WELCOMETO

THIS SESSION

Presentation On:

Recruitment & Selection Process of

Rupantor Tours & Travels Ltd.

CHAPTER – ONE

INTRODUCTION

INTRODUCTION

Education being the first priority in human life has been developed for hundreds of years

as a weapon to enrich its resources hidden inside the skull to overcome all anxieties and

uncertainties and to proclaim its dominance on the earth attaining the entitlement of "Best

Creatures" of all. But due to insufficient job accommodation in the job markets in recent

decades education is in an age of competition. Severe competition has taken place among

the new generation talents. So skill developments beside the formal education are now

motto to the modern educational institutes. With this perception different Universities and

institutions in Bangladesh have already upgraded the procedures and standards of teaching

in both quantitative and qualitative way following the international standards and

curriculums. In connection with that a remarkable measure has been initiated BBA to

understand the job environment and that is internship.

Objectives of the Study

There are two types of objectives in the report. These are given below:

Broad Objective

Specific Objectives

Broad Objective:

To explain the recruitment and selection process of Rupantor Tours & Travels Ltd.

Specific Objectives:

To know about the sources followed by Rupantor Tours &Travels Ltd for recruitment

& selection process.

To analyze the recruitment & selection process of Rupantor Tours and Travels

Ltd.

To know employees opinion regarding the recruitment & selection process and to

recommend necessary action to overcome the problems.

SCOPE OF THE STUDY

This report focuses on the HR policies in Rupantor Tours and Travels Limited,mainly focus on Recruitment & Selection criteria. Each of the above areas would becritically analyzed in order to determine the efficiency of HR system.

METHODOLOGY

Research Type:

It is a descriptive Research.

Types of Data:

Relevant data for this report has been collected primarily by informal way with the

officers of Rupantor tour and travels ltd.

Sources of Data:

Relevant information is collected from the primary sources and also used the secondary

sources of data. These are given below:

Primary Sources of Data

1. Questionnaire survey

Secondary Sources of Data:

1. Annual report year : 2015-2016.

2. Websites (www.rupantortravels.com)

DATA PROCESSING

Data have been processed manually and qualitative approach has been used

throughout the study .Both primary and secondary data are used hi this study.

DATA ANALYSIS AND REPORTING

After collection of entire data, different approaches are widely used to analyze and

organize the data. In this process, technological assistance was more significant and

indispensable. Results have been presented in the form of tables and graphs. I have

used several tools for processing, analyzing and preparing the information. After

collection of raw data various types of computer software such as MS word, MS Excel

and MS power point have been used for editing and processing the data. The whole

chapter of analysis and imprecation is based on the responses of 20 respondents who

were administered with a questionnaire which contain the personal data their views

about the recruitment and selection process of RTT.

SAMPLING PLAN

Population: A group of individuals or items that share one or more characteristics fromwhich data can be gathered and analyzed is called population.

Sampling Method: The non-probability convenience sampling method way used tocollect data.

Sample Size: The sampling size was 20 respondents.

Limitations The main limitation for conducting this report is time limitation and resources. The

given time was not enough to understand all the activities of RTT and how theyhandle their clients.

Lack of experience has also acted a constraint for the exploration of the topic

Another limitation of the study is lack of sufficient work experience in the HRdivision during my internship

CHAPTER – TWO

COMPANY OVERVIEW

“WE are YOU”. Rupantor Tours & Travels Ltd. is considerably your organization. You will experience exactly

such when you visit us (visit or “services” page for detail). This statement not only applies with the tours &

traveling genre, but also in the fields of all of our concerns. It is one but not the only one concern of proposed

Rupantor Group of Companies/Industries (visit or “services” page for detail).

Rupantor Tours & Travels Ltd., located at Gulsan 1, is a promising outbound tour Designer, Processor and

Operator in Bangladesh. Rupantor Tours & Travels Ltd. ought to provide the highest values in your folder of

travel experiences to the clients, ever since she stepped into the industry. From the Pre-Investment period, we

have been observing clients needs, necessities and demand. Thus from the beginning, we have adopted and

have been nurturing customer oriented culture inside and outside of the organization which enables our

Internal and External Stake Holders to get excellent personalized services in every interaction with the

company. Besides, we have developed our services by ensuring highest value for our client’s transaction.

Most of the companies of this proposed group are brain children of the Managing Director – Mr. Mahfuz

Hasan. Thereby, he gathered, hired and contracted an adequate number of workforces with proper expertise.

Prior to finalizing any new or re-engineered service/package/idea this team of experts groom together and a

brain storming takes place at the head office premises or some place outside the office to gain a better

motivation. With the arguments on both normative and positive, a service is being finalized. This team also

holds the responsibility to evaluate the existing service packages.

OVERVIEW OF RUPANTOR TOURS AND TRAVELS LIMITED

Most of the time, the company even invite or hire its valuable client/s to participate in this process and expresstheir opinion and requirement. Other than that clients are always welcome to put their judgment, suggestions orarguments. In order to improve more and more in regards to the communication and progress, our clients are moreoften invited on our service occasions and festival events. In a word, we would rather like to consider our clientsas our members of the Rupantor family.

