A Study on Akij Textile Mills Limited with special focus on

Overall HR and Administration

By
Murad Ahmed Rajun
Registration No. 21306005
Program: MBA

An Internship Report submitted in partial fulfillment of the requirements

for the degree of Master of Business Administration

Department of Business Administration

University of Asia Pacific (UAP)

Date: 12/07/2023

1
 APPROVAL PAGE

The internship report of Murad Ahmed Rajun has been approved by the following:

.....................................
Supervisor

.........................................
Convener,
Internship Defense Board

.................................
Head, Department of Business Administration

2
 DECLARATION OF STUDENT

I do hereby declare that this report is the result of my own research, except where otherwise

stated. I also declare that this has not been previously or concurrently submitted as a whole

for any other degrees at University of Asia Pacific or at any other institution.

Murad Ahmed Rajun

Registration No. 21306005

BBA Program

University of Asia Pacific

.............................
Signature Date: 12/07/2023

3
 LETTER OF TRANSMITTAL

12 July,2023

Prof. Shahriyar Anam

Department of Business Administration (DBA)
University of Asia Pacific (UAP)
74/A, Green Road, Dhaka-1215

Subject: Submission of Internship Report

Dear Sir,
It gives me immense pleasure to submit my internship report entitled "The study on Akij
Textile Mills Ltd. specially focus on Overall HR and Administration."
This report discusses about the textile industry of our country, overall HR and Administration
, their products and services, Porter’s 5 Forces Analysis, BCG Matrix and SWOT Analysis of
Akij Textile Mills Ltd and also about my contribution to the company during my internship
period. The report also includes methodology, some findings that are presented through
descriptive analysis and also a few recommendations for enhancing organizational
performance and areas of future development.
I would like to thank you for giving me this opportunity to familiarize myself with this
concept and also to develop my analytical skills that would be valuable in my future
endeavours.
I hope you find this report adequate in meeting the requirements of a MBA Internship.

Sincerely Yours,

Murad Ahmed Rajun

Registration No. 21306005
MBA Program
University of Asia Pacific (UAP)

4
 ACKNOWLEDGEMENTS

First of all, I thank Almighty Allah for giving me the strength and patience for completing
my internship and submitting the report.

Successful completion of my internship required assistance of a number of people. Support

from several people were extended to me for the preparation of this report as well. This is
just a little effort to show my deep gratitude to those helpful individuals.

I convey my sincere gratitude to my Academic Supervisor Professor Shahriyar Anam,

Department of Business Administration, University of Asia Pacific. Without his kind
direction and proper guidance, I could not have completed the report appropriately.

I am also very grateful to Mr. Jahidul Islam, Our HR Officer & Mr. Musa Ahmed Our
Deputy Manager of Akij Textile Mills Ltd. for their unconditional help and support. I
would also like to take the opportunity to thank all the officials of our HR department who
extended their kind support in providing adequate information to prepare the report
successfully.

I would like to specially thank my parents for their all out support. Finally, I feel that words
actually will fall short in expressing my gratefulness to my friends who extended their
sincere help and support in preparing the report.

5
 EXECUTIVE SUMMARY
This report has been prepared as a partial requirement of MBA degree of the University of
Asia Pacific (UAP). The topic of the report is “The Study on Akij Textile Mills Ltd. with
special focus on Overall HR and Administration”. Human Resource practices are playing a
vital role to choose the right person for the right post at the right time in an organization.
Maintain professional excellence to convert the human resource into human capital, Manage
Performance, Training and development, Bridge-scale maintain etc. All the
information incorporated in this report has been collected from primary and secondary
sources. I have collected data by medium of discussion sessions with HR officers and
observation of some practices. I also have collected data from the annual reports of Akij
Textile Mills Ltd.
In this report Chapter One covers Introductory Part such as Background of the Report,
Objectives of the Report-general objective which is to analyze the overall HR and
Administration of Akij Textile Mills Ltd. & specific objectives which are to evaluate the
current situation of HR and Administration, find out the weaknesses and to suggest
improvements for future organizational development. Scope of the Report is limited within a
specific area on a company Akij Textile Mills Ltd,Glora,Manikganj. The chapter also
mentions limitations like obstacle to collect some necessary information as an intern and
Structure of the Report. Chapter Two covers Overview of Textile Industry in Bangladesh,
Porter’s Five Forces Analysis, which presents threat of new entrants to a market is low, threat
of substitute is high, bargaining power of buyer’s is relatively low, bargaining power of
suppliers is also low and rivalry among existing competitors are high. The chapter also
covers Company Overview, Organizational Structure of Akij Textile Mills Ltd, Products and
Services of ATML, BCG Growth Share Matrix of ATML, which illustrates that star products
are Cotton Fabric, Denim fabric, Yarn, Wasted jhut, Home textile, Knitted Fabric etc.

