Ahsanullah University of Science and Technology

(AUST)

Internship Report on
Human Resource Recruitment & Selection Process of BRAC
Bank Limited
(A report submitted in partial fulfillment of the MBA Program)

Submitted to
Ms. Afrin Sultana
Lecturer
School of Business
Ahsanullah University of Science and Technology

Submitted by
Nancy Chakma
ID: 20200251039
School of Business
Ahsanullah University of Science and Technology

Date of Submission: 30th March, 2023

 Letter of Transmittal

30th March, 2023

To,
Ms. Afrin Sultana
Lecturer
School of Business
Ahsanullah University of Science and Technology.

Subject: Submission of the Internship Report.

Dear Madam,

It is my immense pleasure to lay before you the report on “Human Resource Recruitment &
Selection Process of BRAC Bank Limited” as stated by your instructions. I have tried my best
to make this report as comprehensive and informative as possible within the allowed time.

For any additional clarification about the report please inform me. I will gladly be available to
clarify in details. I sincerely hope that you would like my presented report. Any mistake that’s
been unknowingly made here is requested to be overlooked and corrected.

Thanking you again for your sound co-operation.

Sincerely Yours,

Nancy Chakma
ID: 20200251039
School of Business
Ahsanullah University of Science & Technology
 Declaration of Authorship

I do hereby declare that this internship report entitled – Human Resource Recruitment &
Selection Process of BRAC Bank Limited, is uniquely prepared and submitted by me. This
dissertation is the result of my work and includes nothing which is the outcome of work done in
collaboration, except where specifically indicated in the test.

I also confirm that the report is only prepared for my academic requirements and not for other
purpose. I finally assure that this report was not submitted to any other universities or institution
before.

Nancy Chakma
ID: 20200251039
School of Business
Ahsanullah University of Science & Technology
 Acknowledgement

The making of this report has been one of the most significant academic tasks I have ever had to
face. All praises to Almighty. Next, without the support, patience and supervision of the
following people, this study would not have been completed. It is to them that I owe my deepest
appreciation.

My honorable faculty Ms. Afrin Sultana, Lecturer, School of Business, Ahsanullah University
of Science & Technology, I am highly grateful to her for encouragement, kind support, valuable
feedback & wise guidance during making this report. Her precious suggestion and supervision
have made this report a good manner.
I particularly like to thank the HR & Admin department of BRAC Bank Limited for their cordial
help, selfless support and guidance during my internship period and for conducting the survey.

Thanks to my parents for their encouragement, enthusiasm and invaluable assistance to me.
Without all this, I might not be able to complete this report. Finally, I apologize to all other
unnamed who have helped me in various ways upon completion of this report.
 Certificate of Supervisor

This is to certify that Ms. Nancy Chakma has worked under my supervision in preparing the
report entitled “Human Resource Recruitment & Selection Process of BRAC Bank
Limited” submitted in fulfillment of the requirement for the award of the degree of Masters of
Business Administration of School of Business, Ahsanullah University of Science &
Technology. This report is prepared with sincerity and dedication carried out by Nancy Chakma
alone and to the best of my knowledge.

30th March, 2023 Ms. Afrin Sultana

Lecturer
School of Business
Ahsanullah University of Science and Technology
 Executive Summary

This repot has been prepared on the basis on my practical experience at BRAC Bank Limited
(BBL) as an intern from January 15, 2023 to March 15, 2023. This internship program helped me
to know and experience about the real scenario of a commercial bank. BRAC Bank Limited is a
dynamic and leading countywide commercial bank. It is a private commercial bank on
Bangladesh which focuses on Small and Medium Enterprises (SME). It started its journey with a
tagline-“Astha Obichol”. However, this organization has many branches, departments and
divisions but the heart of the organization which is Human Resource Division (HRD) situated on
head office Anik Tower 9th floor and fortunately I got chance to work with HRD.

This report is mainly based on recruitment and selection process of BRAC Bank Ltd. The
purpose of this report is to understand how recruitment and selection process are being
occurring. And the wings or subdivisions of HRD is discussed here also the job of each wing of
HRD has pointed out in a brief. Additionally, a brief history and its services are mentioned here.

BRAC Bank has a rich Human Resource Department. It maintains the organizational
responsibilities successfully. The HR team of BRAC Bank is completely organized and well
reputed team.

My personal views about the HRD, my value addition to the HRD is also included in the report.
With limited knowledge and experience I tried my best to make this report as much
understandable as possible and translated the real-world experience into a document. The various
boundaries to process improvement and maintaining ethical standards in a corporate environment
have also been experienced. But even so, how those policies and practices are In-Line with the
corporate strategy are discussed in this report.

I have worked with different types of recruitment procedure of BRAC Bank Limited. Within my
three months internship around 424 regular employees and 419 contractual employees are
recruited in regular basis in BRAC Bank Limited in different procedure and system. I have also
assisted the recruitment team in doing other works like joining workers, updating CVS etc.It also
contains my job and duty, conclusion, recommendations according to my viewpoint-the areas
which needed to be improved.
 Table of Content
Sl. Contents Pages

Chapter 1: Introduction 1-4

1.1 Background of the Report 2

1.2 Objective of the report 2

1.3 Methodology 3

1.4 Limitation of the Report 3

Chapter 2: Company profile 5-10

2.1 Values of BRAC Bank 7

2.2 Product and Services of BRAC Bank 7

2.2.1 SME Banking 7

2.2.2 Retail Banking 8

2.2.3 Corporate Banking 9

Chapter 3:Literature review on Recruitment and Selection process 10-11

Chapter 4: Human Resource Division of BRAC Bank 12-29

4.1 The Mission of BRAC Bank HR 11

4.2 Wings of HRD 13

4.2.1 Recruitment, Compensation and Benefit 14

4.2.2 Learning and Development 24

4.2.3 HR Operations 27

4.2.4 Payroll and HIRS (Human Resource information system) 27

4.3 Hierarchy level of BRAC Bank Ltd 28

4.4 Types of employees 29

4.5 Types of Employment 29

Chapter 5: Concentration on topic 31-34

5.1 My Responsibilities and job description as an intern 31

Chapter 6: Analysis and finding 35-48

Chapter 7: Observation 49-51

7.1 Areas of improvement 50-51

Chapter 7: Conclusion 52

Reference 53-54

Appendix 1 55

Appendix 2 59
 Chapter:1
Introduction
 Introduction
With a view of making a financial institution in profitable and socially responsible way BRAC
Bank put its step in the market focusing on not only profit but also the socio-economic growth of
the country. It servers many services for the consumer with a view to making their life and
financial transaction easier for this it is adapting new digital methodologies on a regular basis.
On this fast growing business market, organizations needs competitive advantages and BRAC
Bank believes in it so they have made their Human Resource Department effective and believes
human resource as human capital as a service organization.
So it is very usual the HRD- Human Resource Department has an important duty to recruit and
select the right people for the right job position and I feel so honored that I got chance to work
with the HRD of BRAC Bank one of the leading commercial bank.

1.1 Background of the Report

The completion of internship program is an integral part of the Bachelors Program as it serves
the causes of practical direction in the related area. I was blessed enough that I could do my
internship from BRAC Bank Limited on Human Resource Department, one of the most
successful commercial bank in Bangladesh which provided me an opportunity to generate a real
life experience with banking sector. All the way through the report I made an effort to find out
the actual process of recruiting and selecting process of BBL. And I have tried my best to make
the report more informative.