We have been continuously specializing in visa processing, ticket booking and tour arrangement. We have a highlyskilled & experienced employee pool and are maintaining strong liaison with national and international platformsrelated to our vision (visit “vision” page for detail). Our value chain is, in a sense unique.

We have a strong hold on the communication with a number of worldwide reputed Airlines Companies, namely,Emirates, Singapore Airlines, Jet Airways (I) Ltd., Air India, Kuwait Airways, Etched Airways, and many more. Inaddition, we process with a number of Hotel Chains recognized for their excellent services to the guest. We evenhave the alternative options beside our prominent packages.

As a comprehensive service provider in the Hospitality and Travel industry, we are spontaneously lookingforward to delight our clients with exceptional services and experiences. We cordially invite you and everyone tovisit our office & honor us with the opportunity to provide you unforgettable experiences

Registered Office:

Rupantor Tours & Travels LTD.Head Office: Hafiza complex, Ja-80/C(Level-2), Badda Link Road, Gulshan-1, Dhaka-1212.

Cell:+8801613445555.

Tel:+88-02-9897708.

E-mail: rupantortravels@yahoo.cominfo@rupantortravels.com

Web: www.rupantortravels.com

A vision for the company is often created by the founder of the company on the goal of the company.Unlike the regular practice, the founder, the Managing Director had called on the board and the set of thethen existing employees, placed his thoughts, groomed together and asked all to develop a precise vision.The basic reason behind that is, others can better accomplish one task but the planner himself can bestexecute the plan. Due to this grooming, the vision of one person became the vision of the entire keyperson’s vision. Due to that the missions became very easy to comply by all most all of the key persons ofthe company.

Rupantor Tours & Travels Ltd. is a well formed and one of the rare limited companies in the context ofBangladeshi organizations in the tourism industry (see “about us”). Rupantor Tours & Travels Ltd. hasdifferent goals to achieve. Some of those can be achieved in a short period and some are to be obtained bylong term strategies. However, Rupantor Tours & Travels Ltd. has set its long term goals on a priority basisfor chunks of about five years.

Rupantor Tours & Travels Ltd. derived its mission from the context of its vision. Rupantor Tours & Travels

Ltd. is ought to deliver its customer the best in all respects. Thereby, the retaining customer will help the

organization to develop more strength in the related field. On the other hand, benefiting the customers will

result in educating our customers about our other concerns. This certainly will make a good bonding in

between our customers and our companies. Apparently this will be the key to our branding for all the

products and services in all the industries that we work in.

Rupantor tour and travels Limited Will be absolute market leader in the number of company. It will be a

world class organization in terms of services quality and establishing relationship that helps its customers to

develop and grow successfully.

Organization Structure of RTT

1. Student visa, visit visa, Medical visa & Other visa.

2. International &Domestic air ticket

3. Indian rail, Euro rail& bus ticket Reservation.

4. Packages Tour

5. Hotel Reservation

6. Doctor’s Appointment

7. Expo Milano Fair ticket

OUR SERVICES

CHAPTER - THREE

THEORETICAL ASPECTS

Definition of Human Resource Management

“Human resource management is the planning, organizing, directing and controlling

of the procurement, development, compensation , integration , maintenance , and

reproduction of human resources to the end that individual, organizational and societal

objectives are accomplished.”

Edwin B. Flippo

“Human Resource Management is the provision of leadership and direction of people in

their working or employment relationship.”

Dale Yoder

Importance of Human Resource Management

1. Policy Formulation:

Importance of Human Resource Management can be understood if it can formulate human resource policies properly.

It is the wisdom of Human Resource Managers.

2. Policy Execution:

Efficient Human Resource Management executes all human resource policies in accordance with goals and objectives

for the achievement of which these were formulated.

3. Review of Employee Needs:

Human Resources Management reviews employees needs hopes and aspirations time to time an regularly.

4. Utilization of Human Resources:

It’s a very tough function. Efficient human resource management can successfully utilizeefforts and sincerities of employees. And thus, organization objectives can be achievedand all functions can be properly performed.

5. Social Welfare Development:

Employees are social beings. There have various needs and demands and deserve to bemitigated. Social welfare can enhance the involvement of employees which had to thesatisfaction of top management.

6. Effective Trade Unionism:

Trade unionism industrial disputes, conflict and all other hazards can be handledappropriately and peacefully by efficient Human Resource Management.

7. Overall Development of Organization:

Ultimate, the overall development of an organization can be contributed by effectiveHuman Resource, because employees are properly utilized and managed by HumanResource Management.

Functions of Human Resource Management

1. Acquisition:

Acquisition is the starting point of human resource management function. Acquisitionmeans to place right number of people at right time in the organization. It selects andsocializes the competent employees who have adopted the organization's culture. Theacquisition function begins with HR planning which is relative to humanresource requirements. This includes the estimation of demands and supplies of labor.Acquisition also includes recruitment, selection, and socialization of employees. Theactivities related with acquisition are discussed below:

HR Planning:

The HRM process begins with human resource planning. Planning ensures organizationthat it has a right number of qualified people in the right job at right time. This includesthe estimation of demand and supply of labor.