6
SWOT Analysis of ATML shows that Diverse product range ,innovative product &
efficient administration are the strengths and technology advancement & lack of specific
training for specific job are the weaknesses of ATML.Chapter Three covers Methodology
which focuses on both primary and secondary sources, Discussions and Findings. Chapter
Four covers Conclusion and Recommendations.

TABLE OF CONTENTS

APPROVAL PAGE...................................................................................................................ii
DECLARATION OF STUDENT............................................................................................iii
LETTER OF TRANSMITTAL................................................................................................iv
ACKNOWLEDGEMENTS.......................................................................................................v
EXECUTIVE SUMMARY......................................................................................................vi
TABLE OF CONTENTS..................................................................................................vii-viii
LIST OF TABLES....................................................................................................................ix
LIST OF FIGURES..................................................................................................................ix
ACRONYMS.............................................................................................................................x

CHAPTER ONE: INTRODUCTION

1.1 Background of the Report....................................................................................................1
1.2 Objectives of the Report......................................................................................................1
1.3 Scope of the Report..............................................................................................................2
1.4 Limitations of the Report.....................................................................................................2
1.5 Structure of the Report.........................................................................................................3

CHAPTER TWO: INDUSTRY OVERVIEW

2.1 Overview of Banking Industry in Bangladesh.....................................................................4

7
2.2 Porter’s Five Forces Analysis...........................................................................................4-5
2.2.1 Threat of new entrants to a market...................................................................................5
2.2.2 Threat of substitutes..........................................................................................................5
2.2.3 Bargaining power of buyers..............................................................................................6
2.2.4 Bargaining power of suppliers..........................................................................................6
2.2.5 Rivalry among existing competitors.................................................................................6
2.3 Company Overview.............................................................................................................7
2.4 Vision...................................................................................................................................8
2.5 Mission.................................................................................................................................8
2.6 Organizational Structure of PBL.........................................................................................9
2.7 Products & Services of PBL.........................................................................................10-13
2.8 BCG Growth Share Matrix of PBL..............................................................................13-15
2.9 SWOT Analysis of PBL...............................................................................................15-17
2.10 Recruitment and Selection Process of PBL.....................................................................18
2.10.1 Types of Recruitment....................................................................................................18
2.10.2 Recruitment Sources and Methods..........................................................................18-20
2.10.3 Types of Selection Process...........................................................................................20
2.10.3.1 Selection Process for Direct Recruitment.............................................................21-23
2.10.3.2 Selection Process for Lateral Recruitment...........................................................24-25
2.10.4 Manpower Requirements vs Recruitment of P B Limited for the previous 5
years.........................................................................................................................................25

CHAPTER THREE: METHODOLOGY, DISCUSSIONS AND

FINDINGS
3.1 Methodology......................................................................................................................26
3.2 Discussions about Contribution to the Bank during Internship Period........................26-27
3.3 Findings........................................................................................................................27-28

CHAPTER FOUR: CONCLUSION AND RECOMMENDATIONS

4.1 Conclusion....................................................................................................................29-30
4.2 Recommendations..............................................................................................................30

8
REFERENCES....................................................................................................................31

TLIST OF TABLES

Table No. Particulars Page No.

2.10.4 Manpower Requirements vs Recruitment of P B Limited for 25
the previous 5 years

LIST OF FIGURES

Figure No. Particulars Page No.

