selection process of apparel promoters ltd

Internship Report

On

Selection Process

Of

Apparel Promoters Ltd

(This Internship Report is submitted for the Partial fulfillment of MBA,

Human Resource Management).

Prepared By:

Name: Abdullah Al Sayed

ID 150-222-080-2304

Major: HRM

Section : B

Faculty of Business Studies

Premier University, Chittagong.

Date of Submission:

Internship Report

On

Selection Process of

Apparel Promoters Ltd

(This Internship Report is submitted for the Partial fulfillment of MBA,

Human Resource Management).

Submitted To:

Ms. Kainatun Nur

Lecturer

Department of HRM



Prepared By:

Abdullad Al Sayed

ID:150-222-080-2304

Major: HRM



Date of Submission

Letter of Transmittal

December 11, 2017

To

Ms. Kainatun Nur

Lecturer

Department of HRM


Premier university, Chittagong.

Subject: Submission of Internship Report.

Dear Madam,

With great pleasure I submit my Recruitment and Selection process report on “Apparel Promoters

Ltd.” that you have assigned to me as an important requirement of MBA. I have found the study to

be quite interesting, beneficial & insightful. I have tried my level best to prepare an effective &

creditable report. The report contains a detailed study on Selection process & a look at how it is

done in the practical world. Here we have gathered information through different sources such as

websites and actual interviews from my Supervisor of “Apparel Promoters Ltd”.

I also want to thank you for your support and patience for me and I appreciate the opportunity

provided by you through assigning me to work in this thoughtful project.

Yours sincerely,

________________

Name: Abdullah Al Sayed

ID: 1502220802304

Major: HRM



Acknowledgement

First of all, I wish to express my gratitude to the almighty ALLAH for giving me the strength to

perform my responsibilities as an intern and complete the report within the stipulated time.

I am deeply indebted to my University Advisor Ms. Kainatun Nur, Lacturer of Premier

University for her whole-hearted supervision during my organizational attachment period. I am

also grateful to Mr. Saif Uddin Kamal, HR Manager at Mother & child care hospital as my

organizational supervisor. It would have been very difficult to prepare this report up to this mark

without their guidance.

My gratitude goes to entire Premier University for arranging Internship Program that facilitates

integration of theoretical knowledge with real life situation.

Moreover, I would also like to express my gratitude to my mother & child care Hospitals

Employee, seniors and colleagues who gave me good advice, suggestions, inspiration and

support for preparing the report. I must mention the wonderful working environment and group

commitment of this organization that has enabled me to deal with a lot of things.

Executive Summary

The main purpose of the report is to provide a basic idea of what Recruitment and selection process is and how it helps to recruit and select right person for right place of apparel promoters Ltd.

In the 1st chapter, I have discussed the Introduction, objective, methodology, scope, and

limitations etc of the report. In Chapter 2, I have discussed about the overview and history, important vision and mission,

objective, Company Profile, Organizational Structure and operational activities of Apparel Promoters Ltd.

In Chapter 3, I have covered the theoretical aspects of the recruitment and selection process.

In Chapter 4, I have discussed all about analyzing the recruitment and selection process of Apparel Promoters Ltd.

Lastly in Chapter, I have given limitations, Problems, Recommendation, Conclusion, and

reference.

Table of Content

Serial No.

Particulars Pg. No.

Chapter 1: Background of the Study 1

1.1 Introduction 1

1.2 Objective of the Study 2

1.3 Methodology of the Study 3

1.4 Limitations of the study 4

Chapter 2: Organizational Overview 5

2.1 History of the Company 6

2.2 Mission of APL 7

2.3 Goal of APL 7

2.4 Key services 7

2.5 Religions 8

2.6 Management Team 9

2.7 Chief Executive Committee 10

Chapter 3: literature Review 11

3.1 Discussion about HRM 12

3.2 Functional area of HRM 13

3.3 Definition of Selection 14

3.4 Differences Between Recruitment & Selection 15

3.5 Significance of selection 15

3.6 The process Employee Selection 16

3.7 The importance of selection and placement 18

Chapter 4: Recruitment And Selection Process of

Apparel promoters Ltd.