Recruitment:

Recruitment is the process of seeking and attracting prospective candidate for the jobvacancies. It ensures more people to apply for the job

Selection:

Selection means to choose the right candidate from among all the prospective application.It involves reviewing the application form, psychological testing, interviewing etc.

2. Training & Development:

The first is employee training that is organized procedure by which people learnknowledge and/or skill for a definite purpose. Training refers to the teaching and learningactivities carried on for the primary purpose of helping members of an organizationacquire and apply the knowledge, skills, abilities, and attitudes needed by a particular joband organization. Training emphasizes skill development and the changing of attitudesamong workers.

3. Motivation:

The motivation function is one of the most important functions. Motivation may bedefined as the act of stimulating someone to take a desired course of action. After trainingand developing of the employees, the HR manager should stimulate them to work well.Within the motivation function, alienation, job satisfaction, performance appraisal,behavioral and structural techniques for stimulating worker performance, the importanceof linking rewards to performance, compensation and benefits administration, and how tohandle problem employees are reviewed.

4. Maintenance:

The last component of the HRM function is called the maintenance function. Thiscontributes towards keeping the employees who can do extremely better for theorganization. In contrast to the motivation function, which attempts to stimulateperformance, the maintenance function is concerned with providing those workingconditions the employees believe are necessary in order to maintain their commitment tothe organization. For maintaining the people HR manager should go for some method ofproviding a safe and healthy work place, labor relation & collective bargaining.

Definition of Recruitment

“Recruitment is the process of searching the candidates for employment and

stimulating them to apply for vacant position in the organization”.

Edwin B. Flippo

“Recruitment is the process of discovering potential candidates for actual and

anticipated organizational vacancies.”

David A. DeCenzo and Stephen P. Robbins

Importance of Recruitment A good recruitment process can minimize the time involved in the searching,

interviewing, hiring and training.

Recruitment provides organization with a pool of qualified candidates.

The more qualified the pool the better the success rate in selection of qualifiedemployees.

Recruitment process can help the organization meet affirmative action goals.

Recruitment can increase organizational effectiveness.

Recruitment process attracts and encourages more and more candidates to apply inthe organization.

Reduce the probability of leaving the organization only after a short period of time,once recruited and selected.

Meet the organizations’ legal and social obligations maintaining its workforcecomposition.

Determine the appropriateness of the candidates by identifying and preparingpotential job applicants.

There are three types of recruitment needs. Those are:

1. Planned:

The employment needs arising from changes in organization and retirement policy.

2. Anticipated:

Anticipated needs are those movements in personnel, which an organization can predict

by studying trends in internal and external environment.

3. Unexpected:

Resignation, Deaths, Accidents, Illness give rise to unexpected needs.

Recruitment Needs

Three steps to develop an effective recruitment process are:

Step 1: Ensure an up-to-date job description which contains information related to:

Specific tasks and activities required for a job.

The knowledge, skills and abilities required for effective performance by the jobincumbent.

Step 2: Develop an effective recruitment strategy which considers:

Appropriate sources of recruitment (i.e., advertisements, personal referrals,employment agencies, direct applications).

Appropriate recruiters (e.g., supervisor or co-worker).

Step 3: Evaluate the recruitment strategy to determine its efficacy:

Conduct a cost-benefit analysis in terms of the number of applicants referred,interviewed, selected, and hired.

Compare the effectiveness of applicants hired from various sources.

Effective Recruitment Steps

Recruitment Process

Finding out Vacancy

Employee Requisition

Publishing Advertisement in Newspaper & Website

CV Screening & Short listing

1. Finding Out Vacancy:

At first organization need to find out the vacant position. Without this organizationdon’t circulate their advertisement. This is the first step of recruitment process.

2. Employee Requisition:

After finding the vacant position of the company they requisition for the employee.This requisition can be given from any department. HR department analyses thisrequisition and completing this stage.

3. Publishing Advertisement in Newspaper & Website:

After analyzing the shortage of the employee HR department publishing anadvertisement. This might be on Newspaper, TV or Different websites.

4. Short listing:

After publishing an advertisement interested applicant drop their CV to thisorganization. After that HR Department will shortlist this CV and call an interview.That’s how they collected their potential employee & follow those steps to fulfill therecruitment process.

Sources of Recruitment

1) Internal Sources of Recruitment:

Promotions :

The promotion policy is followed as a motivational technique for the employees whowork hard and show good performance. Promotion results in enhancements in pay,position, responsibility and authority. The important requirement for implementation ofthe promotion policy is that the terms, conditions, rules and regulations should be well-defined. A person going to get a higher position will vacate his present position.Promotion will motivate employees to improve their performance so that they can alsoget promotion.