1.2 Objective of the report

There are two broad objectives behind making this report, those are
I. Broad objective
II. Narrow objective
1
Broad objective
The main purpose of the report is to tell about the BRAC Bank-
● Recruitment process of BRAC Bank LTD.
Narrow objective
● To know about the History of BBL
● Its product and services
● To have a clear view about how HR department is doing their work
● To accumulate all the information about the recruitment and selection system
● To experience the recruitment and selection function that BBL is practice
● To relate the practical knowledge with theoretical knowledge
● Duty of an intern

1.3 Methodology
To make this report more informative I need to go through a process that is identifying,
analyzing, and collecting data from various sources, in a word it can be said that I have been
through a systematic procedure of making a report.
Sources of data
The data is collected both from primary and secondary sources.

Primary Sources
● Personal observation and experience
● Taken opinion from officials and co-workers
Secondary Sources
● Internet- Various Websites related to BRAC Bank
● Text book
● Guideline from some other report
By the help of text book, internet, personal observation and help of supervisors I have collected
both type of data for preparing this report.

2
1.4 Limitation of the Report
♦ Lacking of information source
Though the has been based on primary and secondary information but getting proper and latest
secondary information is difficult and there is no updated version website of BRAC bank from
where I could learn about the departments especially human resource but information of its
history and products.
♦ Privacy of management
Primary data is very confidential for officers and authority so that it was difficult to collect raw
information.
♦ Busy Work Life
I have to work there on a tight schedule and heavy work load
♦ Physical Condition

3
 Chapter:2
Company Profile

4
 Background of BRAC Bank Limited.
BRAC (BANGLADESH REHIBILITATION ASSISTANCE COMMITTEE) the country’s
largest NGO was founded by Sir Fazle Hasan Abed in 1972. It was a small relief and
rehabilitation project for those people who have lost their hose in the Liberation War in 1971.
BRAC has contributed for the country in- Public health, Economic development, Disaster relief
and educational sector.
The BRAC Bank is another most important concern of BRAC where social responsibility and
profit has to side by side which had started its journey in July 2001 by taking inspiration from its
parent organization BRAC NGO. With a very short period of time from 2001-2005 it became
one of the most leading and successful banks over the country. This bank has multiple
shareholders which are IFC (International Finance Corporation, Shore Cap International and
BRAC. International Finance Corporation is a part of World Bank; it helps small and Medium
Corporation in a profitable way which’s funding comes from various sources like ADB (Asian
Development Bank), Canada, United Kingdom, Norway, Netherlands and so on. And Shore Cap
is an international investor institution which’s target is to funding small and medium financing
organization and micro finance foundation to develop the economy in the country, it is a non-
profit organization. Both the IFC and Shore Cap have 9.5 and 8.75% shares accordingly with
BRAC bank.
The bank’s main focus is to bring the unbanked people who are not covered by traditional bank
and it catches the particular sector which is SME (Small and Medium Enterprise).
Over the few years it has expended its activities by providing 450 ATM booths, 186 branches
and 457 SME unit offices all over the country. Over the years, the bank has distributed over BDT
10000 cores SME loans over 500000 people by accessing online facilities.
Though BRAC bank facilitates all type of banking services among the mass people but it has
renowned for its SME services. Its serves all sources of clients through corporate, retail or SME.

5
2.1 Values of BRAC Bank

BRAC Bank believes on “CRYSTAL” policy where

✔ C refers to being “Creative”- Creativity can bring innovative in solving problems,
creative person can think differently and they can work smartly with existing products
✔ R refers to “Reliable”- To be reliable, dependable and trustworthy

✔ Y refers to “Youthful”- Youth is a symbol of energy, re-freshness, this kind of person can
spared positive vigor
✔ S refers to “Strong”-A strong and positive will power is necessary to take decision for the
well being of the organization
✔ T is for “Transparent”- Must have to maintain transparency toward internal and external
customer
✔ A is to “Accountable”-Individual and organization both should be accountable toward its
customer (internal-external) for its action and
✔ L is for “Loyalty”- Person needs to be loyal toward the organization

2.2 Product and Services of BRAC Bank

The bank’s product and services includes-

• SME banking
• Corporate Banking
• Retail Banking

2.2.1 SME Banking

Before the concept of SME (Small and Medium Enterprise), the traditional bank used to provide
financial facilities only to the larger company, business, organizations etc. They overlooked the
small and medium entrepreneurs or individuals/business/company. For this those people
deprived from loan facilities and their prosperity got interrupted. In 2001 the bank has
established its passage along with the concept of small and medium banking with a vision to
6
bring all type of business people under one umbrella of formal banking. The finance partners of
SME are IFC and FMO-Netherland based institution. Around 75% of loans go to the project
under SME. For this great initiative around 1.5million new employment created by the help of
the loan and their standard of living has increased and more than 650,000 microreader
entrepreneurs are served equally which ultimately helps the socioeconomic growth of our
country. SME banking provides a good deal of loans and deposits

Asset SME Deposit

(Source: https://www.bracbank.com › sme)

Anonno (Unsecured Loan) – Anonno SME loan is more focused on relatively small business or
individuals that provides 3to25 lakh BDT to fulfill the needs of any business extensions with
monthly extension facility.
Apurbo (Secured Loan) – This is for those who are engaging comparatively large business
activities. This kind of loan starts from 10 lakh BDT according to the business requirement.
TARA (SME Loan) – Tara is special loan for women entrepreneur that starts from 3 lakh
BDT to 30 lakh BDT at a interest rate of 9%.With a vision to make women self-sufficient or
independent that offers many services to women that are Tara deposit, tara lending, tara SME
loan, tara home loan, entrepreneur support service includes business expansion loan, asset and
vehicle purchasing, export-import cost and so on.
Nirman (SME Loan) – From the name it is clearly understandable that this loans main purpose
is to contribute loan for construction of any complex or commercial/residential building, it starts
from 3 lakh BDT.
Bahon (Commercial Vehicle Loan)- Any kind of vehicle- lorry, truck, mini truck, cargo, van,
motorcycle, dumb truck, micro bus etc. loan for business use one can apply for bahon loan, it
starts from 5 lakh BDT condition applicable.
Shohoj (Secured Convenience Loan)-This is specially segmented for small and medium
enterprise that has fixed deposit, DPS or bond in the bank.
Agriculture Finance
E-commerce
Prapti (Current Account)
Prachurjo (Fixed Deposit)
Shonchoy (SME Deposit)
All this loan facilities will be applicable below some condition.
7
2.2.2 Retail Banking

Retail
Banking

Alternate
Deposit Asset Remittan
Channels
ce

(Source: https://www.bracbank.com › retail)

Retail banking service focused on consumers, sometimes it is addressed as consumer banking
and BRAC bank has numerous retail banking product and services consist of
• Deposits- Saving accounts, Current account, FDR, DPS,FFD (Freedom Fixed deposit)
• Loans- Personal loan (for wedding, medical, education), Home loan, Auto loan (for
buying vehicles), Travel/Holiday loan
• Cards- Credit cards (Signature, Platinum, Gold, Classic), Debit cards ( Visa, Master,
RFCD), Prepaid cards ( Apollo health, Travel, Visa and Hajj)
• Premium banking- For the Premium clients they provide extra product, services and
benefit in a customized way according the client’s need.
• Probashi Banking/NRB (Non-resident Bangladeshi) - To create one stop banking station
where non-resident Bangladeshi people can find everything BRAC bank has opened this sector.
It ultimately helps the growth of our national economic condition. It contains deposits and
savings, remittance information and investment services. NFCD- Non Resident Foreign
Currency account, Probashi Shubidha fixed deposit, Probashi savings account are the core
services.
• Employee Banking- This is the segment for employee and employer of BRAC bank only
for making their life easier that extra benefit from salary. It is also a small step from the authority
to grant some facilities to its own people, it is like all in one banking facility for them. It
facilitates credit card, personal loan, home loan, auto loan, motorbike loan.