19

4.1 Human Resource Division of the APL. 20

4.2 The structure of HR division at Apparel promoters Ltd. 21

4.3 Human Resource Management APL. 22

4.4 Human Resource Planning of APL. 23

4.5 Responsibility of HR department in APL. 24

4.6 Selection Process of the APL. 25

4.7 Joining of the Candidate 30

4.8 Summary of the Recruitment & Selection Process of APL. 32

Chapter 5: Internship Experience Of NCCBL 33

5.1 Internship activity in APL 34

5.2 Job Description & Responsibilities in APL 34

5.3 Observation 35

5.4 Lesson learned from internship program 36

Chapter 6: recommendation & Conclusion 37

5.1 Recommendation 38

5.2 Conclusion 39

References 40

Premier University, Chittagong .

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Chapter 1: Background of the

Study


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1.1 Introduction

The selection processes of an organization are two of its most important HR planning activities.

The basic purpose of Selection is to ensure a sufficient pool of applicants from which the most

qualified individuals may be selected. Effective recruiting is important because sufficient number

of qualified applicants is needed to ensure that selection can be successfully accomplished.

1.2 Objective of the Study:

Based on two objectives I have prepared this report:

Primary Objective: The main objective of this report is to provide necessary information about the procedures of selection techniques followed by the “Apparel Promoters Ltd” through the HR Department and recommendation.

Secondary Objective:

a) To have a clear view about what is actually happening in the field of HRM of the selected

business organization.

b) To collect information and insight about the Selection function of the organization.

c) To experience different Selection system those are being followed by “Apparel Promoters

Ltd”.

d) To relate the theoretical knowledge with the real life experience of the Recruitment &

Selection process of “Apparel Promoters Ltd”.


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1.3 Methodology of the Study

The study is conducted in a systematic procedure starting from selection of the topic to final

report preparation. The integral part was to identify and collect data; they were classified, analyzed, interpreted and presented in a systematic manner to find the vital points. The overall process of the methodology followed in the study is explained further.

Sources of Data: Data are collected from both primary and secondary sources –

1.6.1 Primary Sources

Observation of the organization.

Discussion with officials and concerned experts.

1.6.2 Secondary Sources

Annual report

Newspapers

Internet

Textbook

Collection of Data:

Primary data I collected from observation method, face to face communication with the officials.

Secondary data was collected from Square toiletries websites and other related websites and

documents.


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1.4 Limitations of the Study The major limitations that I faced during my internship period and preparation of this report are

as follows:

1. Employees are not allowed to provide sensitive and depth information.

2. The main constraint of the study was insufficient access to information which has significantly

disturbed the scope of the analysis that is required for the study.

3. As the employees were busy with their own duty, they could give me little time for

consultation.

4. Time restriction is another important for limitation of study.

5. Published information is not up to date


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Chapter 2: Organizational Overview


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2.1. History of the Company

APL Logistics offer a comprehensive suite of services extending from international freight

forwarding to both origin and destination services, including freight consolidation, warehousing

and distribution management. We employ innovative Information Technology (IT) to deliver

maximum supply chain efficiency, visibility and control. APL Logistics is Singapore-based

global cargo transportation and Logistics Company. APL Logistics designs and operates smart

globally integrated supply chains officially incorporated in 1977, APL Logistics is a US$1.6

billion global supply chain services provider. APL Logistics designs and operates smart globally

integrated supply chains. They combine origin and destination logistics solutions with

transportation services across all modes and regions of the world.

Operating in more than 110 locations in 60 countries, they manage 200 logistics facilities

covering over 20 million square feet globally. With more than 7,600 logistics professionals

across the world with local market knowledge, APL Logistics is trusted global logistics partner.

APL Logistics is a member of the Kintetsu World Express group, a global logistics services

provider with well-established air and ocean freight forwarding capabilities in Asia. KWE is a

leading logistics services provider in Japan with more than 10,000 employees across 30

countries. APL Logistics has extensive experience operating within the following key industry

sectors:

Automotive

Consumer

Industrials

Retail

The APL Logistics brand is synonymous with service quality, reliability and operational

excellence. We have a strong focus on delivering high-quality services that consistently meet

your requirements and exceed your expectations. We constantly measure our performance

against established targets and implement continuous improvement programs to drive operational

excellence throughout our organization.


