An Analysis of Recruitment and selection procedure of

Southeast Bank Limited.

Submitted to:
Asaf-ud-Daula
Lecturer
Department of Business Administration
Faculty of Business and Entrepreneurship
European university of Bangladesh

Submitted by:
Sanjida Hossain
ID: 170101011
BBA Program
Department of Business Administration
European university of Bangladesh

Date of Submission: 25/12/2020

 Letter of Transmittal

Date: 25/12/2020
Asaf-ud-Daula
Lecturer
Department of Business Administration
European university of Bangladesh

Subject: Submission of Internship Report

Dear Sir,
I have the honor to stat that I am submitting my internship report on the topic entitled “An
Analysis of Recruitment and selection procedure of Southeast Bank Limited”
I have tried my best to finish the report with the essential data and recommended proposition
in a significant compact and comprehensive manner as possible.

Therefore, I sincerely hope that you will appreciate my effort and I shall be grateful if my report
is accepted for the appropriate purpose.

Sincerely Yours,

Sanjida Hossain
ID: 170101011
BBA Program
Department of Business Administration
European university of Bangladesh

© European university of Bangladesh i

 Letter of Acceptance

This is to certify that Sanjida Hossain, ID: 170101011is a student of European university of
Bangladesh. She has prepared her internship report under my instructions. The data and findings
presented in this internship report seem to be authentic. Thus, it is accepted for the presentation
in the internship defense.
I wish her every success in life.

Asaf-ud-Daula
Lecturer
Department of Business Administration
European university of Bangladesh

© European university of Bangladesh ii

 Declaration

Here I’m declared that the report entitled An Analysis of Recruitment and selection procedure
of Southeast Bank Limited is prepared after completing all my courses under the expanded
supervision and guidance of Asaf-ud-Daula, Lecturer, Department of Business Administration,
European university of Bangladesh.

I also declare that this paper is my original work and prepared for the academic purpose which is
a part of my BBA and the paper may not be used in the actual market.

Sincerely,

Sanjida Hossain
ID: 170101011
BBA Program
Department of Business Administration
European university of Bangladesh

© European university of Bangladesh iii

 Acknowledgement
This report is the consequence of the enlargement of the help, guidance and suggestion of a
number of people without which it would be remain imperfect.

First of all, I would like to express my thankfulness to Almighty Allah for giving me the strength
and the serenity to finish the task within the planned time. Then I am really grateful to the
authority of SEBL for providing me relevant data and information to make this report. I got
genial cooperation from the personnel of SEBL. I would like to express my affable gratitude to
them for their cooperation, without which it would not be possible to complete the report.

I am obligated to a number of persons for their kind counsel, suggestion, directions cooperation
that enable challenging environment of the HR sector ultimately to prepare this report. Then I
like to thank from the nucleus of my heart to Asaf-ud-Daula, Lecturer, Department of Business
Administration, European university of Bangladesh for his excellent guidance which has helped
me preparing this report properly.

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 Executive Summary
HR activities are one of the real activities in an association. Southeast Bank Limited HR
division is an ideal place for learning HR-related exercises completely. A great group of
administration of the HR division directs all the HR-related issues. Their committed work
makes them conceivable to get t h e right individuals for reasonable positions. They keep up
an actual flow of every step of th e Recruitment and selection process.
Reducing turnover rate proves the recruitment and selection Process of Southeast Bank Limited
is an ideal example and they enlist ideal individuals for the right position. The report focused
predominantly on the Human Resource Division. Work weight is high in Southeast Bank
Limited, so they require exceedingly proficient individuals who are extremely committed to
their work, generally, the entire operation will foul up. This is an incredible test for any
organization to discover such capable individuals.
The report talks about every one of the issues of recruitment and selection procedures of
Southeast Bank Limited. This report classes in five different parts. In section one
introduction, purpose, objective, scope, methodology, limitations are talked about. In section two
authoritative profile of the Southeast Bank Limited, Chapter three talked about the recruitment
and selection process of Southeast Bank Limited, Chapter four discussed major findings,
Chapter five finally recommendations and conclusion are given in this chapter.

Despite the fact that there are some limitation Southeast Bank Limited HR attempting their best
to enter correct individuals at ideal time and in ideal place. I attempted my best to think to
compose all the enrollment and choice methodology of Southeast Bank Limited and suggested a
few issues for better HR system in Southeast Bank Limited.