• Alternate Channels- Call center, CDM, ATM, Merchant Acquiring, E-commerce, SMS
banking, Internet banking and Agent banking

8
2.2.3 Corporate Banking

Corporate
Banking

Funded Non-Funded
Facilities Facilities Services
(Source: https://www.bracbank.com › corporate)
Corporate banking basically deals with corporate consumers or can be renamed as business
banking. This wing of banking sector makes loans for expansion of business for instance RMG,
Manufacturing industry, Multinational Companies, Buying house, Developing Company and the
like along with the socio-economic growth.
● Over Draft, Revolving Loan, Import Finance, Export Finance, Work order Finance, Lease
Finance, Term Loan and Project Finance are funded facilities.
● Non-Funded Facility – To meet regular need the bank offers this kind of facilities which
contains LC (Letter of Credit), Export LC, Letter of Guarantee (LG), Documentary
collection
● Services- Cash management, Custodial service, Probashi biniyog, Syndication agreement,
Agency service and Buying house
Corporate Social responsibility/Green Banking.

For longer sustainable development the concept of green banking has emerged, BRAC bank is
not only concern about its customer and shareholder but also liable to environment. It prohibits
any harmful activities to society for instance using less paper, environment friendly machineries.
The Bank has entered many social activities as its Corporate Social Responsibility (CSR) policy;
they sponsored under19 cricket team, career fair and training on safety and security issue,
supporting metropolitan police, and sponsor in debate and hockey championship in company
with many campaigns and donate 10% of its budget for CSR activities every year.

9
Chapter:3
Literature
Review

10
 Recruitment And Selection Process

Using AI save organizations money and efforts (Vijay Sundaram, 2018); (Jones, 2018), and it
could boost the hard and soft skills of recruiters (Luiza Sayulita, 2018), improving speed and
task efficiency(Niehues and Book, 2020), as well as building relationships between recruiters
and candidates(Otha mar Gama Filho, 2018) to result in fining talents unbiasedly (Rebecca
Greenfield and Riley Griffin,2018).(Forbes, June and 2018, no date; Malini Goyal, 2017) (Malini
Goyal, 2017); and (Forbes Coaches Council,2018) discussed the AI adoption to enhance the
screening process of HRM. According to Korsten (2003) and Jones et al. (2006), Human
Resource Management theories emphasize on techniques of recruitment and selection and
outline the benefits of interviews, assessment and psychometric examinations as employee
selection process. They further stated that recruitment process may be internal or external or may
also be conducted online. Typically, this process is based on the levels of recruitment policies,
job postings and details, advertising, job application and interviewing process, assessment,
decision making, formal selection and training (Korsten 2003). However, the process of
recruitment does not cease with application of candidature and selection of the appropriate
candidates, but involves sustaining and retaining the employees that are selected, as stated by
Silzer et al. (2010). Price (2007), in his work Human Resource Management in a Business
Context, formally defines recruitment and selection as the process of retrieving and attracting
able applications for the purpose of employment. Hiltrop (1996) was successful in demonstrating
the relationship between the HRM practices, HRM-organizational strategies as well as
organizational performance. As discussed by Jackson et al. (2009), Human resource management
approaches in any business organization are developed to meet corporate objectives and
materialization of strategic plans via training and development of personnel to attain the ultimate
goal of improving organizational performance as well as profits.

11
 Chapter:4
Human Resource
Division of BRAC
Bank

12
1. Human Resource Division of BRAC Bank
Human Resource department (HRD) is the heart of any organization because it practices both
strategic and comprehensive approaches to manage personnel, working environment and office
culture.
The role of BBL HRD is to protect and support the bank’s important asset- human capital by
covering them with bank’s management system, policies and programs by enhancing an
affirmative working environment throughout employer-employee relationship.
HR concerns about-
⮚ Fixing present employees need
● Payment
● Incentives
● Benefits
● Compensation
● Training

⮚ Recruiting/Hiring new employees

● Vacancy checking
● Giving job circular on online and newspaper
● Creating CV pool
● Hire people by exam and interview

⮚ Termination/Separation process management (if retired/fired/laid off)

● Making termination paperwork ready according to bank's policy
● Clearing all payments Rewarding employees
● Motivating and encouraging workers with award and other way

13
4.1 The Mission of BRAC Bank HR

● To Become the employer choice of Bangladesh

● All of the activities and decision must be based on “CRYSTAL” value

4.2 Wings of HRD

The HR department (HRD) of BRAC Bank is one of the largest in the industry. Comparing with
other commercial banks BRAC bank has the largest number of work force, so they have larger
management team. HRD is one of the fundamental parts of the organization support. And it is so
organized that BRAC bank is managing their large number of employees centrally.
This Department is maintaining some management strategy and Divisions comprises of

● Recruitment, Compensation and Benefit

● Learning and Development
● HR Operations
● Payroll and HIRS (Human Resource information system)

14
These wings of Human Resource Department (HRD) play a vital role to control and maintain
overall organizational activities and structure as well. Each of division has importance for a
perfect management system.
There are several personnel behind the successful management system whoever is maintaining
their responsibilities to run a successful HRD. But I want to mention only some names related to
my work. The brief of the wing’s activity is given below.

4.2.1 Recruitment, Compensation & Benefit

The Recruitment Process

The recruitment division is accountable for identifying job vacancies, analyzing the job
requirement, job applications, internship applications, collection of CVs, reviewing applications,
screening, short listing, selecting the right personnel for the organization and so on. This process
can also be drawn under the Human Resource Planning because we know that Human Resources
Planning’s main goal is selecting the right people for the organization and the BRAC Bank’s HR
process is not above this.
A Flow chart is given below for understanding ease. Two types of recruitment-

Inter
nal Exter
nal
Internal Recruitment
This is for those people who are already working in the organization; the HR people publish the
circular on notice board and online portal to invite the deserving employees to participate in the
interview via they can also upgrade their position level and avail their career growth. In this case,
employees refer their resume personally and sometimes by their internal communication portal.

15
External Recruitment
From other organization/company/institute or fresh graduate people this process is applicable,
step by step selection and recruitment process is shown and after described here-

Cre
atin
ga

poo
l
ofC
V

Figure: Recruitment and selection process chart

Creating a pool of CV

The flow of recruitment starts with the vacancy of particular positions and by giving news on
newspaper and online like BD jobs.com and so on. Before the information of any position that
going to be empty comes from departments and this information is taken by a recruitment team
officer.
The recruitment officers collect and stores hard copies as well as maintains the database
regularly. The recruitment officers organize potential CV’s so that they can use these at the time
of hiring.
CV’s are chosen based on good academic result, work experience and sometimes reference. And
then the shortlisted candidates are called for exams and interviews.
In case of large number of candidates invitation letters are mailed and messaged to the
candidates email address and mobile phone. These are done according to the interview and exam
time schedule before contacting the candidates.