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2.2 Mission of APL Logistics:

Enable customers to outperform their markets through reliable and innovative supply chain

solutions: Achieve sustainable growth through balancing needs and requirements of our

stakeholders.

2.3. Goal of APL Logistics

Grow with our customers and to be an established player and targeted verticals and markets

2.4. Key Services

Order Management

Purchase Order Management

Buyer’s Consolidation

Vendor Management

Import and Export Management

Customs Brokerage

International Hub Management

DC Bypass Services

Deconsolidation

Trainload and Cross-dock

Freight Management


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Ocean Freight Forwarding

Air Freight Forwarding

Land Transportation Services

Intermodal Transportation

Road Transportation

Expedited and Time-definite Services

Expedited Services

Warehousing and Distribution Management

Inbound Logistics

Manufacturing Support

Vendor Managed Inventory

Order Fulfillment

Distribution Management

Value-added Services

2.5. Regions:

Europe

Latin America

Middle East and Africa

North America

North Asia

South Asia

South East Asia


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2.6 Management Team:

1. William Villalon

President, APL Logistics

2. Shigeo Mori

Chief Financial Officer

3. Danny Goh

Chief Operations Office

4. Fabio Duque

Global Vertical Leader, Consumer

5. Siddharth Adya

Global Vertical Head, Industrials

6. Tony Zasimovich

Global Vertical Leader, Retail – SVP

7. Michael C. Pilver Jr.

Global Vertical Leader, Automotive

8. Graeme Watson

Head, North America

9. Felix Riachi

Head of LATAM, APL Logistics

10. Joerg Granzow

Regional Leader, Europe, Middle East and

Africa

11. Paul Man

Regional Leader, North Asia

12. Vibhu Prakash Annaswamy

Regional Head, South Asia

13. Komol Roongruangyot

Regional Leader, South East Asia

14. Komol Roongruangyot

Regional Leader, South East Asia


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2.7. Chief Executive Committee

Chief Executive

Office

(CEO)

General

Manager, Human Resources

Dept.

Director

Finance,

Accounts &

Finance Dept.

Deputy General

Manager, Business

Develop-

ment

General

Manager, Materials Develop-

ment

General

Manager, Information Technology

Develop-

ment

Director – Operation


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Chapter 3: literature Review

3.1 Discussion about HRM

The History of Human Resource Management is the strategic and coherent approach to the

management of an organization's most valued assets - the people working there who individually and

collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel

management" as a description of the processes involved in managing people in organizations. Human


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Resource management is evolving rapidly. Human resource management is both an academic theory

and a business practice that addresses the theoretical and practical techniques of managing a

workforce.

Human resource management has roots in the late and early 1900's. When there are less labor then

there are more working with machinery. The scientific management movement began. This movement was started by Frederick Taylor when he wrote about it a book titled ‘The Principles of

Scientific Management’. The book stated, "The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each

employee”.

Taylor believed that the management should use the techniques used by scientist to research and test

work skills to improve the efficiency of the workforce. Also around the same time came the

industrial welfare movement. This was usually a voluntary effort by employers to improve the conditions in their factories. The effort also extended into the employee’s life outside of the work

place. The employer would try to provide assistance to employees to purchase a home, medical care,

or assistance for education. The human relations movement is the major influence of the modern human resource management. The movement focused on how employees group behavior and how

employee feelings. This movement was influenced by the Hawthorne Studies.

3.2 Functional area of HRM


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The important functions of Human Resource Management are given below:

Figure 1: Function of HR


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3.3. Definition of Selection

Selection is the process of picking up individuals (out of the pool of job applicants) with

requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under -

Definition of Selection: Process of differentiating

“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”

According to Business Dictionary

Selection is the process of interviewing and evaluating candidates for a specific job and selecting

an individual for employment based on certain criteria. Employee selection can range from a

very simple process to a very complicated process depending on the firm hiring and the position.

Certain employment laws such as anti-discrimination laws must be obeyed during employee

selection.