Transfer:

Transfer involves shifting of persons from present jobs to other similar jobs. These do notinvolve any change in rank, responsibility or prestige. The numbers of persons do notincrease with transfers.

Job Posting:

Posting notice of job openings on company bulletins boards is an effective internalrecruiting method. It informs employees about openings & requiredqualifications & invites qualified employees to apply.

Departing Employees:

Departing employees are those who leave the organization because they can nolonger work the traditional forty-hour workweek, child care needs, education orothers are the common reasons.

Retirement:

The retired employees may be given the extension in their service in case of non-availability of suitable candidates for the post

2) External Sources of Recruitment:

Advertisement:

When an organization wishes to communicate to the public that it has a vacancy thenadvertisement is one of the popular method used. Want ad describes the job, the benefitsand tells those who are interested how to apply.

Employee Referrals/Recommendations:

Recommendation from a current employee refers to employee referrals. An employeewill recommended if he believe the individual can perform adequately. Employeereferrals also may have acquired more accurate information about their potential jobsthan could be conveyed through employment agencies or newspaper advertisement.

Temporary Helps Service:

These types of different organization can be a source of employees when individuals areneeded on a temporary basis. Temporary employees are particularly valuable in meetingshort-term fluctuations in HRM needs.

Schools, Colleges & Universities:

Whatever the educational level required for the job involves a high-school diploma,specific vocational training, or a collage background with a bachelor’s, post-graduation,or doctoral degree, educational institutions are an excellent source of potential employees.Sending an employer’s representatives to college campuses to pre-screen applicants andcreate an applicant pool from the graduating class.

Professional Organization:

It includes labor unions; operate placement services for the benefit of their members. TheProfessional organizations include such varied occupations as industrial engineering,psychology, accounting, legal, & academics.

Unsolicited Application:

Many job seekers visit the office of well-known companies on their own. Moreoverwithout encouragement from other sources applicants go directly to the organization. Inaddition courteous treatment of any applicant is a good business practice.

Labor Union:

In certain occupations like construction, hotels, maritime industry etc., (i.e., industrieswhere there is instability of employment) all recruits usually come from labor union. Itis advantageous from the management point of view because it saves expenses ofrecruitment. However, in other industries, unions may be asked to recommendcandidates either as a goodwill gesture or as a courtesy towards the union

Factors Influencing Recruitment

1. Internal Factors:

Size of the Organization:

The organization’s size and the number of employees employed are the most importantfactors affecting the recruitment process. If the organization is planning to increase itsoperations and expand its business, it will think of hiring more personnel, which willhandle its operations. Generally larger organizations find recruitment less problematicthan organizations with smaller in size. Besides this the growth and expansion plans ofthe organization also affect recruitment process.

Human Resource Planning:

Effective human resource planning helps in determining the gaps present in the existingmanpower of the organization. It also helps in determining the number of employees tobe recruited and what qualification they must possess.

Recruitment Policy:

The recruitment policy of the organization i.e. recruiting from internal sources andexternal also affect the recruitment process. The recruitment policy of an organizationspecifies the objectives or recruitment and provides a framework for implementation ofrecruitment program. It may involve organizational system to be developed forimplementing recruitment programs and procedure by filling up vacancies with bestqualified people.

Image of the Organization:

Organization’s image has its impact and influence on its recruitment process. Goodimage of the organization helps in attracting and stimulating potential and competentcandidates to apply for the organization. Managerial overt and covert actions such asgood public relations, rendering public services like building roads, hospitals, schoolsand public parks earn image and goodwill for organization.

Image of Job:

Just like the image of organization, the image of a job plays a critical role inrecruitment. Jobs having a positive image in terms of better remuneration,promotions, recognition, and good working environment with career developmentopportunities are considered to be the characteristics to attract qualified candidates.

Cost Involved In Recruitment:

Cost of recruiting is yet another internal factor that has to be considered. Recruitingcosts are calculated per new hire and the figure is considerable nowadays.Recruiters must, therefore, operate within budgets. Careful HRP and forethought byrecruiters can minimize recruitment costs. The best solution is to use proactivepersonnel practices to reduce employee turnover, thus minimizing the need forrecruiting. Evaluating the quality, quantity and costs of recruitment helps ensurethat it is efficient and cost-effective.

Growth and Expansion:

Organization will employ or think of employing more personnel if it is expandingits operations.

2. External Factors:

Demographic Factors:

Demographic compositions such as age, education, literacy rate, economic status of thesociety and nation have profound influence on recruitment process of any organization.

Unemployment Situation:

The unemployment rate is another important external factor that influences recruitmentprocess. When the rate of employment is high in a locality, the recruitment processbecomes simpler and easier because of abundant availability of best-qualified applicationsand recruitment process tends to become difficult with low rate of employment.

Supply and Demand:

If the demand for a specific skill in the labor market is high relative to the supply, anextraordinary recruiting effort may be needed. For instance, the demand for programmersand financial analysts is likely’ to be higher than their supply, as opposed to the demand-supply relationship for non-technical employees.

