Académique Documents
Professionnel Documents
Culture Documents
1
Presentation
2
A COMPARATIVE STUDY
ON
RECRUITMRNT AND
SELECTION PROCESS
(Selected Companies:
1. IDLC Finance Limited, 2. Robi Axiata
Limited, 3. Pran-RFL Group Limited.
3
Team Members
Name ID no.
Company Overview
Comparison among 3
Findings
5 Company Profile
1. Internal factors
2. External factors
The Importance of
8
Effective Recruitment and Selection Process
Cost
Retention
Loyalty and Productivity
Legal Issues
9 Methods of Recruitment
Direct Method
Indirect Method
External sources
Internal sources
13
Selection Process of IDLC
Internal Recruitment
External Recruitment
Factors Affecting Selection Process
16
of Robi Axiata Ltd.
Organizational Hierarchy
Speed of Decision Making
Employee Pool
17 Pran-RFL Companys
Recruitment and Selection Process
Internal source
External sources
18 Selection Activities of Pran-RFL Company
Screening of candidates
Selection criteria
Written test
Oral interview
19 Selection Activities of Pran-RFL Company
Final selection
Re-employment
Recruitment for contractual
employees and Others
Comparison among
IDLC Finance Limited, Robi Axiata Limited, Pran -RFL Group Limited.
20
Uses bdjobs, LinkedIn and Robi gives job vacancy Extensively uses LinkedIn
Facebook for job vacancy announcements in and Facebook for job
announcements, LinkedIn, Facebook, vacancy announcements
also publishes bdjobs, etc. but they but most of the time
advertisement in print less ads in newspapers. publishes advertisement
media in print media & in
bdjobs or other job
searching website.
IDLC also prefers to collect They prefer online sources RFL uses almost all way
CVs via mail or through like LinkedIn or company to get CVs
other online sources. website career page.
Comparison among
IDLC Finance Limited, Robi Axiata Limited, Pran -RFL Group Limited.
21
IDLC Finance Limited Robi Axiata Limited Pran-RFL Group Ltd.
21
Comparison among
IDLC Finance Limited, Robi Axiata Limited, Pran -RFL Group Limited.
22
HR dept. must be very cautious to select the most qualified candidates for the
betterment of the company.
The HR manager of this company should try to conduct an ideal recruitment
and selection program.
The HR Manager should take a comprehensive initiative to make all the
recruitment and selection policies well organized and clearly defined.
Make the policies up-to-date, so that best candidate can be selected.
The HR manager should also have a comprehensive follow up of the policies
and practices to ensure that all the things are going alright.
Form a central board for interview.
27 Conclusion