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3.4. Difference between Recruitment & Selection

Basis Recruitment Selection Meaning It is an activity of establishing

contact between employers and applicants.

It is a process of picking up more competent and suitable employees.

Objective It encourages large number of Candidates for a job.

It attempts at rejecting unsuitable candidates.

Process It is a simple process. It is a complicated process. Hurdles The candidates have not to cross

over many hurdles. Many hurdles have to be crossed.

Approach It is a positive approach. It is a negative approach. Sequence It precedes selection. It follows recruitment.

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

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

3.5. Significance of Selection

The company should follow a proper selection procedure as huge amount of money is invested in

selecting the right candidate for the job. Also, the cost incurred in training and induction program

is too high that the wrong selections could lead to a huge loss to the employer in terms of the

time, effort and money.

Absenteeism and labor turnover are the grim situation for any organization and if the candidates

are not selected appropriately, then these problems will increase and the overall efficiency of the

organization will go down.

3.6. The process Selection


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Employee Selection is the process of putting right men on right job. It is a procedure of matching

organizational requirements with the skills and qualifications of people. Effective selection can

be done only when there is effective matching. By selecting best candidate for the required job,

the organization will get quality performance of employees. Moreover, organization will face

less of absenteeism and employee turnover problems. By selecting right candidate for the

required job, organization will also save time and money. Proper screening of candidates takes

place during selection procedure. All the potential candidates who apply for the given job are

tested.

But selection must be differentiated from recruitment, though these are two phases of

employment process. Recruitment is considered to be a positive process as it motivates more of

candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While

selection is a negative process as the inappropriate candidates are rejected here. Recruitment

precedes selection in staffing process. Selection involves choosing the best candidate with best

abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order-

Preliminary Interviews

Application blanks

Written Tests

Employment Interviews

Medical examination

Appointment Letter


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1. Preliminary Interviews- It is used to eliminate those candidates who do not meet

the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during

preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job

profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.

2. Application blanks- The candidates who clear the preliminary interview are

required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

3. Written Tests- Various written tests conducted during selection procedure are

aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

4. Employment Interviews- It is a one to one interaction between the interviewer

and the potential candidate. It is used to find whether the candidate is best suited for the

required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times.

Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

5. Medical examination- Medical tests are conducted to ensure physical fitness of the

potential employee. It will decrease chances of employee absenteeism.

6. Appointment Letter- A reference check is made about the candidate selected and

then finally he is appointed by giving a formal appointment letter.


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3.7. The importance of selection and placement

The importance of employee selection and placement are given below:

1. To fairly and without any element of discrimination evaluate job applicants in view of individual differences and capabilities.

2. To employ qualified and competent hands that can meet the job requirement of the

organization 3. To place job applicants in the best interest of the organization and the individual. 4. To help in human resources manpower planning purposes in organization.

5. To reduce recruitment cost that may arise as a result of poor selection and placement exercises.

Figure 3: Employee Selection & placement


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Chapter 4:

Recruitment And Selection Process

of Apparel Promoters Ltd


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4.1. Human Resource Division of the Apparel

Promoters Ltd:

The apparel Promoters Ltd considers that success depends on the collective effort of entire work

force. Human resource division of The Apparel Promoters Ltd has comprehensive policy and

procedure that practices best approaches with legal and ethical consideration. The major purpose

of human resource division is to introduce organizational policy and related to employees of The

Apparel Promoters Ltd. It gives specific guidelines of operation of human resource division with

a vision to maintain the expected standards that are maintained.

It also provides specific direction regarding the assessment, evaluation, reward system and long

term benefits of employees of The Apparel Promoters Ltd. It sends a clear picture about expected

standards. The employees get idea of their present status, growth and value addition process in

the organization.

The human resource division is a central reference of employee relations and policies. Each

policy is a guideline to be used with discretion, understanding and management in the spirit in

which the policy is written.


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4.2. The structure of HR division at APL:


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4.3. Human Resource Management Process:

HRM is a field of management involves planning, organizing, directing and controlling the

functions of procuring, developing, maintaining and motivating a labor force.