Labor Market:

Labor market condition, such as supply and demand of labor is of particular significancein affecting recruitment process. Labor market conditions in a local area are of primaryimportance in recruiting for most non-managerial, supervisory and middle-managementpositions.

Labor Laws:

There are quite a good number of labor laws and regulations formulated and implementedby the central and state governments such as the Company Act, 1991, and the Mines Act,1952 etc deal with recruitment and govern employment conditions and living conditionsof employees etc.

Factors Affecting Recruitment Policy

Organizational objectives.

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

Components of Recruitment Policy

The general recruitment policies and terms of the organization.

The terms and conditions of the employment.

Unique recruitment situations.

Identification of recruitment needs i.e., manpower planning.

Preferred sources of recruitment.

Recruitment of temporary / permanent employees.

Criteria of selection and selection techniques.

Cost of recruitment and selection.

Recruitment services of consultants.

The job descriptions.

The selection process.

Policy should be assigned to the union in the formulation and implementation of recruitment and selection policies.

Components of recruitment policy for an organization should be:

It should be in conformity with its general personnel policies if any ororganization’s objectives.

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity andrespect.

It should match the qualities of employees with the requirements of the work forwhich they are employed.

Transparent, task oriented and merit based selection.

It should be flexible enough to meet the changing needs of an organization.

Integrates employee needs with the organizational needs.

Optimization of manpower at the time of selection process.

It should highlight the necessity of establishing job-analysis.

It should assure employees of fairness in all employees of fairness in allemployment relationships including promotions and transfers.

Abides by relevant public policy and legislation on hiring and employmentrelationship.

Definition of Selection

“The selection procedure is the system of functions and devices adopted in agiven company for purpose of ascertaining whether or not candidate processthe qualifications called for by a specific job.”

M.J. Jucious

“Selection is the process by which candidates for employment are divided intotwo classes those who will be offered employment and those who will not.”

Dale Yoder

Selection Process

External Environment

Internal Environment

Reception of Applicants

Preliminary Interview

Employment Tests

Reference & Background Analysis

Selection Decision

Medical / Physical Examination

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Job Offer

Employment Contract

1. Reception of Applicants:

Detailed applications are collected from the candidates who provide the necessaryinformation about personal and professional details of a person. These applicationsfacilitate analysis and comparison of the candidates.

2. Preliminary Interview:

In this second step, only short listed candidates are called for the preliminary interview.From this interview, general objective of applying in the organization, personal interest,career goals, and general attitude toward jobs etc. of candidates are evaluated. Thepurpose of this interview is to scrutinize the applicants, i.e. elimination of unqualifiedapplications. Some candidates who have lower performance, qualification and skills thanorganizational need; they are rejected from this step.

3. Employment Test:

Different types of selection tests may be administrated, depending on the job and thecompany. Generally tests are used to determine the applicant’s written test, Psychologicaltests, Personal interview ability test, and aptitude test. Those are pointed out below:

Written Test:

As the final list of candidates becomes ready after the scrutiny of applications, the writtentest is conducted. This test is conducted for understanding the technical knowledge, atti-tude and interest of the candidates. This process is useful when the number of applicants islarge.

Psychological Test:

These tests are conducted individually and they help for finding out the individual qualityand skill of a person. The types of psychological tests are aptitude test, intelligence test,synthetic test and personality test.

Ability Test:

Ability tests determine how well the candidates if selected will perform the job. Abilitytests are thus, the instruments which ensure the level of performance of selectingemployees. There can be different types of selection tests like aptitude test, achievementtest and intelligence test.

Personal Interview:

Candidates proving them successful through tests are interviewed personally. Theinterviewers may be individual or a panel. It generally involves officers from the topmanagement. The candidates are asked several questions about their experience onanother job, their family background, their interests, etc. They are supposed to describetheir expectations from the said job. Their strengths and weaknesses are identified andnoted by the interviewers which help them to take the final decision of selection.

4. Reference and Background Analysis:

Candidates who are successful in selection interview, now will be confirmed theirreference and/or background investigation. HR department consults with referencepersons listed by candidates in their application form. By this process, HR departmentcan be confirmed about performance of candidates in their related field. Reference checkis a type of crosscheck for the information provided by the candidate for the purpose toverify information and gaining additional background information of an applicant.

5. Selection Decision:

Selection Decision: After obtaining all the information, the most critical step is theselection decision is to be made. The final decision has to be made out from the pool ofindividuals who have passed preliminary interviews, tests, final interviews and referencechecks. The views of line managers are considered generally because it is the linemanager who is responsible for the performance of the new employee.

6. Medical/Physical Examination:

After selection decision and before the job offer is made, the candidate is required toundergo a physical fitness test. Physical strength and fitness of a candidate is must beforethey takes up the job. All the candidates should not have any severe disease. They shouldbe physically and mentally fit. Physical exams can only be used as a selection device toscreen out those individuals who are unable to physically comply with the requirementsof a job.