16
Written Exam

After collecting CV the procedure begins with exam. The examination question paper is made
upon

1. Mathematics
2. General knowledge
3. English
4. Analytical ability
5. Write up (Translation of sentence)

The mark distribution of each section is 10 and total is 50. Passing marks is 30.

The candidates need to be passed by getting specific marks. After cross checking the copies the
shortlisted interviewers are called for interview.

Interview
● Now, at this time we directly call on their personal number and inform them about their
interview and tell them to bring necessary documents like- photocopies of all academic
certificates, NID, one copy of passport size picture. At the mean time recruitment officer
print out the candidates CV and give those to the interviewee.
● At the day of interview, about 170 people comes and we provide them a form to fill
which contains their personal history, address and all.
● A score card is given to the interviewee to right the status of the candidates that is
selected or not and at the end of interview they signed it and recruitment officer collect it.

Usually, there are some steps of conducting an effective interview, these are
1. Make sure you know the job
2. Structure the interview
3. Get organized
4. Take notes
17
 5. Close the interview
6. Review the interview

And I think the BRAC Bank’s interviewees are smart enough to conduct a successful interview
whether directly or indirectly practicing these factors.
Generally, there is two or more interviewee in an interview board and they ask several questions
to the interviewer/candidate to measure their knowledge.
At the end of the session, with a number of selected candidates HR people precede for our next
activities which are mentioned earlier-input data (candidate’s information), Creating appointment
letter, offer letter, call them for joining and so on.

Screening and Selecting/Short listing

● After conducting a successful interview session another shortlisted people around 100
or110
● Candidates are given joining package and an instruction is given that time that how to
fulfill those joining package. This joining package includes some personal and
professional history from, a bond, a medical slip and an account opening file. And
suggest them to do a pre- emplacement health checkup at a certain medical center and the
reports directly come at head office.
● After that HR people input their information’s for next steps.

Input Information
● The HR Operation Divisional people enter the candidate’s data and made appointment
letter and offer letter and this letter used to sign by the Head of HR.
● After arranging all data and documents of the candidates we call them to join on a
particular date.
● Also input information for making medical checkup letter
Pre-employment Medical checkup
It is a very curtail part because the bank authority must have to know whether he/she is able to
perform work properly or not or he/she is mentally and physically fit for work if not he can’t be
recruited although being highest scorer.
Its cost bared by the bank and medical health checkup is essential for every selected candidate in
every position.
18
Joining
• At the joining date we collect back them with all those joining packs and provide them a
copy of appointment letter & offer letter and tell them to come on a certain date to know
their posting.
• Posting is given by another Department and instruct them to go their work location and
contact with their supervisor.
• This starts when final candidates came at the joining date. We took the joining package
back and this should be filled by the candidates and after cross checking all the
documents we create an employee file and the file contains the employees name and the
date of joining in front of the file and also their academic certificate, copy of National ID
card both of them and their nominee and so on.

The joining Package contains

• Top sheet
• ID card requisition from
• Joining letter
• Letter of Declaration
• Salary Fitment
• Appointment letter
• Personal History From
• Terms of Employments
• Insurance From
• Provident Fund
• Other Certificates
• Educational Certificates
• National ID card of the candidate
• National ID card of the candidate’s nominee
• NID verification
• Medical test documents
• Recruitment memo
• Exam sheet
19
 • CV with photograph
• Requisition from Recruitment
• Declaration
• Affidavit
• Medical money receipt
By combining all these things together one candidate’s joining become successful.

Training
● After some time, the Learning & Development team arrange a training session on head
office sometimes outdoor training are also given.
• While recruiting people BBL focused on quality and tries to attract talents enclosed with
appropriate skills, knowledge, behavior and experience to meet the organizational goal as
well as restructuring the recruitment channel with better portfolio combined with good
educational background, experience and extracurricular activities.
• BBL HR is also spotlighting the growth of existing employees, re-structuring and
revamping technologies, recruiting in fast-track profession like management trainee
officer and young profession (YP) and junior profession (JP) to improve talent hunt in the
entry level. It has introduced online recruitment portal to make sure transparency,
independency, additionally regional recruitment has launched to increase productivity in
SME sector.

Compensation, Pay and Benefit Structure

BRAC Bank believes in performance-based compensation benefit policy. The bank authority
throws challenges to the employees by setting target which can make a motivated and
competitive working environment. BBL follows the policy for compensation which is “Pay for
Result” where performance is recognized as regardless effort. Furthermore, the bank authority
also acknowledges the continuous effort and hard work of employees.
The employees of BRAC Bank are compensate, paid and benefited according to the Bank’s
policy and officer grade level. A range of grades are shown in the following diagram. Talking
about pay and benefit decided before joining in the workstation it is very private decision
between recruiter and candidate.

20
Figure: BBL’s Officer Grade Level

21
HRD offers the employees
• Basic salary
• House rent allowance
• Medical allowance
• Bonus –two bonuses in a year
• Conveyance
• LFA (Leave Fare Assistance)
• Other Allowance
• Additionally, Bank compensate people with performance bonus/ Incentive

Basic Salary offered according to the position and it follows the salary grade policy by the
authority below job grade
House rent and medical allowance some percentage of the house rent is paid to the employees
on some condition Festival Bonus
Festival Bonus
All regular and permanent workers get two bonuses each year
• EID-UL-FITR and
• EID-UL-AZHA

Permanent employees got bonus of their basic salary twice in a year and who joined recently
he/she will get bonus according to the bank’s policy and third party or contractual employees
will get 50% of their gross salary.
Conveyance
The employees are given conveyance by the Bank under some situation. These are
⮚ Official Tour/Travelling cost for official purpose

⮚ Transfer

⮚ Compulsory recall from leave

⮚ To attend on any course of training

⮚ To give substantiation in a court (if needed)

⮚ Space rent in the time of any official work or training

22
Compensation
According to the performance over the year and meet the target level employees are rewarded
with 3% of compensation or commission after redacting tax money.
LFA- Leave Fare Assistance
Bangladesh bank made a rule for every permanent employee of bank must have to take 15 days
leave. And it’s a paid annual holiday just employees need to send their monthly pay slip to the
head office and funding allowance department are bounded to pay. It is a mandatory leave for
every employee.
Other Benefits
From travel to hospital every funding facility covered by the bank –
❖ The other allowance includes-
❖ Termination benefit
❖ Suspension Benefit
❖ Welfare fund
❖ Permanent and total disability
❖ Death benefit
❖ Health Insurance Gratuity Fund
❖ Provident Fund

Non-monetary Benefit

HRD’s duty is to maintain balance between work life, environment and working culture and
without recognizing and rewarding personnel’s hard work it would be impossible to fill them as
banks asset so that it organizes award giving ceremony, categories are-
♦ SME monthly award
♦ Departmental Committee award
♦ Chairman’s Excellence award

23
4.2.2Learning and Development (L&D)
Training is essential for personal and professional development. The bank authority believes that
people equal key to sustainable growth, Training is indispensable for all employees to enhance
efficiency and profitability. Training’s aim is to make individuals enable to reach at a
satisfactory level to achieve organizational goal.
Categories of training are-
✔ Internal training

✔ External training and

✔ Foreign training

Training Process (under L&D division)

The process of providing training to the employees follows some steps-

1. Needs Measurement
2. Obtaining Instructional Objective
3. Designing Training curriculum
4. Implementation Program Strategies
5. Evaluating the whole program

Needs Measurement/Assessment

The need for training could be acknowledged through an analysis of present and future
challenges and through a gap between the employee’s real performance and the standard
Performance.
The needs measurement can be studied from two perspectives:
✔ Individual and

✔ Group

The individual schooling is designed to enhance the individual’s efficiency when not performing
effectively. While the group training is proposed to inculcate the new changes in the employees’
due to change in the organization’s strategy
24
Obtaining instructional objective
Once the needs are recognized, the objectives for which the training is to be conducted are
established. The objectives could be based on the gap seen in the training programs conducted
prior and the skill sets developed by the workers.