2.2 Porter’s Five Forces Model 5
2.6 Organizational Structure of PBL 9
2.8 BCG Growth Share Matrix of PBL 13
2.9 SWOT Analysis of PBL 15
2.10.3.1 Selection Process for Direct Recruitment of PBL 21
2.10.3.2 Selection Process for Lateral Recruitment of PBL 24

9
 ACRONYMS

BCG Boston Consulting Groups

SWOT Strength, Weakness, Opportunity, Threats
HR Human Resource
ATML Akij Textile Mills Ltd.
JCB Japan Credit Bureau
MSME Micro, Small and Medium Enterprises
CC Cash Credit
SOD Secured Overdraft
NFCD Non-Resident Foreign Currency Deposit
FC Foreign Currency
USD United States Dollar
KSA Knowledge, Skills, Abilities
CV Curriculum Vitae
IBA Indian Banks, Association
BIBM Bangladesh Institute of Bank Management

10
MD Managing Director
DM Deputy Managing
MBA Master of Business Administration
WWW World Wide Web
PHP Personal Home Page
BD Bangladesh

11
 CHAPTER ONE:
INTRODUCTION

1.1 Background of the Report

The main focus point of this report is to analyze the Recruitment and Selection Process of P

B Limited. Hopefully, this report helps to evaluate the current recruitment and selection

process of P B Limited. It also attempts to find out the weaknesses of the current process and

to suggest improvements for future development.

I got the opportunity to work in one of the reputed banking brands of our country- P B

Limited. I was placed in the Panthapath Branch of P B Limited for my internship program

and prepare this report. The report contains Porter’s 5 Forces Analysis, BCG Matrix and

SWOT Analysis of P B Limited. The report attempted to make an overall analysis about

Recruitment and Selection Process of P B Limited.

1.2 Objectives of the Report

Some general and specific objectives are given below:

* General Objectives:

● To analyze the recruitment and selection process of P B Limited

* Specific Objectives:

● To evaluate the current recruitment and selection process of P B Limited

● To find out the weaknesses of current process

● To suggest improvements for the organizational development

● To be familiar with different products of P B Limited

1
1.3 Scope of the Report

Every bank has different products, different services and different customers. Scope of the

report is limited within a specific area on an organization that is P B Limited, Panthapath

Branch, Dhaka. The subject matter which is discussed here is titled as “The Study on P B

Limited with special focus on Recruitment and Selection Process”. During my Internship

period, I was subjected to various activities and gathered experiences by working in the

different desks of the branch.

1.4 Limitations of the Report

During my internship period, although I was accorded with full co-operation from the

officials of P B Limited, still the presence of following limitations can’t be ignored:

● There may have been faults in the report though maximum efforts have been given to

avoid any kind of mistake because of the lack of experience.

● As an intern, I did not have access to all the necessary information due to confidential

nature of the data.

● Due to covid, some important information have been made temporarily unavailable.

2
1.5 Structure of the Report

Chapter-1: This part is basically introductory part which includes background, objectives,

scope, limitations and structure of the report.

Chapter-2: This part focuses on brief Overview of Banking Industry in Bangladesh and

Porter’s 5 Forces Analysis, Company Overview (their mission, vision, organizational

structure, products and services), BCG Matrix, SWOT Analysis and Recruitment & Selection

Process of P B Limited.

Chapter-3: This part contains Methodology, brief discussions of my contribution to the bank

during Internship Period and findings.

Chapter-4: This part concludes with some Recommendations for the kind perusal and

consideration of the bank management.

3
 CHAPTER TWO:

INDUSTRY OVERVIEW

2.1 Overview of Banking Industry in Bangladesh

Bangladesh is a developing country with an impoverished banking system, particularly in

terms of the services that are provide to the customers. Currently there are 60 scheduled

banks in Bangladesh. Among them, 6 are state owned commercial banks, 42 are local private

commercial banks, 9 are foreign commercial banks and the rest 3 are specialized banks.

There are also 5 non-scheduled banks and 8 Islami Shariah based which are full fledged and

other 16 are partially operated. Bangladesh Bank monitor and supervises the activities of all

banks. It has been working as the control bank since the country’s independence. Its prime

jobs include issuing of currency, maintaining foreign exchange reserve, providing transaction

facilities of all public monetary matters and so on. Bangladesh Bank is also responsible for

planning the government’s monetary policy and implementing it thereby.

2.2 Porter’s Five Forces Analysis

Porter’s five forces framework is a method for analyzing competitiveness of a business

which is developed by Michael E. Porter. He identified five factors to determine the nature of

competition within banking industry as a whole. These are-

● Threat of new entrants to a market

● Threat of substitutes

● Bargaining power of buyers

● Bargaining power of suppliers

4
 ● Rivalry among existing competitors

Figure-2.2: Porter’s Five Forces Analysis of PBL

2.2.1 Threat of new entrants to a market

There are some new banks entering in this industry but there are a number of barriers to

enter. Threat of new entrants for banking industry is low because of the requirements of

massive amount of capital, the length of time to establish a significant brand identity and

government regulations that apply to the operation of banks.