7. Job Offer:

After completing all above steps of selection process, now management make decision offinal selection. At this step, management prepares appointment letter with congratulatingsuccessful candidates. Those individuals who perform successfully in the preceding stepsare now considered to be eligible to receive the employment offer to join the organizationon a particular date. The appointment letter specifies the post, title, salary and terms ofemployment. Generally, initial appointment is on probation and after specific time periodit becomes permanent.

8. Contracts of Employment:

Position title, salary grade and evaluation cluster. (if applicable)

Start date and end date. (if applicable)

Holiday arrangements.

Sickness & Work rules..

Probationary period and the associated condition.

Disciplinary procedure.

Hours of work including lunch break and overtime and shift arrangements.

Length of notice due to and from employee.

Required notice of end of employment, including early cancellation of term appointments.

Special terms relating to rights to parents and designs.

Other conditions of employment as applicable. (e.g. reduced responsibilities)

Differences between Recruitment & SelectionBasis Recruitment Selection

1. Meaning Recruitment is an activity of establishing contact

between employers and applicants.

Selection is a process of picking up more competent and suitable

employees.

2. Objective It encourages large number of Candidates for a job. It attempts at rejecting unsuitable candidates.

3. Process It is a simple process. It is a complicated process.

4. Hurdles The candidates have not to cross over many hurdles. Many hurdles have to be crossed.

5. Approach It is a positive approach. It is a negative approach.

6. Sequence It precedes selection. It follows recruitment.

7. Economy It is an economical method. It is an expensive method.

9.Time Consuming Less time is required. More time is required.

10. Purpose The basic purpose of recruitments is to create a talent

pool of candidates to enable the selection of best

candidates for the organization,

The basic purpose of selection process is to choose the right

candidate to fill the various positions in the organization.

11. Positivity Recruitment is a positive process i.e. encouraging more

and more employees to apply.

Selection is a negative process as it involves rejection of the

unsuitable candidates.

12.Concerned with Recruitment is concerned with tapping the sources of

human resources

Selection is concerned with selecting the most suitable candidate

through various interviews and tests.

13. Contract There is no contract of recruitment established in

recruitment.

Selection results in a contract of service between the employer

and the selected employee.

CHAPTER - FOUR

RECRUITMENT &

SELECTION PROCESS

OF RUPANTOR TOURS &

TRAVELS LIMITED

Recruitment Process of RTT Ltd

Recruitment is the process of finding and attraction capable applicants for employment RTT always wants to recruit the

right people with combination of skills and resources of skills and resources in the right place. Because RTT believes

that in order to achieve the organizational goal effectively there must be a need of skilled human resources. RTT always

believes in equal employment color, region, race age, national, origin or any other factor the company always wants to

recruit the best and suitable human resources in the vacant position the company. The person who can face the global

challenges and always concentrate to achieve the company's vision, mission and goals always gets preference.

Recruitment Policy of RTT Ltd

To achieve the organizational goal effectively RTT Ltd. top management has develop a "Recruitment

Policy". In accordance with recruitment policy there have some guidelines. The guidelines of the policy are

as follows:

Combination of skills and resources is a must.

Company's policy is always loyal to the local law.

Ensure the right people in the right place.

No discrimination against the applicant on the basis of sex, color, region, race, national origin, or any other

factors.

Function heads determines suitable qualification for any post.

Absolution confidentiality in HR recruitment policy must maintain. Source;

www.rupantortravels.com

Recruitment Sources of RTT Ltd

Rupantor tours and travels Limited usually two types of recruitment sources. They are: Internal sources

and External sources.

Internal Sources:

Firstly, employees can be recruited from the internal sources. Management is usually preferred to recruit

known and experienced employees from within the organization. In the following ways RTT collect people

Recruitment from the internal source may take place with the approval of the top level management. This

can be following ways:

• Promotion.

• Transfer.

External Sources:

There are some external sources of human resources recruitment uses by Rupantor tours and travels

Limited. Those are:

•Advertisement in the daily newspaper. ( The daily prothom Alo, The daily star)

•Website. (www.bdjobs.com)

Stages of recruitment Followed by RTT

There are various type followed by RTT Ltd to skilled and qualified employees for the achievement of objectives

these steps are:

Assessment of the job analysis:The following things are the assessed for a job:

•Whether the work is difficult or not .

•Whether experience is required or not .

•What are the qualities needed for the work to be done?

•When the work will be started?

1.Requisition of Manpower:The concerned Department Head raise the requisition of man power. Through the prescribed manpower requisition from with required

information and after that forward it to the Human Resource Department. The Human Resources Department than complete its formality

and return it to concern department. Last of all the concern department submit the manpower requisition form to the Managing Director

for approval. The new Appoints must be according to the approved HR budget and must be approved by the Managing Director

2.Advertisement in Newspaper and Website:Rupantor tours and travels Limited always circulates the job vacancies by publishing advertisement in national newspaper. The

newspapers that are widely circulated get preference for accomplishing this task for circulating the publishing widely and effectively

Rupantor tours and travels Limited chooses both Bengal and English dailies. The advertisement includes name of the position, nature of

work, age limits, educational qualification, qualities and experience required for a job, job responsibilities and duties, expected salary,

place of the job etc.