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 TABLE OF CONTENTS
Sl. no. Particulars Page no.
Letter of Transmittal I
Letter of Acceptance II
Declaration III
Acknowledgement IV
Executive Summary V
Chapter 1: Introduction
1.1 Introduction 3
1.2 Origin of the report 3
1.3 Objectives of the study 4
1.4 Methodology of the Study 4
1.5 Limitations of the study 5
Chapter 2: Organizational Overview
2.1 About Southeast Bank Limited 7
2.2 Special Features of the Bank 7
2.3 Board of Directors 8
2.4 Organogram of the Bank 8
2.5 Capital Structure of the Bank 8
2.6 Deposits Status of the Bank 9
2.7 Mission, Vision and Objectives of SEBL 9
Chapter 3: Recruitment and selection procedure of Southeast Bank
Limited
3.1 Recruitment & Selection 12
3.2 Recruitment Process of Southeast Bank Limited 12
3.3 Factors to be considered in Selection Procedure 12
3.4 Selection Procedure of Southeast Bank Limited 13
Chapter 4: Findings and Recommendation
4.1 Major Findings 20
4.2 Recommendations 21
4.3 Conclusion 22
References 23

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 Chapter-1
Introduction

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1.1 Introduction
Human Resource Management is essential for the association that is worried about the
'individuals' measurement. HRM can be seen in one of two different ways. To start with, HRM is
a staff or backing in the association. Its job is to give help with HRM matters to line
representatives, or those legitimately engaged with creating the Organization's merchandise and
enterprises. HRM is an element of each chief's work. Regardless of whether one is a 'Formal'
HRM division, the realities remain that to adequately directors to deal with the exercises. Human
Resource arranging decides the number and sorts of individuals an association need. Enrollment
follows Human Resource arranging and goes connected at the hip with the choice cycle by which
associations assess the appropriateness of the planned contender for the work. Enlistment is the
way toward finding and drawing in fit candidates for business. While Selection is the way toward
picking people with imperative capabilities and ability to fill occupations in the association.

Southeast Bank Limited has an enhanced and gifted Human Resource Division. HRD through
distinct and Systematic enrollment and determination techniques chooses and prepares up its
labor for accomplishing its definitive objective. This investigation is significant on the grounds
that we discover the strategies for Southeast Bank Limited can embrace and for enrollment and
choice and some proposals for their better impact later on.

1.2 Origin of The Study

This report “Recruitment and Selection Procedure of Janata bank Limited” is a requirement of
BBA Internship Program and includes three months practical working experience at a head
office in the respective organization. The report has been supervised by Asaf-ud-Daula,
Lecturer, Department of Business Administration, European university of Bangladesh. The
report contains intern’s experience with the host organization and also has given an opportunity
to know the host organization and its business.

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1.3 Objectives of The Study
Broad Statement
The main objective of the study is to know the recruitment and selection Process of Southeast
Bank Limited.

Specific Objectives
1. To analyze the current recruitment and selection Process of Southeast Bank Limited;
2. To explore the recruitment and selection methods used by Southeast Bank Limited;
3. To identify the recruitment and selection steps and activities of Southeast Bank Limited;
4. To identify the problems in the recruitment and selection Process of Southeast Bank Limited;
5. To provide some recommendations to overcome the problems of recruitment and selection
Process of Southeast Bank Limited;

1.4 Methodology of the Study

Methodology refers to the precise technique comprising of articulating the issue, defining
speculation, and gathering current realities or information, dissecting current realities, and
arriving at specific resolutions either as arrangements towards the concerned issue or in specific
speculations for some hypothetical detailing. It incorporates the way toward social occasion,
recording, and examining basic and pertinent realities about any issue in any part of human
movement. It alludes to basic hunts into the examination and examination of the issue/proposed
strategy/speculation or a hypothesis. The examination requires an orderly strategy from the
determination of the subject to the arrangement of the last report. To play out the examination,
the information sources were to be recognized and gathered, to be arranged, dissected,
deciphered, and introduced in a methodical way and central issues were to be discovered. The
general cycle of philosophy has been given below.
1.4.1: Data collection technique

Primary Data:

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  Conversation with staffs and the respective care center officers.
 Questionnaire.

Secondary Data:

 Southeast Bank Limited.

 Articles regarding training and development book.
 Annual report of Southeast Bank Limited.
 Newsletters, Brochures of Southeast Bank Limited.