Human Resource Management Process consists of eight activities necessary for staffing the

organization and sustaining high employee performance. The process is described below:

HR Planning &

RequisitionSelection Orientation

TrainingAppraisal &

Evaluation

Benefits &

Compensation


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4.4. Human Resource Planning in Apparel Promoters Ltd:

Planning is the core area of all the functions of management. It is the foundation upon which the

other three areas should be built. Planning requires management to evaluate where human

resource of the company is currently, and where it would like to be in the future. From there an

appropriate course of action to attain the company's goals and objectives is determined and

implemented.

Every organization has employment planning. Apparel Promoters ltd has also its employment

planning.

They usually forecast their personnel needs based on their mission, strategic goals & objectives

& technological and other changes resulting in increased productivity. Although there are several

methods to predict personnel needs, but they use managerial judgment because it gives the more

real world scenario for personnel needs.

They think that the other methods cannot give the accurate situation of the personnel needs.

These are basically graphical methods, which cannot measure the actual personnel needs. But

managerial judgment method depends upon the change in productivity, market conditions etc.


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4.5. Responsibility of HR department in the APT:

Position

Job Responsibilities

Manager, recruitment & employment

Recruiting, Interviewing, Testing,

Placement & Termination

Manager , compensation & benefits

Job analysis and evaluation, surveys,

Performance appraisal, compensation

administration, bonus, Profit sharing plans, Employee benefits.

Manager, Training & Development

Orientation, Training, Management

development, Career Planning &

development

Manager, Employee

EEO relations, contract compliance, staff

assistance programs, Employee counseling.

Responsibility of HR department


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4.6. Selection Process of the apparel promoters Ltd:

Selection is the process of gathering information for the purpose of evaluating and deciding who

should be employed in particular jobs.

Screening and Short-listing Applications

The responses to the advertisements are sorted and screened. The CVs as well as the Covering

letters are judged. In the covering letter, the style and language of writing, the emphasis put on

the areas asked for tin the advertisements and the quality of the letter (whether it is specifically

tailored to the advertisement or just a standard response) are the aspects that are judged.

Different weights are assigned to the selection criteria mentioned in the main specification

depending on their relative importance. Based on the presence of these factors to the desired

extent (experience, educational degree, computer literacy, etc) the cumulative weights for all the

applicants are counted and the short list of a sizable number of the topmost candidates is

generated.

However, the HR officials also study the CVs with the respective line manager to check whether

any valuable deciding parameter is missing that are mentioned in the CVs. Then the candidates

selected in the shortlist are called for the written test.

Written Test

The Written test is a regular part of the normal recruitment process. It is conducted for maximum

positions. The top management of Apparel Promoters Ltd believes the written test before the

interview process has proved to be effective and a useful tool to select the desirable candidates.

The written test has conducted in terms of knowledge about required fields. The candidates are

called for the preliminary (first) interview based on their performance in the written test.

Employment Test


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Organization selects employees to get certain works done by them. So it is necessary to test

whether particular candidates have the capabilities to perform them. For this purpose, employers

follow certain selection procedures. Most of the companies use employment tests in order to be

sure that these tests are reliable and valid. Tests are aimed at predicting future success on a

particular job.

A variety of tests are usually used as selection tools. Tests are classified into several types. They are:

(i) Aptitude Tests

(ii) Intelligence Test

(iii) Mechanical Aptitude Tests

(iv) Achievement Tests

(v) Job Knowledge Tests

(vi) Situational Tests

(vii) Interest Tests

(viii) Personality Test

Aptitude Tests: These tests measure whether an individual has the capacity or latent

ability to learn a given job if given adequate training. Aptitudes can be divided into general and mental ability or intelligence and specific aptitude such as mechanical,

clerical, manipulative capacity etc.

Intelligence Tests: These tests in general measure intelligence quotient of a

candidates. In detail these tests measure capacity for comprehension, reasoning, word

fluency, verbal comprehension, numbers, memory and space .Other factors such as digit spans both forward and backward, information known, comprehension, vocabulary, picture arrangement and object assembly.

Though these tests are accepted as useful ones, they are criticized against deprived sections of the community. Further, it is also criticized that these tests may prove to be too dull as a selection device.