Designing the Training Curriculum

The next step is to design the training curriculum in convoy with the set objectives. Every
training curriculum covers certain issues such as:
✔ Identifying the trainer

✔ Identifying the trainer

✔ Identify the technique is to be used for the training

✔ What will be the consequence of the training

✔ Designing budget for training

Also, the wide-ranging action plan is designed that includes the training content, material,
learning theories, instructional design, and the other training prerequisites.

Implementation of Training Strategies

Once the designing of the training curriculum is completed, the next step is to put it into the
action. The leading decision that needs to be made is where the training will be conducted either
in-house or outside the organization.
Once it is decided, the time for the training is set along with the instructor who will be
conducting the training session. Also, the trainees are observed continuously throughout the
training program to see if it’s effective and is able to retain the employee’s awareness.
BRAC Bank basically practices both in-house and outside type of training program. If it is an
outside training program then the accommodation is provided by the Bank and in case of in-
house training program the food (breakfast, launch, snacks) given to the trainee.

25
Evaluation
After the training is completed, the employees are asked to grant their feedback on the training
session and whether they felt helpful or not.
Throughout feedback, an organization can find out the weak spots if any, and can correct it in the
next session. The evaluation of the training program is a necessity because companies invest
huge amounts in these sessions and should know it’s effectiveness in terms of money.

Thus, every firm tracks the series of steps to design an effective training program that serves the
purpose for which it was anticipated. Sometimes an interview is taken on behalf of L&D to
verify whether the training was effective or not.
All these processes are described in a flow chart in the below:

Figure: Training process

The Learning and Development (L&D) sector has arranged many training programs which is
around 778 in number for 17,968 employees (2018). It also has accomplished numerous
workshops for the bank’s customer and stakeholders in order to tighten relationship.
The notable initiatives by L&D over the last year are-

✔ Training for Young Profession (YP)-Young Profession is a newly launched entry level
job sector and fresh graduate with good educational background are chosen as junior
officer. As they entered as a newcomer L&D’s duty is to train them and make them more
professional.
✔ Women Leadership Program- Its object is to educate women worker how to sustain
within an organization in a helpful behavior
✔ Organizational Structure Program for BOM (Branch Operating Manager)
✔ Local and international certification program

26
4.2.3HR Operations

This wing of HRD looks after several things which are-

♦ Data entry for creating appointment letter and offer letter and
♦ Leave system-
✔ Annual Leave- 15 days leave is compulsory for every employee in a year

✔ Sick Leave or casual leave- One can take 2 days casual leave or one more extra day leave
is conceded as sick leave
✔ Maternity Leave- It is a 4 month duration leave can be taken by the female (confirmed)
worker and it will be grunted twice in her career.
✔ Study Leave- After 3 years and before 5 years of retirement one can take study leave for
hire study purpose maximum for 2 years without pay
✔ Leave without pay- This leave can’t be more than 60 days or 2 month
• And input all the information of final recruited employees hired by recruitment division
• Do correct any written mistakes

4.2.4 Payroll and HIRS

Payroll is the sum total of all payment of a business has to pay to its employees for a set period
of time or on a given date. This department calculates, regulates and controls the range of
amounts of salary, wages to each and every employee as well as calculates overtime working
history over the month. HIRS is basically a junction of human resources and information
technology through HR software. This allows HR activities and procedure to occur
electronically, and this department works as an immense team to check the salaries of workers all
time and maintain their information as well by software.
From hire to retire the HRD of BBL is improving the situations through digitalization and hybrid
solution, It is also working on automation of retail management, question management and
digital recording.

27
4.3 Hierarchy level of BRAC Bank Ltd.

Figure: Hierarchy level of BBL

(Source: https://www.englishfor2day.com/article/report/920)
From this hierarchy we can see and understand the position of the interns clearly.

28
4.4 Types of employees
Permanent employee- These workers are permanent and they can enjoy full facilities fixed for
them and also are bounded to follow the rules according to bank’s policy.
E-Zone – Employees who are hired for particular period of time by signing any bond/contract
are categorized in this sector. Their payment and compensation policy are different from
permanent workers.
Management Trainee Officer (MTO) - HRD hire a sort of employees with excellent
educational background and they got trained around one year and after training they directly
achieve the position of senior officer.
Intern- The main purpose of recruiting interns is to motivate and to educate about corporate
culture to the university students. They are hired for three to six months and got certain amount
of stipend.
Others- Sometimes bank need extra workforce for auditing for a minimal period of time and this
is known as outsourcing.
Besides they have supporting staffs.

4.5 Types of Employment

Three types of employment/job level by which candidates can enter into the organization that
are-Entry Level, Mid level and senior level

29
 Chapter:5
Concentration on
Topic

30
5.1 My Recruitment Process as an intern

This process starts with our joining in CCC (career counseling club) of our university in a
running trimester and CCC has sent our CV’s in various organizations.
After some time we got call from BRAC Bank for attending an exam and after the written test
we gave an interview.
By a phone call we learnt about our selection and date of joining and we were offered three
months of paid internship.
All my recruiting process is not beyond the recruiting process of BBL (BRAC Bank Ltd.).

My Responsibilities and job description as an intern

As an intern I was given all the freedom to work freely in BRAC Bank HRD. I was given
specific tasks every so often which were important for the department. The first half I’m working
with the Recruitment wing. Then the subsequently the last half I’ll work with the Training wing
so far.
My job description to BRAC Bank HRD is discussed below:
• Communication
• Giving phone call to candidates for interview

There are some rules of selecting résumés of candidate I’m mentioning those in a brief that is a
candidate must have to carry a minimum grade of result and she or he couldn’t get any third class
of his student life, work experience is prioritize more and sometimes age is mentioned. So after
passing these criterion ones CV could be selected and after selecting those were given to me to
call them at their contact number and my duty was to letting them know about their interview
time, venue, stuff that should carried with themselves which is one copy passport size picture,
certificate’s photocopy and national ID card’s photocopy. And who didn’t response
unfortunately they became unaware of it but a candidate ID has been send via sms by the bank
authority.

• Giving phone call the candidates for joining

Whoever had passed after the interview session I was requested to inform them by giving a
phone call that they have selected and informing them about their joining date, time and venue as
31
well and last but not the list telling them what tools they need to bring at that day that is their
picture of course passport size, pictures of their nominee, all academic certificates photocopy and
national ID card’s copy.