1.5 Limitation of the Study

Which I have confronted while doing my report is talked about beneath: I didn't need to face, for
example, hard kinds of impediments during finishing this report. In any case, a few confinements
are consistently there in any sort of study. Here are a few impediments that I have looked at
Southeast Bank Limited, which are given underneath.

 Lack of proper time is one of the major limitations for preparing this report.
 Lack of enough experience
 I have got my necessary information but some information is not given to me because of

privacy of the company

 Some important concepts of HRM are not followed in this organization.

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 Chapter 2
Organizational Overview

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2.1 About Southeast Bank Limited

Southeast Bank Limited was set in 1995 with a goal and vision to become leading company of
the country and furnish greatly to the prosperity of the financial sector. It was determined by the
foremost business characters and prominent organizations in Bangladesh with the portions in
different section of the national field of economy. The officeholder Chairman of the bank is Mr.
Alamgir Kabir, FCA, a professional Chartered Accountant.

Some efficient experts direct Southeast Bank. They’ve formed and developed an environment of
faith and methodical by which everyone motivates to work jointly for accomplishing the goal of
the Bank. It has been developed the employee for their further reputation, better in the face of
direction ambitions by the culture of the maintaining friendly environment. Promptness to
feature and superiority of the assistance is the trademark of their personality.

Southeast Bank Limited proves dignity for involving female in the field of banking sector
substantial amount for the gender equality. Now 19.24% so Southeast bank engages are women.

2.2 Special Features of the Bank

a) It has been performing conventional commercial banking activity and striving to
introduce Islamic Banking functions.
b) It is the pioneer in introducing and launching different customer friendly deposit schemes
to tap the savings of the people for channeling the same to the productive sectors of the
economy.
c) For uplifting the standard of living of the limited income group of the population the
Bank has introduced Consumer Credit Schemes by providing financial assistance in the
form of loan to the consumers for procuring household durables, which have had
encouraging responses.
d) The Bank is committed to continuous research and development so as to keep pace with
modern banking.
e) The operations of the Bank are fully computerized so as to ensure quick, prompt flawless
and services to the customers.

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2.3 Board of Directors
In SEBL the board of directors has been conceived as the sources of all power headed by its
chairman. It is legislative body of the bank board can delegate its power and authority to
professionals, but cannot delegate, relinquish or avoid their responsibilities. The board of
directors of the bank consists of 13 members who are reputed business personalities and leading
industrialists of the country. Financial Control and Accounts Division International Division
Information Technology Department Fig: Organogram of Head Office, Southeast Bank Limited.

2.4 Organogram of the Bank

Chairman
and Board of
Directors
Board Division

President
MD's and Board Specialist
Secretaria Managing Affairs and Audit
t Director Share Inspection
Executive Division
Secretary Deputy
Managing
Director

Financial Human
Control Resource Card
Division Division
Division
Information
Technology
Department
Internati
onal
Division

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2.5 Capital Structure of the Bank

The Authorized Capital of the Bank remains unchanged at Tk. 500.00 million. The Bank went
public and floated shares of Tk. 150 million in December of the previous year which was fully
subscribed, thereby raising the issued and paid-up Capital to Tk. 330 million. With the increase
of paid-up capital, the capital base of the Bank has become stronger.

2.6 Deposits Status of the Bank

The Bank mobilized a total deposit of Tk. 38,258.15 million as on December 31, 2005 as against
Tk.27, 930.8 million as on December 31, 2004 showing an increase of 30%. The combination of
competitive interest rates that offered sustained deposit raising efforts of the Bank and
confidence reposed by customers in the Bank resulted in this growth of deposits. Steps are being
taken to further increase the deposit base continuously at a Reduced average cost of funds.

2.7 MISSION, VISION AND OBJECTIVES OF SEBL

Mission
The mission of the bank is to become a highly competitive modern and transparent institution
comparable to any of this kind at home and abroad.
 High quality financial services with state-of-the-art technology.
 Fast customer service.
 Sustainable growth strategy.
 Follow ethical standards in business.
 Steady return on shareholders, equity.
 Innovative banking at a competitive price.
 Attract and retain quality human resource.
 Commitment to Corporate Social Responsibility.

Vision
A Bank with Vision is the motto of Southeast Bank Limited. The vision is to be the most
efficient financial intermediary in the country through reducing the investment and savings gap
of the economy by savings mobilizations and encourage the pace of industrialization. The
relentless journey to achieve that vision started in 1995, since the very inception of the Bank.