2.2.2 Threat of substitutes

Threat of substitutes is high because substitutes products are increasing day by day in

banking industry. Examples of such substitute products include payment processing and

transfer services such as i-pay and Nagad, prepaid debit cards, and online payment gateways

like SSL (Secure Sockets Layer) etc. The intrusion of these substitute services has cost both

PBL and the other major banks considerable revenue.

5
2.2.3 Bargaining power of buyers

Consumer’s overall bargaining power is an important factor influencing the industry.

Individual customers, who are in the retail banking marketplace, have relatively little

bargaining power since the loss of any one account has a minimal impact on a bank.

However, in the aggregate, the bargaining power of customers is greater, since the bank

cannot afford to suffer mass defections of depositors.

2.2.4 Bargaining power of suppliers

There are two main suppliers for a bank- the depositors, who supply the primary resource of

capital, and employees, who supply the resource of labour. In regard to depositors, the

situation is essentially the similar as that delineated under the bargaining power of

consumers. Individual depositors, other than major corporate depositors, have relatively little

bargaining power but taken as a whole, their bargaining power is considerable.

2.2.5 Rivalry among existing competitors

In Banking industry, the number of competitors is increasing day by day with its increasing

number of different products, improved service, attractive advertising and interest rates. All

the banks are trying to gain customer’s satisfaction by providing quality service to compete

with others. For this reason, rivalry among existing competitors, is high.

6
2.3 Company Overview

P B is local commercial bank in Bangladesh established in 1995. Headquartered in the heart

of Dhaka’s bustling financial hub Motijheel, Dhaka. The Bank’s operational footprint is

spread all over the country with 146 branches. Consolidated under the companies Act of

1994. The current manpower of PBL is 2867.

P B is well known for its expertise in corporate and Institutional Banking and its innovative

Digital Banking services. Global Finance, a North America based leading financial

publication has recognized P B as the Best Bank in Bangladesh in 2020. P B has also been

conferred the Best Digital Bank award in Bangladesh in 2020 by Asiamoney, another global

financial publication. The bank has already made significant progress within a very short

period of its existence and also has already occupied an enviable position among its

competitors only after achieving success in all areas of business operation.

P B Limited, as a scheduled bank offers all kinds of commercial corporate and personal

banking services which is covering all segments of society within the framework of Banking

Company Act and rules and regulations laid down by the central bank.

P B Limited, since its inception has put in more importance in technology integration. In

order to retain competitive edge, investment in technology is always a top agendum and

under constant focus. Their past performance gives an indication of their strength. They are

better placed and positioned to take their clients through fast changing times and enable them

7
to compete more effectively in the market they operate. The bank’s strategy is to gradually

cover the total area of banking.

2.4 Vision

● To be the best Private Commercial Bank in Bangladesh in terms of efficiency, capital

adequacy, sound management and profitability having strong liquidity.

2.5 Mission

● To provide high quality financial service

● To provide excellent customer service

● To build P B Limited into an efficient, market driven, customer focused institution

with good corporate governance structure.

● Continuous improvement of business policies, process and efficiency through

integration of technology at all levels.

8
2.6 Organizational Structure of P B Limited

Managing Director

Additional Managing Director

Deputy Managing Director

Senior Executive Vice President

Executive Vice President

Senior Vice President

Vice President

Senior Assistant Vice President

Assistant Vice President

First Assistant Vice President

Junior Assistant Vice President

Senior Executive Officer

Executive Officer

First Executive Officer

Assistant Executive Officer

Senior Officer Trainee Senior Officer

9
 Officer Trainee Officer
Figure-2.6: Organizational Structure of PBL

2.7 Products & Services of PBL

Followings are some products & services provided by P B Limited:

A. Liability Product:

Savings Account

● Monthly Basis

● Payroll

● Daily Basis

● My First

● NEERA- A P B Initiative for Women

Current Account

● Current Deposit

* Personal Current Deposit

* Non-Personal Current Deposit

● SND (Short Noticed Deposit)