• Give phone calls for collecting medical letters

Every selected candidate after interview session needs to do a health checkup which is known as
a pre- medical and for this a formal letter is sent by the bank authority and requested them to do a
free health checkup on a certain diagnostic center so that authority could know if he/she whom
they hired is able to fit for work or not. And giving phone call and letting them know that their
medical letter is ready was my job. They have to collect the letter from HRD.
• Data entry
It’s very necessary to entry the entire information of the newly hired people on software for the
future work like for creating their ID card, pass of bus route if they (employee) asked, for
creating employee profile, for creating their salary account, for providing salary-bonuses;
incentives, calculating the working days as well as overtime and so on of the Bank’s authority.
From the personal history sheet given by us at the time of joining we get the all information
about an employee. We make employee profile of every selected people through interview which
carries employee’s name, age, marital status, parent’s name, and spouse name, National ID card
number, present and permanent address, contact number, email address, blood group, previous
work history, previous working institution and position also duration of working (if
experienced). We also need to do enter the employee’s data for making-
• Medical letters
• Appointment letters
• Offer letters
• Documentation or file processing of selected candidates
It is basically a non-digital process of collecting personal information of the employees so that if
in case the computer server system corrupts bank authority did not to face difficulties and could
restore and use for official purpose anytime. This is a simple process
▪ We attach appointment letter, offer letter and medical report with selected candidate’s
personal documents and sometimes attach bond in case of contractual job.
▪ Listing the candidates name, serial number and board number for next step and store
them carefully and also store these in an excel sheet in bank’s computer too.
▪ Carry out different interviews

32
Interns do not take interviews directly but they help the interviews in many ways such as-
▪ Providing personal information from to the candidates: We already know that what is
personal history from in that candidates need to provide their name, parents name, spouse
name, address present and permanent both, their reference name-relation with them
(reference) etc.
▪ Collecting all documents from candidates: With the personal history sheet we take one
copy passport size picture and Xerox of all academic certificates with national ID card’s
copy. If someone doesn’t have national ID then we take passport’s copy and attached
these all together with stapler.
▪ Took the interviewees to the interview room from lobby: As many candidates came to
give interview at that day minimum hundred to one hundred fifty, make sitting
arrangement in front of the interview room is impossible so we make a sitting
arrangement in the lobby of the of office and take ten to fifteen people from lobby to the
floor where interview held accordingly.
▪ Follow some regulations while happening interview till ending the session: By whom and
how many personnel will take interview is decided by the HR people before some day of
interview, we also book the interview room plus sitting arrangement for them. After
beginning the program, we send candidates one by one serially.
▪ Screening CVs of selected candidates: When the interview ended we are given a score
card where we can find the scores of the candidates and could find who are selected.
After that we need to find selected candidates CVs, then have to attach their personal
history sheet, need to verify national ID card and the process of filing, communicating
with candidates for medical letter- joining date etc. repeats.
▪ Checking the documents of individual file: It is like re-checking the employee file.
▪ We cross checking all the candidate’s personal history from with their given documents
which are academic certificates photo copy, NID (National ID card) photocopy, Pay slip,
release letters etc.
▪ Joining of the elected candidates
▪ Rechecking the joining package whether the candidates full fill the necessary information
like name, joining date, nominee’s name, both of their signature, passport size picture etc.
▪ Verifying all their information is correct or not
▪ Combine all the papers of the joining package
▪ Create individual file of the employee

33
 Chapter:6
Analysis & Findings

34
Research Findings and Analyses

I have conducted a study in BRAC Bank Limited. I conducted a questionnaire survey on 61

random employees from different departments in order to identify the employee’s insight about
the Recruitment, Selection and Retention practices of BRAC Bank Limited. The following are
the analysis and findings of the survey:

Age of the Respondents.

18-30
31-40
41-50
50 above

Figure 1: Age of the employees

Interpretation:

The chart illustrates the age of the employees I have surveyed in BRAC Bank Limited. From the
chart, it can be seen that 49.2% employees are between 18-30 years of age, 21.2% employees are
between 31-40 years of age, 18% employees are between 41-450 years of age, and 11.5%
employees are above 50 years.
(Please see Table 1, Appendix 2, Page 59)

35
Gender of the Respondents:

Male
Female

Figure 2: Gender of the employees

Interpretation:

The chart above demonstrates gender of employees I have surveyed in my sample at BRAC
Bank Limited. Among 61 employees, 40 male employees and 21 female employees were given
the survey paper to fill up. The blue part shows the percentage of female employees I have
surveyed in my sample and the red portion shows the percentage of male employees I have
surveyed. From the chart, it can be seen that 65.6% employees are male and 34.4% employees
are female in my survey.
(Please see Table 2, Appendix 2, Page 59)

36
Sources of the Job circular:
Identify the source from where you came to know about the job?

Advertisement
Personal reference
E-recruitement
others

Figure 3: Source of the Job.

Interpretation:

The chart above exhibits the source of the job from which the employees came to know about the
job. The charts show us that most of the employees of BRAC Bank Limited came from personal
references and their portion is 41%. Again 21.3 % employees came to know about the job from
advertisement, 27.9% came from e-recruitment and 9.8% came from other sources
(Please see Table 3, Appendix 2, Page 59)

37
Required Time to Response
How much time did the company take to respond to your application?

less than 5 days

6-10 days
11-15 days
16-20 days
more than 20 days

Figure 4: Response time

Interpretation:

The chart demonstrates the time that the company takes to response to the candidates. Most of
the time the organization took 6-10 days to response to a candidate and that is 52.5%. Again 18%
of the employee’s application was responded less than 5 days, 18% of the employees were
responded with in 11-15 days, and 9.8% of the applications needed more than 20 days to
respond.
(Please see Table 4, Appendix 2, Page 59)

38
Types of Employment Test:

Figure 5: Types of recruitment test

Interpretation:

The bar chart above shows the types employment test by which employees of my sample were
tested in BRAC Bank Limited. 54.1% of the employees were tested through cognitive tests, 36%
were tested through assessment center, Based on Job knowledge 41% were tested, 36.1% were
tested by personality test and 9.8% of the employees were tested by other tests.
(Please see Table 5, Appendix 2, Page 59)

39
Organization’s Perceptions towards Selecting Experienced Employees:
Do you think organization looks for experienced employees in selection process?

yes
no

Figure 6: Perception of the organization towards experienced employee

Interpretation:

The chart indicates that 70.5% of the employees agree that the organization looks for
experienced employee and 29.5% of the employees told that the organization does not look for
experienced employees
(Please see Table 6, Appendix 2, Page 60)

40
Organization’s Intention regarding Employee Retention:
Is your organization concerned about employee retention?

yes
no

Figure 7: Organization’s intention regarding Employee retention

Interpretation:

The chart demonstrates the time that most of the employees agree that the organization is
concerned about employee retention. 77% of the employee agrees with that statement and 23%
of the employee told that the organization is not concerned about employee retention.
(Please see Table 7, Appendix 2, Page 60).