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The journey still continues and will never stop. SBL sets a high standard for itself and every
achievement of the bank is a striving agent to reach a new height.

Objectives
Whether in treasury, consumer, or corporate banking, SBL is committed to provide the best.
Meeting the demand of discerning customers is not the sole objective. The Bank believes that to
provide standard financial services is to deliver a quality that makes every transaction a
pleasurable experience. The bank also believes that Customer is always right and in the core of
everything. So providing them friendly and personalized service, tailor-made solutions for
business needs, global reach in trade and commerce at the doorsteps and high yield on
investments are the core objectives of the bank. But the bank also tries to do the best in
conjunction with achieving the ultimate objective

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 Chapter 3
Recruitment and selection procedure of Southeast Bank
Limited

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3.1 Recruitment & Selection
Human Resource Management is an imperative way to deal with taking care of or selecting,
making, keeping up, and utilizing the HR of an affiliation. If an affiliation's forcefulness depends
upon its agents, by then the business work responsible for getting, planning, assessing, and
reimbursing those delegates who need to expect a significant part in the organization's success.
As a component of an affiliation, Human Resource Management must be set up to deal with the
effects of the changing universe of work. This suggests understanding the repercussions of
globalization, advancement changes, work-drive arranged assortment, changing inclination
prerequisites, nonstop change exercises, the unforeseen work compel decentralized work districts
and laborer incorporation.

3.2 Recruitment Process of Southeast Bank Limited

Southeast Bank attempts to find productive and imaginative individuals prepared to set out on a
difficult vocation. During the quest for ability, Southeast Bank completes various exercises, for
example,

 Online Database
 Advertisement in daily newspapers
 Accept hard-copy submission of CVs in Human Resource Division
 Occasionally from Job Fairs

3.3 Factors to be considered in Selection Procedure

Before going to the selection procedure, Southeast Bank Limited adopts some factors that are
considered in selection process. These factors are:
 Resignation and terminations.
 Quality insurance and nature of Employee.
 Technological and administrative changes of the Employee.
 Financial availability of the candidates.
 Trend analysis
Using the computer and gauging workforce necessities. These are finished by the Human
Resource Manager of Southeast Bank when determining workforce needs. At long last, the chose

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applicants are assessed the volume of yield.

3.4 Selection Procedure of Southeast Bank Limited

Southeast Bank follows far-reaching and broad determination strategies looking for the best and
skilled experts. The testing strategies are successfully planned so as to precisely assess the
necessary fitness and expertise for specific positions.

SEBL procedures for selection involve the following steps:

Primary screening based on

Advertisement

Written tests that evaluate basic Job knowledge/Communication/Analytical

aptitude

Evaluation of written communication and analytical

skills

Well-structured and paneled interviews that focus on required

Management Competencies for a particular position

Final Selection

Medical
Test
Appointment

3.4.1 HR needs and Requisition:

The concerned division will advise HR regarding any empty position so HR can co-ordinate/tell
different workplaces of the empty position. At whatever point required, the head of HR will audit
the accessible records and information base if there is any certified and appropriate applicant
accessible from Southeast Bank inside sources or forthcoming outside up-and-comers previously
recognized prior. In uncommon conditions and to settle on a fast choice the head of HR may

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propose any appropriate staff inside the Southeast Bank for the situation to the particular
Unit/Department Head or potentially venture.

3.4.2 Job Description:

The job description is a set of responsibilities that is the premise of Southeast Bank enlistment,
determination and position, preparing, execution examination, compensation organization,
advancement, and other faculty activities for its workers. The designating authority and the line
administrator will guarantee that every representative has a fitting and refreshed expected set of
responsibilities expressing obviously the unique situation, reason, organ gram, obligations, and
duties of the workers and individual determination. The set of working responsibilities will be
arranged and given to the worker when he/she is selected, advanced, recently doled out, or when
esteemed fundamental.

3.4.3 Recruitment Sources:

Successful enlistment consistently begins with the right determination of wellsprings of HR. An
enlisted worker who has not the correct expertise can't perform adequately. Accordingly, the
general presentation level makes certain to weaken which significantly affects organization
execution. Thusly, Southeast Bank has been on a ceaseless quest for powerful enlistment
sources.