● NEERA- A P B Initiative for Women

Deposit Scheme

● Contributory Savings Scheme

● LAKHOPOTI

10
 ● LAKHSMAPURAN

● House Building

● 150% Scheme

● Prime Monthly Benefit

● Prime Milliner

● Double Benefit

● KOTIPOTI

● NOBAGOTO

● NEERA Contributory

● NEERA Prime Milliner

Fixed Deposit

● Brighter Tomorrow

● Monthly Basis

RFCD (Resident Foreign Currency Deposit Account)

● NRTA (Non-Resident TAKA Account)

SUKONNA

Prime Digi

Alternative Delivery Channel Product

● ALTITUDE

11
 ● SMS Banking- PBL brings SMS Banking services to ensure instant access to

customer’s account information at any time where any mobile phone user having

account of P B can get the service via the mobile phone upon registration.

B. Asset Product

Personal Loan

● Car Loan

● Loan Against Salary

● Home Loan

MSME Loan

● Term Loan

● Continuous Credit Loan

● Prime Shohoj

● Prime Shombhabona

● Prime Emarat

● Prime Cholti

● Prime Shompod

● Anchol Rin

Credit Card

SOD

C. NRB Banking

12
 ● Letter of Credit

● Foreign Remittance

* Inward

* Outward

D. Offshore Banking

E. Corporate Wholesale Banking

F. Consumer Banking

G. Islamic Banking

H. Treasury

2.8 BCG Growth Share Matrix of PBL

The chart of the growth share matrix was created by Bruce D. Henderson for the Boston

Consulting Groups, product portfolio in 1970 to help with long-term strategic planning, to

help a business consider growth opportunities by reviewing its portfolio of products to decide

where to invest, to discontinue or develop products.

The BCG Growth Share Matrix of P B Limited is given below:

Figure-2.8: BCG Growth Share Matrix of PBL

13
● Stars

Star products are the ones with high growth rate and high market share. The stars products of

PBL are-

* Savings Account (Monthly Basis)

* Current Account

* Savings Scheme

* Fixed Deposit

* Personal Loan

● Question Marks

Question Mark products are the ones with high growth rate and low market share. The

question marks products of PBL are-

* ALTITUDE

* NEERA

* KOTIPOTI

● Cash Cows

Cash Cow products have low growth rate and high market share. The cash cow products of

PBL are-

14
* MSME Product

* Alternative Delivery Channel Product

● Dogs

Products with low growth rate and low market share are the dogs products of a company.

Dogs products of PBL are-

* Brighter Tomorrow

* 150% Scheme

* House Building Scheme

2.9 SWOT Analysis of PBL

Figure-2.9: SWOT Analysis of PBL

A SWOT Analysis is a compilation of company’s strengths, weaknesses, opportunities and

threats. The primary objective of SWOT analysis is to help organizations to develop all the

factors involved in making a business decision. Strengths & weaknesses are considered

internal factors and opportunities & threats are considered external factors of an organization.

15
Strengths

● Good customer Service: P B Limited has a reputation of providing better quality

services to the customers compared to its other contemporary competitors. The bank has

a very good relationship with its customers. The bank believes in maintaining personal

relationship with the customers. One of the major goals of this bank is to build long-term

relationship with the clients and also to create value for them.

● Innovative Products: P B Limited offers various kinds of deposit schemes by which

people have opportunity to save their small money and bank is able to earn more for

themselves. Comparatively P B Limited offers more number of deposit schemes to

customers.

● Efficient Administration: P B Limited has an efficient administration. Here, the work is

done in a timely and systematic manner. There is close relationship between the

employees and management though the chain of command is maintained strictly. Overall,

there is a good balance between the administration and employees.

Weaknesses

● Technology: Technology is one of the major weaknesses of PBL. With the change of

time, technological advancement is essential to survive in the competition.

16
● Training: P B Limited has its own training institute PBTI (P B Training Institute) to

strengthen the capabilities of human resources. However, there is a lack of specific

training for specific jobs; as a result, the employees often have to learn things from the

job by doing it practically.

Opportunities

● Training Facility: P B Training Institute (PBTI) offers the bank in house training

courses, workshops and seminars. As the bank has its own training institute to increase

the capability of human resources, P B Limited may use this opportunity to train their

employees in specific areas and create specialized and expert people for the bank.

● Banking Software: Quality service providing is a major goal of P B Limited. Though P

B Limited is still lagging behind in updating their software system, the bank has the

possibility to select high quality banking software, which will make the banking

operations easier and smooth.