Mechanical Aptitude Tests: These tests measure the capacities of spatial

visualization, perceptual speed and knowledge of mechanical matter. These tests are useful for selecting apprentices, skilled, mechanical employees, technicians etc.

Psychomotor Tests: These tests measure abilities like manual dexterity, motor ability and


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eye-hand coordination of candidates. These tests are useful to select semi-skilled workers

and workers for repetitive operations like packing, watch assembly.

Clerical Aptitude Tests: Measure specific capacities involved in office work. Items of

this test include spelling, computation, comprehension, copying, word measuring etc.

Achievement Tests: These tests are conducted when applicant claims to know

something as these tests are concerned with what one has accomplished These tests are

more useful to measure the value of specific achievement when an organization wishes to employ experienced candidates. These tests are classified into: Job Knowledge test; (b) Work sample test.

Job Knowledge Test: Under this test a candidate is tested in the knowledge of a

particular job. For example, if a junior lecturer applies for the job of a senior lecturer in commerce, he may be tested in job knowledge where he is asked questions about

Accountancy principle, Banking, Law, Business Management etc. Work Sample Test: Under this test a portion of the actual work is given to the candidates

as a test and the candidate is asked to do it. If a candidate applies for a post of lecturer in Management he may be asked to deliver a lecture on Management Information System as work sample test.

Situational Test: This test evaluates a candidate in a similar real life situation. In this

test the candidates is asked either to cope with the situation or solve critical situations of

the job.

(a)Group Discussion: This test administered through group discussion approach to solve a problem under which candidates are observed in the areas of initiating, leading, proposing valuable ideas, conciliating skills, oral communicating skills, coordinating and

concluding skills.

(b)In Basket: Situational test is administered through â€˜in basket™ the candidate, in this test, is supplied with actual letters, telephone and telegraphic message, reports and

requirements by various officers of the organization, adequate information about the job and organization. The candidates is asked to take decisions on various items based on the in basket information regarding requirements in the memoranda.


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Interest Test: These tests are inventories of the likes and dislikes of candidates in

relation to work, job, occupations, hobbies and recreational activities. The purposes of this test is to find out whether a candidate is interested or disinterested in the job for

which he is a candidate and to find out in which area of the job range/occupation the candidate is interested. The assumption of this test is that there is a high correlation between the interest of a candidate in a job and job success. Interest inventories are less

faked and they may not fluctuate after the age of 30.

Personality Tests: These tests prove deeply to discover clues to an individual

value system, his emotional reactions and maturity and characteristic mood. They

are expressed in such traits like self-confidence, tact, emotional control, optimism, decisiveness, sociability, conformity, objectivity, patience, fear, distrust, initiative,

judgment dominance or submission, impulsiveness, sympathy, integrity, stability and self-confidence. (a) Objective Tests: Most personality tests are objective tests as they are suitable

for group testing and can be scored objectively. (b) Projective Tests: Candidates are asked to project their own interpretation of

certain standard stimulus situations basing on ambiguous pictures, figures etc, under these tests.

Personality tests have disadvantage in the sense that they can be faked by sophisticated candidates and most candidates give socially acceptable answers.

Further, personality inventories may not successfully predict job success.

Selection Interview

The interview process is a three-tier one. A preliminary interview is conducted which follows the

“elimination method”. After that, the second interview takes place with a very few number of

candidates. Then they finally selected person is called for the final interview. The interview time

is kept convenient for the candidate, especially if s/he was working elsewhere at the time of

interview. The shortlisted candidates must fill up an employee information form before the

interview. The selection interview is given below:

Preliminary Interview: The purpose of preliminary interviews is basically to

eliminate unqualified applications based on information supplied in application forms.

The basic objective is to reject misfits. On the other hands preliminary interviews is often

called a courtesy interview and is a good public relations exercise.

Behavioral Interview: A job interviewing technique whereby the applicant is

asked to describe past behavior in order to determine whether she is suitable for a


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Position. For example, an interviewer may ask "Tell me about a time when you dealt with

a disruptive customer". Responses are expected to give an indication of an applicant's

professional conduct.