 Internal Sources:
It is Mercantile Bank's strategy to offer inclination to name inside competitors, given that
the worker is appropriately equipped for the empty or new position and furthermore
meets the current and future prerequisites. Arrangements might be made by the method of
advancement, up-degree, or move with the endorsement of the position. As a standard
technique, work opportunities in Southeast Bank will be publicized through an inward
notification to the concerned workplaces.

 External Sources:
At whatever point work opportunities are needed to be flowed outside, the fundamental
target will be to draw in a pool of contender to apply from which qualified possibility for

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 work opening can be picked. Here are various outside sources that are utilized by the
organization:
 Newspaper Advertisement:
Vacancy announced is circled by distributing promotions in the public dailies. The papers
that are broadly circled are picked for distributing notices.

 Walk-ins and Write-ins:

Regularly work searchers show up at the HR office looking for a work. They are stroll in
individuals. Compose ins are the individuals who send their educational program
continue for an appropriate position. The two gatherings might be approached to top off
an application clear. Their significant data might be kept idle information base records for
any reasonable situation later on.

 Web site:

Modern information technology such as web site is also used for advertising job vacancy
of different positions.

 Others:
Contingent upon conditions, other expert/work offices, specialized foundations, and
diaries might be picked to give more extensive inclusion of employment opportunities.
The part of HR staff is significant in managing outer occupation searchers in light of the
fact that the outcast people draw an impression about the organization on the way their
candidature has been managed.

3.4.4 Application Receiving:

HR office gathers employment forms against every opportunity declaration. There ought to
make some base memories period for application getting. The time frame ought to typically
associate with 10 days. All applications are consecutively numbered in HR. applications are
not acknowledged that are gotten after the cutoff time. Under exceptional conditions,

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 applications after the cutoff time might be acknowledged given the concerned Manager gives
composed approval.
It is Mercantile Bank's approach to pull in the same number of candidates to apply, given that
they meet the pre-requirements of the work. In any case, the individuals who have been
lamented inside the most recent a half year time frame are not permitted to go after at all job
in Southeast Bank and inside one year, a competitor cannot show up for multiple
tests/interviews.

3.4.5 Evaluating criteria

 Educational Qualification:
Whether the candidates have the required educational qualification.
 Relevant job experience and required skills:
The candidate may have unimportant professional adventures and aptitudes that are not
considered during the short posting. Trade Bank adheres to a standard set principle of
shortlisting of applicants. The applicants having important professional training are
enrolled on the waitlist.

 Administering tests and interview:

After the short posting of planned competitors, fitting work tests, for example, composed
tests, oral tests, or some other tests as esteemed fit are masterminded to evaluate
applicants' reasonableness for the position. Through the test chosen mental factors, for
example, knowledge, inclination, demeanor, and disposition of the applicants are
estimated and watched.
 Conducting written test:
HR drafts the composed test polls. A lot of inquiries of specialized nature is drafted by
line administrators and shipped off HR. Hardly any surveys from that rundown are
remembered for the test by HR on an irregular premise. While finishing the test question,
HR considers the occupation necessities of the position and looks after significance,
consistency, and standard on the example of inquiries. The sort of inquiry relies upon the
idea of the position. Generally, a blend of numerous and account sort of inquiries is set in
the composed test.HR only checks every one of various kinds and non-specialized story

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 sorts of answers, while the line director checks the account kind of specialized part. HR
does the assemblage of score in the composed test. It is the obligation of HR to choose
and call possibility for ensuing tests dependent on the presentation of the composed test.
The base passing score in the composed test is 45%. Up-and-comers who have qualified
in the composed test are welcomed for the following choice test.

3.4.6 Interview Steps:

Selection interview is an in-depth discussion between interviewer and interviewee. An
interview Board/Selection Committee is formed comprising of the following personnel:
 Line Manager
 Unit/Departmental Head
 Head of HRD
Generally, HR lead all the cycle of enrollment and determination, nonetheless, for some senior
administration level situation, outside enlistment might be passable. Leader Search/Professional
Consulting Firms might be reached by HR for this reason. The meeting board individuals pose
inquiries that are pertinent to the exhibitions of the employment including questions with respect
to required abilities. The kind of inquiries might be blended with open-finished, conduct situated;
competency-based, and focuses on type questions. The idea of inquiries shifts as per the degree
of the position. The meeting board individuals rank all applicants and suggest competitors most
appropriate for them. The premise of starter choice is marks gotten in oral tests and their
judgment about the applicants fit for the position. The base satisfactory score in the oral test is 4
on the 1-8 rating scale. The proposal to be made doesn't really be supportive of the highest-level
competitor on the grounds that the board part might be persuaded in assessing the general
presentation and foundation of another nearby up-and-comer. A consensual proposal is made and
sent to HR alongside all papers for the following strategy. The board individuals marked the
Employment Approval Form.