Threats

● Level of Competition: Competitors are always a major threat for any organization. In

recent years, the number of Private Bank is increasing day by day. These banks always

pose a threat for others by arising with new product line, innovative technology, quality

services etc. Thus, the level of competition rises and it creates threat, for P B Limited.

● Technological Advancement: With time, technology is getting up to date and most of

the private banks are upgrading their operating system to survive in the industry. P B

Limited is lagging behind in this department and it still mostly dependent on manual

17
 work rather than technology. Advancement of technology is constituting great threat for

P B Limited.

2.10 Recruitment and Selection Process of P B Limited

Recruitment

This is the very first step in human resource planning process of the P B Limited. The Human

Resource Department finds out department wise and branch wise requirements of people of

the bank. The requirement consists of number of people required in addition to qualification

they possess.

The recruitment goals of P B Limited (PBL) are to attract and retain highly qualified human

resources who will perform best in their respective areas. The bank not only tries to attract

highly qualified candidates but also tries to identify and recruit people who are really

interested to work in the bank for an acceptable period of time.

2.10.1 Types of Recruitment

P B Limited practices two types of recruitment. They are as follows-

● Yearly Recruitment: This is done each year, as per to the HR plan.

● Need-based Recruitment: This is done when there is an immediate vacancy.

2.10.2 Recruitment Sources and Methods

18
P B Limited usually promotes from within the organization. When the bank promotes from

within the organization, then the sources of internal recruiting considering variables are-

● Organization database which focuses on employee’s KSA (Present and Previous

Performance rating)

● Promotion

● Transfer

● Employee’s Service Length

But it also recruits from external sources. There are two types of external recruitment

sources. They are-

* Direct Recruitment:

In direct recruitment, P B prefers to recruit the fresh candidates who have just completed

their graduation. Direct Recruitment is usually conducted for two positions of P B Limited-

⮚ Management Trainee

⮚ Trainee Assistance

* Lateral Recruitment:

In case of lateral recruitment P B Limited recruits experienced banker based on the

requirement of specific job purpose. For experienced banker’s recruitment P B conducts the

recruitment on the region basis. They divide the whole country into 5 regions Dhaka, Sylhet,

Khulna, Rajshahi, Chittagong.

The external sources tapped by PBL are-

● Different Universities

● Competitors and other organizations

And the external recruitment methods include-

19
 ● Advertising in Newspaper, Company Website etc.

● Employee Referrals

● Internships

Selection:

The selection process can be defined as the process of selection and short listing of the right

candidates with the essential qualifications and skills set to fill the vacancies in an

organization. The selection process differs from industry to industry, company to company

and even amongst departments of the same company.

2.10.3 Types of Selection Process

There are two types of selection process of P B Limited. They are-

● Selection Process for Direct Recruitment

● Selection Process for Lateral Recruitment

20
2.10.3.1 Selection Process for Direct Recruitment

Receipt of Applications

Sorting out of Applications

Informing Candidates

Written Tests

Face to Face Interview

Final Selection and Offer Letter

Physical Examination

Medical Examination

Joining and Placements

21
 Figure-2.10.3.1: Selection Process for Direct Recruitment of P B Limited

* Receipt of Applications:

This is the first step in the selection process to join P B Limited. Candidates send their CV’s

along with applications for a specific vacancy and the HR division collects the applications

against each job vacancy.

* Sorting Out of Applications:

The next step is the short listing of résumés. Usually, the HR division is engaged in short

listing. To recruit experienced bankers, résumés may be sorted out from the collection of

unsolicited résumés received. Once potential candidates are thus pick up, they are contacted

and called for an interview.

* Informing Candidates:

After the applications are worked out and a preliminary list is prepared, the candidates are

informed and are called for a written test (for entry level positions) or an interview (for

experienced banker for mid level/ senior level positions).

* Written Tests:

22
For written test, the bank issues admit cards through courier services seven to ten days prior

to the exam. The HR division contacts IBA/BIBM to design and conduct the recruitment

tests on behalf of the bank. The HR division provides them with the desired academic

qualification and the name of the vacant posts to setup the question paper for the test.

* Face to Face Interview:

The interviews that are conducted are panel interviews and not structured. The interview

board incorporates of the MD, DMD, and the Head of HR. Even in the selection of fresh

graduates for trainee assistant and management trainee positions, those top level and

executive level managers are present. Usually only 1 interview is conducted for selecting a

candidate for a position. But in case of the requirements of recruiting experienced bankers,

sometimes more than one interview are conducted.