41
Employee Retention Programs:

Figure 8: Employee Retention Programs

Interpretation:

The bar chart above illustrates the retention programs that BRAC Bank Limited uses to retain
their valued employees. From the chart, it can be seen that in 22% cases the organization use
both employee monitoring, on boarding, & stay interview as their retention program, in 30%
cases the organization use employee monitoring & on boarding and in 60% cases they use only
employee monitoring program.
(Please see Table 8, Appendix 2, Page 60)

42
Overall Work Environment:

Overall work environment & morale of the organization is satisfactory

Figure 9: Satisfaction regarding overall work environment & morale of the organization

Interpretation:

The bar chart above shows the satisfaction of employees I have surveyed regarding overall work
environment & morale of BRAC Bank Limited. From the chart, it can be seen that total 74.4% of
the respondent strongly agree or agree that they are satisfied with the overall work environment
and moral of the organization though 19.7% are neutral about the matter.
(Please see Table 9, Appendix 2, Page 60)

43
Perceptions regarding Recruitment Process:

Table 1: Perceptions regarding Recruitment

Variables Frequency Percentage

Strongly Disagree 1 1.6
Disagree 2 3.3
I am satisfied with the recruitment Neutral 8 13.1
process by which I was selected
Agree 31 50.8
Strongly Agree 19 31.1
Strongly Disagree 1 1.6
The organization clearly define Disagree 4 6.6
the position objectives, requirements Neutral 11 18
in the recruitment process
Agree 26 42.6
Strongly Agree 19 31.1
Strongly Disagree 2 3.3
Employee referrals play Disagree 4 6.6
crucial role for attracting the talent Neutral 11 18
pool
Agree 29 47.5
Strongly Agree 15 24.6
Strongly Disagree 0 0
Disagree 4 6.6
Recruiting cost for filling Neutral 16 26.2
the vacant position is high
Agree 18 29.5
Strongly Agree 23 37.7

Interpretation:

Table 1 gives us the idea about the perception of the employees regarding the recruitment
process of BRAC Bank Limited. The perception is measured by four questions. From table we
can see that 31.1% respondent strongly agree and 50.8% agree that they are satisfied with the
recruitment process. 31.1% and 42.6% respondent strongly agree and agree that the position
objectives are clearly defined though 18% is neutral about it. Total 72.1% agree or strongly agree
that Employee referral is a critical role for attracting the talent though 18% are neutral about the
matter. 37.7% of the respondent strongly agree & 29.5% agree on the fact that Recruiting cost
for filling the vacant position is high.

44
Perceptions regarding Selection Process:
Table 2: Perceptions regarding Selection Process:

Variables Frequency Percentage

Strongly Disagree 0 0
Disagree 2 3.3
HR/ Line manager is satisfied with
Neutral 11 18
the selected candidates.
Agree 32 52.5
Strongly Agree 16 26.2
Strongly Disagree 0 0
Disagree 1 1.6
Performance of the new hire is
Neutral 17 27.9
satisfactory
Agree 23 37.7
Strongly Agree 20 32.8
Strongly Disagree 4 6.6
Disagree 2 3.3
The political factor affects the
Neutral 15 24.6
recruitment & selection process.
Agree 25 41
Strongly Agree 15 24.6
Strongly Disagree 1 1.6
The environmental factor like (job Disagree 2 3.3
market) affects the recruitment & Neutral 18 29.5
selection process. Agree 23 37.7
Strongly Agree 17 27.9
Strongly Disagree 8 13.1
Disagree 6 9.8
Constantly training new employees
Neutral 11 18
is a waste of resources
Agree 23 37.7
Strongly Agree 13 21.3

Interpretation:

Table 2 represents the perception regarding selection process. Five questions were asked to the
respondent to understand their perception on selection process. We can see that 26.2%
respondent strongly agree and 52.5% agree that Line manager is satisfied with the selected
candidates. 70.55% respondent agree/strongly agree that the new hire by the selection process
have a satisfactory level of performance though 27.9% is neutral about it. Total 65.6% agree or
strongly agree that political and environmental factors affect the recruitment & selection process
though around 25% are neutral about the matter. 21.3% of the respondent strongly agree &
37,7% agree on the fact that constantly training of new employees is a waste of resources.

45
Perceptions regarding Employee Retention

Table 3: Perceptions regarding Retention:

Variables Frequency Percentage
Strongly Disagree 0
Disagree 3 4.9
I am satisfied with
my current job Neutral 12 19.7
Agree 22 36.1
Strongly Agree 24 39.3
Strongly Disagree 1 1.6
Employer Branding plays key Disagree 2 3.3
role in successful Neutral 13 21.3
recruitment and retention of
Agree 26 42.6
top talent.
Strongly Agree 19 31.1
Strongly Disagree 0 0
Organization is concern Disagree 0 1.3
about retaining Neutral 13 20
potential employees
Agree 27 44.3
Strongly Agree 21 34.4
Strongly Disagree 0 0
Organization invests time and Disagree 4 6.6
money in training of the Neutral 15 24.6
employees.
Agree 26 42.6
Strongly Agree 16 26.2
Strongly Disagree 0 0
Selecting high quality Disagree 3 4.9
candidate can lessen Neutral 16 26.2
the employee turnover.
Agree 24 39.3
Strongly Agree 18 29.5

Interpretation:

Table 3 gives us the idea about the perception of the employees regarding the retention process
of BRAC Bank Limited. The perception is measured by five questions. From the table we can
see that 75.4% respondent strongly agree or agree that they are satisfied with their Job. 31.1%
and 42.6% respondent strongly agree and agree that employer branding plays key role in
successful recruitment and retention of the top-level talents though 21.3% is neutral about it.
Total 78.7% agree or strongly agree that BRAC Bank Limited is concern about retaining
potential employees though 20% are neutral about the matter. 26.2% of the respondent strongly
46
agree & 42.6% agree on the fact that for training purpose of the employees the organization
invest time and money. 68.8% respondent strongly agree or agree that selecting high quality
candidate can lessen the employee turnover.

47
 Chapter:7
Observation

48
5.1: Observation

BRAC Bank’s culture is very adorable, everybody is very friendly to each other and they also
show respect to each other also. Besides these I’ve observed several draw backs which could be
improved-

▪ As I’m Working with recruitment division of HRD, I’ve seen hundreds of people are
joining. But the authority couldn’t give enough space or sitting arrangement.

▪ They are becoming quantitative rather qualitative for achieving individual target and that
reason some unqualified people couldn’t survive, over the work pressure efficiency loses.

▪ Time management is not well maintained sometimes and interviews become delay

▪ The Bank is recruiting people but they are setting too high targets and that’s why they
couldn’t stop or reduce resignation rate.

▪ Some internal process is lengthy which makes rest of the work slower like maintaining
centralization system they need to follow always their superior’s decision

▪ Tight hierarchy level and it should maintained by every employee like no one can take
any immediate decision without the permission of the boss

▪ Some manual work could become faster by computer like fulfilling personal history from
is lengthy and if it could make digitalized by using computer then candidates could fill
their personal history from at home and Bank could print out those easily then more time
will save.

▪ Not Sufficient manpower to carry out large sized recruitments. For a small recruitment
team the large number of requisition processing has become a challenge recently as the
Bank is growing faster than anticipation.

▪ The rejected CVs are always stored up wherever there is some space in the office.

▪ In HRD there is no exact place for interns where they can work so they have to roam
around and search for vacant desk to do their work. Sometimes all the desks get busy and
interns found no space.

▪ Transportation facilities- only permanent employees can avail them but not applicable for
interns

49
 ▪ Salary at 26-28th day of the month- this is also not applicable for interns rather they got
salary after one week from starting a new month

▪ Incentives and bonuses- which only permanent and e-zone employees can enjoy

Areas of improvement

• Some procedures could make computerized- by online they can provide a personal
history sheet so that it could be collected from the candidates before the interview day so
that some work will reduce and also the chances of making manual mistakes will reduce.

• The authority could take online exam or brain game rather giving exams physically
which could reduce not only bank employees but also examiners time, cost and energy.

