management Trainee/Trainee Officer/Teller.

    F

    Appendix 2: Advertisement for Management Trainee at April, 2009 at ‘The Daily Star’

    Appendix 2 : Advertisement for Management Trainee at April, 2009 at ‘The Daily Star’ G

    G