* Final Selection and Offer Letter approved by Competent Authority:

After the interview is conducted and the interviews are evaluated, the management

committee decides which candidate is to be selected and which candidate is to be rejected.

After this final decision, an “Offer Letter” is made for each selected candidate. Once the

candidates accept this offer, they are given the “Appointment Letter”. The candidates that are

rejected are not informed.

* Physical/Medical Examination:

After the appointment letters are printed, the candidates are given one month for joining. The

candidates have to go through physical/medical examinations before being considered

23
eligible to join the bank. The result of the medical exam along with all the necessary

documents and academic certificates have to submitted for joining PBL.

* Joining and Placement:

After under going the formal joining and placement process, the candidates are finally

considered employees of P B Limited.

2.10.3.2 Selection Process for Lateral Recruitment

Initial Screening

Comprehensive Interview

Selection and Medical Check-up

Joining and Placements

Figure-2.10.3.2 Selection Process for Lateral Recruitment of P B Limited

* Initial Screening:

In the process of experienced banker selection, the procedure begins with the screening of the

résumés of the candidates. The HR division considers the following components at this stage.

⮚ Whether the candidate has the sufficient working experience to do the job perfectly.

⮚ Whether the candidate is academically sound to do the job perfectly.

* Comprehensive Interview:

24
After the initial screening of the candidates by sorting out the résumés, the selected

candidates are invited for a comprehensive panel interview. In this case the following factors

are considered:

⮚ Professional knowledge

⮚ Academic knowledge

⮚ General knowledge

This interview is an attempt to find out candidate’s reaction (behavior) in different situations

in the previous job.

* Selection and Medical Check-up:

After successful interviews candidate/s get/s the offer letter/s from the HR division of the

bank. The eligible candidates are to undergo medical check-up from the selected pathological

centre by the HR division of P B Limited.

* Joining and Placement:

After successful completion of the medical checkup and background checking, P B Limited

finally select candidates by giving the appointment letter from the HR division.

2.10.4 Manpower Requirements vs Recruitment of P B Limited for the previous 5

years:

Year Manpower Requirements Recruitment of Employees

2019 140 140

25
 2018 73 73

2017 700 700

2016 250 250

2015 240 240

Table-2.10.4: Manpower Requirements vs Recruitment of P B Limited for the previous 5

years

CHAPTER THREE:

METHODOLOGY, DISCUSSIONS AND FINDINGS

3.1 Methodology

All the information incorporated in this report have been collected from primary and

secondary sources.

The primary source consists mainly of personal observation during my internship. I also

collected data and necessary information from primary source by discussing (face to face

conversation) with the officials of P B Limited.

As the secondary source the official website of P B Limited was primarily used. A few

articles also helped me in the collection of information. Effort was put in to use as much

updated data as possible.

3.2 Discussions about my Contribution to the Bank during Internship Period

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I was appointed as an intern in P B Limited, Panthapath Branch from the date of 6 th

September, 2020 to 5th December 2020. During the three months internship, I experienced

working in almost all desks except cash counter. During my internship program, I gained lots

of experience about corporate environment. The report has been prepared owing to gathered

experience during the period of internship. PBL doesn’t follow any specific guideline in

terms of responsibility for internship students. I was subjected to a volume of works which

were actually pending for some time because of the pandemic situation COVID-19. In

addition, I carried out different types of tasks in different desks whenever I was assigned.

I often used to fill up customer’s loan related forms as an intern of PBL. I also got

familiarized with the procedure of opening an account and scrutinizing the documents that

are needed for opening an account and the types of accounts of P B Limited. I also had to do

some data entry related tasks which are yearly checked by the audit division. I used to call up

customers for collecting their debit cards or their return checks. This gave me an opportunity

to learn to deal with clients and face their questions with patience regarding different issues.

There are two types of clearings in Clearing Department. They are outward clearing and

inward clearing. I got the opportunity to work in this clearing section too. When the branch

receives cheque/s from its customer/s drawn on the other banks within the local clearing area

for collection through clearing house, it is called outward clearing. And when the cheques are

received by the bank from the other banks it is called inward clearing.