3.Receiving application and Short listing:

In the advertisement, potential and confident applicants are asked to submit their applications along with their resume,

certificates and other necessary documents within a period of time. Then the HR department receives all the resumes submit

by the applicants.

Selection Process of RTT Limited

Selection is the second steps of Recruitment and Selection process. Selection is the process of choosing the

best one among the number of applicant's management typically followed a standard pattern, beginning with an

initial screening, interview, presentation and concluding with the final employment decision.

Employment Test Verification of Reference

Medical

Checkup

Final Hiring Decision

The Selection Process of Rupantor tour and travels Limited:

Employment Tests:

Employment tests are varies from job to job. Such as- for marketing executive recruitment, the physical appearance or

smartness get preference.

Testing Tools Used by Rupantor tours and travels Limited

Many employment tests exist in Rupantor tours and travels Limited, but each type of test has only limited

usefulness. Each type of test has a different purpose.

Knowledge Tests:

Determine the information or knowledge of the applicants. Rupantor tours and travels Limited. management is able to

demonstrate that the knowledge is needed to perform the job.

Performance Tests:

Measure the activity of applicants to do the same part of the work for which they are to be hired.

Psychological Tests:

Measure the personality or temperament of the applicant's. By conducting this test Rupantor tours and travels Limited

management wants to know about the applicant's personality.

Attitude and Honesty Tests:

This test is being used in the same circumstances to learn about the attitudes of applicants and employees toward a variety

of job related subjects. Attitude tests are being used to assess attitudes about honesty and presumable on the job behavior.

For credit department this test is sometimes applied by Rupantor tours and travels Limited.

Medical Tests:

Determine the physical fitness of the applicant's. It measures whether the person is fit enough to do the job or not.

Power Point Presentation:

Measures the applicant's communication skill and fluency in English.

1.Selection Interview:

Rupantor tours and travels Limited selection interview is a formal, in-depth conversation conducted to evaluate an

applicant's acceptability. The management of Rupantor tours and travels Limited seeks to answers three broad questions:

Can the applicant do the job? How does the applicant compare with others who are being considered for the job? Selection

interviews are the most widely used selection technique.

i.Types of Interview Conduct by RTT Individual Interview:

The supervisor of the vacant position takes the interview. This time the interviewee only face one person, this is often called individual

interview.

Group Interviews:

The applicant's may meet with two or more interviews, allowing all the interviewers to evaluate the individual on the same

questions and answers. And sometimes two or more applicants are interviewed together by one or more interviewers. This

is called group interview.

Unstructured Interviews:

Rupantor tours and travels Limited management also applies the instructed interview.

This interview allows:

Rupantor tours and travels Limited interviews to develop questions as the interview proceeds. The interviewer goes

into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the

applicant's skills or background.

Structured Interview:

Sometimes management applies Structured or direct interviews rely on a predetermined set of questions. The questions are

developed before the interview begins and asked of every applicant.

Verification of Reference and Educational Background:

All sorts of certificates are to be checked by the HR service manager in this stage. At least two references are needed in

order to verify applicants. After verification the reference and certificates the next stage is begin.

“DATA ANALYSIS”

Medical Checkup:

The section process also includes a medical evaluation of the applicant before the hiring decision is made. Normally, the evaluation

consists of a health checklist that the applicant to indicate health checklist that asks the applicant to indicate health and accident

information. All sorts of expenses in this regard are borne by Rupantor tour and travels Limited.

What types of sources are used for recruitment in the organization?

50%50%Internal

External

Interpretation: The above figure shows that 50% respondent’s said internal sources, 50% respondents said external

sources are used for recruitment in RTT.

Comments: RTT uses both internal and external sources are used to recruit employees.

What internal sources are used in the organization?

50%50%Promotion

Transfer

Interpretation: The above figure shows that 50% said promotion and 50% said transfer are used for internal

recruitment in RTT.

Comment: RTT used promotion and transfer as sources in the internal recruitment.

Which external sources are used in the organization for recruitment?

55%

25%

0%

20%

Advertisement

Walks-ins

Head-hunting

Via internet

Interpretation: The above figure shows that RTT uses external sources for 55% said advertisement,25% said

walks-ins,and 20% said via internet for recruitment.

Comment: RTT use advertisement, walks-in-interview and internet for regular and executive staff.

What types test are used for selecting an employee RTT?

50%50%Writing Test

Viva Test

Interpretation: The above figure shows that all respondents answered, RTT used 50% said written test and

50% said viva test for selecting an employee.

Comments: RTT use both written and viva test of selecting an employee.

Is recruitment & selection procedure systematic in RTT?

39%

33%

28%

0%

Strongly Agree

Agree

Neutral

Strongly Disagree

Interpretation: The above figure shows that 39% said strongly agree, 33% said agree and 28% said neutral

with the statement that recruitment and selection procedure of RTT is systematic

Comment: It means that RTT maintains recruitment and selection procedure systematically.