• Should assign more manpower- There need more manpower with the ratio of work.

• Should give more facilities to the interns- The facilities what an employee of the bank got
and an intern has far difference. Actually, an intern does not get any facilities at all from
the pick n drop service to snacks items.

• Space for conducting interview, exams and joining of candidates should specific and
large enough

• They should look for quality rather quantity in case of selecting/hiring employees-
Sometimes for achieving target and incentive they select some unqualified people who
couldn’t cope up the work load and fall in depression and lastly kicked out from the
organization.

• Should reduce resignation percentage

• Should keep specific space for interns- There is not separate space or desk for interns and
for that reason they face difficulties.

50
Chapter:8
Conclusion

51
6: Conclusion

The commercial banking sector has become more competitive sector from last two decades at a
considerable rate. So it’s becoming very challengeable both for recruiter and examinee because
recruiters faced the pressure to hire the right people for their organization and examinee facing
the problem of huge competition. In this case, BRAC Bank is not above them. With double
bottom-line outline it not only focuses on profit but also fulfill social responsible hand on hand.
They also had huge target to fill and pressure as well but the organization can handle those
pressure smoothly because of its well management system and highly qualified people. This
Bank has a great contribution to our economy. To become successful it is very necessary to
select the best people for your organization and HR’s function is not only hiring people but also
they have the duty to make them efficient and effective by providing or arranging proper training
to them.
Human Resource Department of any organization plays a vital role to maintain a balance, so its
necessity can easily be assumed though some small organization don’t have separate HR
department. Now-a-days for increasing competitive environment the work of HRD has become
much more challengeable but without all these situation some organization like BRAC Bank is
performing tremendously good because it’s well maintained departmental function, its internal
culture and last but not the least its highly qualified personnel. The BBL also claims that they
have one employee for every 360 customers. Most importantly, behind the success of this
organization that they doesn’t see their customer and employees as human being rather they see
them as their partners and serve the superior customer the premium services to gain the highest
level of mind share. The workers are so motivated because the corporate environment is so
warming and they are always ready to serve you. They have the experience and expertise to deal
with any complicated situation or complex financial decision.

52
 Reference

Books:

1. Text book-School of Business, IUB (2019), page-44

2. Chowdhury, L.R . (2002). A Text Book on Banker’s Advances. (2nd Edition).

3. New York: Homans Publishing Company.

4. Bernstein, L.A. (1993).Financial Statement Analysis, (5th Edition).USA:Irwin.

5. Garrison R.H., Noreen E.W., & Brewer P.C.(2016). Managerial Accounting (15th Edition).New

York: McGraw-Hill Education.

Web References:

1. BRAC Wikipedia (2022), BRAC (organisation) - Wikipedia

2. Assignment point of BBL, URL: https://www.assignmentpoint.com/business/human-resource-

management/hr-operation-of-brac-bank-limited.html

3. BRAC Bank Website, Available from: https://www.bracbank.com/en/

4. General Information, BBL Wikipedia, Available

from:https://en.wikipedia.org/wiki/BRAC_Bank_Limited

Reports:

1. BBL Annual report 2021 (online), Available from:

https://www.bracbank.com/financialstatement/BBL_Annual_Report_2021.pdf

2. BRAC .Bank.Ltd.(2021)..Annual.Report-2021..Retrieved.from https:// www.bracbank.com

/home/reports/Annualreport

53
3. BRAC Bank Ltd.(2020). Annual Report-2020. Retrieved from

https://www.bracbank.com/home/reports/Annualreport

4. BRAC Bank .Ltd.(2019)..Annual.Report-2019.Retrieve from https:// www.bracbank.com

/home/reports/Annualreport

5. BBL Annual report 2021 (online), Available from:

https://www.bracbank.com/financialstatement/BBL_Annual_Report_2021.pdf

6. Some information from Associate Manager -Mrs. Rumana Wasih and Mrs. Kakoli Roshid,

BRAC Bank Limited

54
 Appendix 1

QUESTIONNAIRE ON RECRUITMENT SELECTION AND EMPLOYEE

RETENTION

This is Nancy Chakma, student of Ahsanullah University of Science and Technology

conducting this survey for my academic purpose. Your cooperation will be highly
appreciated. All the information will be highly confidential and will be used for
academic purpose.

Name:
Age: 18-30 31-40 41-50 50 Above
Gender: Male Female

1. Identify the source from where you came to know about the job?
Advertisement
Personal reference
E- recruitment
Others

2. How much time did the company take to respond to your application?
Less than 5 days
6-10 days
11-15 days
16-20 days
More than 20 days
3. What type(s) of employment test does your organization utilize?
Assessment center
Cognitive ability tests (i.e., reasoning or reading comprehension)
Job knowledge
Personality tests (i.e., extraversion or optimism)
Other

4. Do you think organization looks for experienced employees in selection

Process? Yes
No
5. Is your organization concerned about employee retention?
Yes
No

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6. Which of the following employee retention programs does your organization
formally maintain?
Employee mentoring
On-boarding
Stay interviews
Alumni programs
Other:

Please take a few minutes to complete the feedback. Please be constructive and honest
in your feedback. (Rating guide 1= Strongly Disagree, 2= Disagree, 3= Neutral, 4=
Agree, 5 = Strongly Agree)
Perceptions regarding Recruitment & Selection process:

I am satisfied with the recruitment process by which I was

selected 1 2 3 4 5
The organization clearly define the position objectives,
requirements in the recruitment process 1 2 3 4 5
Employee referrals play crucial role for attracting the talent
pool. 1 2 3 4 5
Recruiting cost for filling the vacant position is high 1 2 3 4 5

Perceptions regarding Selection process:

HR/ Line manager is satisfied with the selected candidates. 1 2 3 4 5

Performance of the new hire is satisfactory
1 2 3 4 5
The political factor like affects the recruitment & selection
process. 1 2 3 4 5
The environmental factor like (job market) affects the
recruitment & selection process. 1 2 3 4 5
Constantly training new employees is a waste of resources 1 2 3 4 5

Perceptions regarding Retention:

I am satisfied with my current job 1 2 3 4 5

Employer Branding plays key role in successful recruitment
and retention of top talent. 1 2 3 4 5
Organization is concern about retaining potential employees 1 2 3 4 5
Organization invests time and money in training of the
employees. 1 2 3 4 5

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Selecting high quality candidate can lessen the employee
turnover. 1 2 3 4 5

Overall work environment & morale of the organization is

satisfactory 1 2 3 4 5

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 Appendix 2
Respondents’ details
Table 1: Age of the respondent.
Age group Number
18-30 30
31-40 13
41-50 11
50 above 7
Total 61

Table 2: Gender of the Respondent

Gender Number
Male 40
Female 21

Table 3: Sources of Job circular

Source Number of respondents
Advertisement 17
E-recruitment 13
Personal references 25
Others 6
Total 61

Table 4: How much time the company takes to response to the candidates
Response time Number of respondents
Less than 5 days 11
6-10 32
11-15 11
16-20 1
More than 20 6
Total 61

Table 5: Types of Employment Test

Source Number of respondents
Cognitive ability 13
Assessment center 7
Job Knowledge 4
Personality Test 4
Others (Mix testing method) 33
Total 61

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Table 6: Perception of the organization towards Experienced Employees.
Perception Number of respondents
Yes 43
No 18

59