3.3 Findings

On the basis of my experience as an intern at P B Limited the followings are my findings:

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● The account opening procedure of P B Limited is very easy for the customers so they

are satisfied.

● NEERA is a new product of P B Limited which is a great initiative for women.

● P B Limited follows both internal and external recruitment procedures, although

initially they try to manage the manpower requirement by recruiting internal

employees.

● The lateral recruitment of P B Limited is always open for the employees.

● The recruitment goals of PBL are to attract and retain highly qualified HR who will

perform best in their respective areas.

● The selection procedure of internal recruitment of P B Limited is very good because

they comprehensively review the documents, working experience etc.

● The selection procedure for direct recruitment is very lengthy and the authority often

can’t get all the required information from the résumé which are provided by the

candidates.

● Good customer service is the strength of P B Limited.

● P B Limited provides huge training facilities to their employees through PBTI (P B

Training Institute) which is really a great opportunity to learn more and gain more

experiences.

● BCG Growth Share Matrix of PBL helps to analyze their business units, that is, their

product lines.

● SWOT Analysis of PBL helps to develop a full awareness of all the factors involved

in making their business decision.

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 ● Porter’s Five Forces Analysis plays a vital role in case of analyzing competition of

banking industry.

CHAPTER FOUR:

CONCLUSION AND RECOMMENDATIONS

4.1 Conclusion

This report is all about Porter’s Five Forces Model, BCG Growth Share Matrix of PBL,

SWOT Analysis of PBL and the Recruitment and Selection Process of PBL. Here, some

recommendations are given. Organizations may consider these while organizing their HR

department and the activities. It was a great pleasure for me to do my internship program in a

reputed organization like P B Limited. In banking sector, P B Limited performs as a bank of

difference. Day by day its area of services is increasing across the country through setting up

new branches at new locations. In this report I have attempted to explain my experience

which I gathered from different activities. I believe that now a days banking sector is more

competitive. To excel in this state of fierce competition, it is essential to satisfy its customers

by providing them different valuable and dynamic services. Because a satisfied customer will

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talk to others about the services which he/she has been provided and a satisfied customer’s

statement is more effective than several commercial advertisements. The experience gained

during my internship period, I believe, will help me deal with many professional

impediments.

P B Limited is maintaining a well-structured management at all levels and are trying to

maintain all the policies and procedures as well as revising and rechecking wherever and

whenever necessary. I have observed that P B Limited has the vision to be the best

commercial bank in Bangladesh in terms of efficiency, capital adequacy, asset quality, sound

management and more specifically the HR practices. Day by day the overall reputation of P

B Limited is enhancing crossing all the boundaries and frontiers and I hope that its progress

would maintain its escalation unhindered in future.

4.2 Recommendations

My three months internship experience has provided me the impetus and encouragement to

come up with the following suggestions for the kind perusal and consideration of the PBL

management:

● P B Limited should provide enough information into their website so that the

customers can have access to more updated information.

● Recruitment process should be checked from time to time by experts so that

necessary changes can be made.

● The Human Resource Division of PBL should expand its HR and Administrative

Department.

● The bank should go for more aggressive advertising about their products, services and

facilities for their client.

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 ● The bank should also go for technological advancements to keep up their service in

this competitive world.

● PBL should invest more to their Brighter Tomorrow, 150% Scheme, House Building

Scheme which are in dogs stage so that those products will be able to shift to cash

cows stage with high market share.

● PBL should always try to improve their relationship with customers by providing

quality service to compete with others.

● PBL has its own training institute so that they should always train their employees to

learn things from the job by doing it practically and enhance their capabilities.

REFERENCES

● Rahaman, M.A. (2016). Employees perception of recruitment and selection practices in

local companies

● Aswathappa, K. (2005). Human resource and personnel management, New Delhi, India:

Tata MCGRAW-Hill

● Absar, M.M.N. (2012). Recruitment and selection practices in manufacturing firms in

Bangladesh.

Annual Reports:

● PBL Annual Report 2018 (Source: https://www.PB.com.bd/index.php/home/ financial

reports)

● PBL Annual Report 2019 (Source: https://www.PB.com.bd/index.php/home/ financial

reports)

Websites:

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● www.google.com

● https://www.PB.com.bd

Office:

P B Limited, Panthapath Branch

Address: Firoz Tower, 152/3-B Green Road, Panthapath, Dhaka-1205, Bangladesh

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