Is recruitment & selection procedure fair in RTT?

20%

30%30%

20%

0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation: The above figure shows that 20% respondents said strongly agreed, 30% respondents said

agreed, 30% respondents were neutral and 20% respondents were disagreed with the statement that

recruitment and selection procedure is fair.

Comment: The recruitment and selection process of RTT is fair.

Are employees selected according to the job description & specification in RTT?

40%

25%

20%

15%

0%

Stongly Agree

Agree

Neutral

Disagree

Stongly Disagree

Interpretation: Above the figure shows that 40% respondents strongly agreed, 25% respondents agreed,20%

respondents were neutral and 15% respondents were disagree about the statement.

Comment: As 65% respondents had positive view and 20% respondents were about the statement so it means

employee is selected according to the job description and job specification.

Are the tools or techniques used for selecting an employee are appropriate in RTT?

10%

40%40%

10%

0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation: The above figure shows that 10% respondents strongly agreed, 40% respondents agreed,

40% respondents were neutral and 10% respondents were disagreed about the statement.

Comments: It means RTT uses appropriate tools and techniques for selecting employees.

Is there internal interference for recruitment and selection process?

30%

35%

25%

10%

0%

Strongly Agree

Agree

Neutral

Disagree

Strongly DisAgree

Interpretation: The above figure shows that 30% respondents strongly agreed, 35% respondents agreed, 25%

respondents were neutral and 10% respondents were disagreed that there occurs interface in case of

recruitment in RTT.

Comments: About interface for internal recruitment we can say that there is some interfere for internal

recruitment.

Who interfere the internal recruitment?

42%

58%

Board of Directors

Human Resoures Division

Interpretation: The above figure shows that 42% respondents said board of directors, 58% respondents said

human resources division.

Comments: Board of directors, human resources division RTT interfere for the internal recruitment.

Problems of recruitment & selection process of RTT?

15%

80%

5%

0% 0%

Biasness

Political interference

Nepotism

Inappropriate selection test

Inappropriate choice of sources

Interpretation: The above figure shows that 15% respondents said biasness 80% respondents said political

interference, 5% respondents said nepotism.

Comments: Political interfere & nepotism are the main problem in RTT.

Overall am I satisfied with recruitment & selection process of RTT?

15%

40%

45%

0% 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly disAgree

Interpretation: The above figure shows that 15 % respondents strongly agreed, 40% respondents agreed,

45% respondents were neutral about the statement.

Comments: As 55% respondents were satisfied about the statement and 45% respondents were neutral about

the statement so it means recruitment & selection process are satisfactory.

FINDINGS:

The major findings of the recruitment & selection process of the Rupantor tours and travels Ltd. Are justified in my view are:

■ RTT use both internal and external sources of recruitment.

■ RTT use advertisement and internet for recruitment and selection as main External sources.

■ RTT use promotion and transfer as source for internal recruitment.

■ Mainly Board of directors and Human resource division of RTT interfere for internal recruitment.

■ Political interference and nepotism are the main problems in RTT .

■ Most of the employees are satisfied with the recruitment and selection process of RTT.

CHAPTER - FIVE

CONCLUSION &

RECOMMENDATIONS

Conclusion

Tour and travels sector is growing in Bangladesh as like as all over the world. This

industry always tries to provide better service their customer and develop their

operational system. Recruitment and selection is an important program for any

organization which allows an organization to assess the vacancy and choose the

best personnel who will lead the organization in future. According to the rending of

this study the human resource department of RTT is strong enough to provide a

systematic and organized and recruitment and selection program in order to find

out appropriate candidates for its vacant post. Through there are some problems in

the recruitment and selection program of RTT such as Human resource division,

biasness, board of directors, political interference and inappropriate choice of

sources, these problems must be removed for future prosperity. Since the success

of an organization depends on the skilled, experienced and devoted manpower and

these types of manpower can only be achieved through a sound, systematic and

appropriate recruitment and selection program.

RecommendationsStrive to make the important things measurable, not the measurable things important many HR professional believe their

function has become more involved in business decision, more strategically oriented and more effective as a business

partner. The HR function is adding more and more value to modern organization. The changing role of HR professional

carries with it new responsibilities and challenges.

During my internship program in HR department at Rupantor Tours and Travels Ltd. I found deficiency as mentioned in

findings in the present recruitment and selection procedure. For better recruitment and selection, I do humbly recommend

the following points.

•The interfaces from top level management should be reduced while recruiting in Rupantor Tours and Travels

Ltd.

•Rupantor Tours and Travels should arrange orientation program for all new employee as a result new

employee may be able to know the organization culture, values, mission, vision etc.

•Rupantor Tours and Travels should arrange talent-hunting programs for getting talented and potential

employees from other organization.

•Rupantor Tours and Travels should attend in different career fair

Any Question?

THANK YOU FOR

YOUR PATIENCE ….