3.4.7 Medical Examination:

In Mercantile Bank, the proposition for employment is dependent upon breezing through a
clinical assessment directed by any indicative community. The clinical assessment is led once a
starter choice for enlistment is made yet the business offer has not yet given. The reason for a

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clinical assessment is to acquire data on the wellbeing status of the candidate being considered
for business and to decide if the candidate is genuinely and intellectually fit for playing out the
work. The expense of the clinical assessment is borne by the organization.

3.4.8 Final Selection and Appointment Offer:

In view of a positive report on wellbeing status from the clinical focus, and a positive reference
check, the competitor is chosen for arrangement. At this stage, the chose competitor is offered
work with Mercantile Bank. The arrangement authority of Southeast Bank gives an arrangement
letter to the chose competitors. The arrangement letter incorporates:
1. Job title, Grade/Step and Salary
2. Nature of appointment
3. Place of posting
4. Name of section or department
5. Effective date of appointment
6. Probationary period, conditions of confirmation and notice period
7. Ending date of employment
8. Southeast Bank standard terms and conditions

A current job description is also attached with the appointment letter. The appointment letter and
job description will become valid only after signing by the Director HR and the employee, in the
space provided for the purpose.

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© European university of Bangladesh 19
 Chapter 4
Findings and Recommendation

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4.1 Findings

There is actually no organization in this world that is free from problems. Grameenphone is not
also free from problems. In Grameenphone I have found the following problems:

1. The world is changing and the recruitment process as well but, the Southeast Bank is
using the same methods and strategies.
2. Usually, the selection is a time-consuming procedure. All the processes go through the
decentralized decision-making process that takes more time to complete the whole
selection process.
3. The applicants send their resumes through bdjobs. These resumes are then sorted for
particular competencies. These sorted and varied resumes are then entered into the
database to weed out any probable entry mistakes. The whole process takes a
considerable length of time as the number of applicants often reaches a staggering
number.
4. When selection took place, The Southeast Bank Ltd loses more qualified candidates
because within this time most of the candidates joined other organizations.

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4.2 Recommendation
I have tried to identified some problems and my proposed some solutions based on my personal
experience those are given below-

1. I think Southeast Bank should develop their recruitment process for selecting the best
employee.
2. The Human Resource needs identification should be done by HR department rather than
divisional Head. It will facilitate the proper control of HR on different Branches and it
will be possible to procure the actual number of employees.
3. The CVs of applicants should be sorted based on degree or skill as early as possible
which will save valuable time to internal CV sourcing.
4. Southeast Bank should reduce the selection processing time otherwise the bank will lose
the best candidates.

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4.3 Conclusions
The Southeast Bank is one of the oldest private commercial banks in the banking sectors of
Bangladesh. It has 93 branches the bank has a huge potentiality to strengthen its position through
its 2624 employees over the country. The efficient handling of these Human Resources can do
this. The bank has its own style of HR practices. As a personnel function recruitment and
selection is a major Human Resource function designed to attract, obtain, and retain the qualified
workforce to meet the future organizational needs. Through efficient handling of this practice,
the bank can successfully continue its operation. The analysis of the report shows some positive
practices and negative practices that are needed to improve for conducting the employees
successfully. If the bank considers this analysis, this will really help to improve its condition.
The human resources division of the city bank consists of 12 efficient members of HR
professionals. This division has departments in it. These are the Recruitment and selection
department, Compensation department, Risk management department, Training department,
training institute, and HR operation and services department. These departments working so fast
that they were able to bring the change for employee development, management development,
organizational development.

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Reference
 Southeast Bank Limited Official Website: https://www.southeastbank.com.bd/
 HR Manual of Southeast Bank.
 SEBL Annual Report:
https://www.southeastbank.com.bd/upload/annual_report/Annual_Report_Management_
2013.pdf
 http://www.studymode.com/essays/a-Study-Of-The-Recruitment-And-1294187.html
 Annual Report of SEBL 2015, 2016.

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