Final Interview: A professional candidate should take every step of the interview

process seriously, but it is important to realize the final interview is the “championship

game.” The final interview is the candidate’s last chance to convince the organization that

they are the right person for the job and the last chance to influence the forthcoming

offer. All the work and effort so far have led to this moment, so do not treat the final

interview’s outcome as a foregone conclusion. Making it to this stage is not a guarantee

of receiving the offer. While confidence is justified and appropriate at this point,

candidates should not let their guard down. Final interviews often involve difficult

questions that demand more complete answers and detailed examples of past scenarios.

Final interviews are designed to set expectations and confirm a cultural fit with the

company. Be flexible, results-focused, motivated, even-tempered, and ready to take on a

challenge. Come prepared to talk about accomplishments and forward-looking strategy

for the job.

Reference Check

Reference checks allow obtaining information and opinions regarding the person’s character,

quality of the work and suitability for the position. It is an opportunity to validate the information

received from the candidate via their resume and the interview.

Employment Decision

If the candidate has no problem with the stated terms and conditions of the job and the

organization mentioned and discussed in the final interview, he/she is offered an application

blank. The application blank is a standard format of employee-information that includes all the

information the organization needs regarding the personnel. The candidate has to fill this blank

and submit this to the company along with a CV.

Pre-employment Medical Check-up:


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After submission of the application and the CV, the selected person has to go through full

medical checkup that guarantees her/his physical fitness to perform the job successfully. A

Medical practitioner who uses a physical capability analysis that assesses the candidate against

the physical capabilities documented for each role conducts the medical. A medical is also

appropriate for internal candidates if they are applying for positions that require different

physical capabilities.

4.7. Joining of the Candidate: After completing all above process the selected candidate requested to bring all their academic &

professional certificates along with their previous job separation confirmation application &

other related documents and follow below criteria.

Offering the Role:

Once the health check-up is done, the candidate is given an offer letter specifying the salary

package, job responsibilities, utilities that will be provided by the organization. Even at this

stage, the selected candidate has the chance to withdraw her/himself from the job offer. He/she is

always free to discuss whatever difficulty may arise regarding pay-structure/facilities, etc. the

door of HR is kept open for any sort of relevant discussion.

Verbal offer: The verbal offer of the role to the candidate is given once the medical and reference checks have

been successfully completed. The discussion should cover the following:

Tell the candidate that you would like to offer them in the role.

Congratulate them.

Tell them the remuneration package that is being offered, including superannuating.

Ask them if they are happy with it.

Ask them if they verbally accept the position.

Tell them that we will be sending them a written letter of offer and introductory package.


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Written letter of offer: A written letter of offer must be forwarded to the candidate. Once the candidate has verbally

accepted the position, the appropriate letter of offer is organized. This letter should be sent to the

candidate within two days of making the verbal offer. An introductory package will be sent to

The successful candidate, along with the letter of offer. At least one week before the person

commencing in their new position, an appointment notice will be placed on notice boards and/or

the internet.

Placement: Placement is the final stage of the selection process. It ensures that the

person concerned has finally got the job. Though proper placement, the objectives of

HRM to ensure “Availability of right man at the right place and at the right time” is

also fulfilled, if at least for the time being.


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4.8. Summary of the Recruitment & Selection

Process of Apparel Promoters Ltd.

& Chi

Need assessment Vacancy in

existing post(s)

Market expansion

Increase in production

capacity

Launching new product

Introducing new

system

Checking the

Recruiting Options Internal

External

Advertisement in National Dailies

(Both Bangle and English)

Sorting Applications Weights are

assigned based

on the selection

criteria.

Written Test IQ test

Behavioral

competencies

Communication

skills

Interview Preliminary

interview:

elimination process (short listing)

Second interview: work

knowledge /behavioral

competency

Final interview: pre-

selection

interview

Selection Application

blank filling

Medical

check-up

Offer letter

Orientation

/induction Exposure to all

important business /functions and

locations of the company

Feedback report focusing on learning

experience (s) of the induction

program

Placement

Follow up HR Department

continuously interacts with the

new entrants assisting to cope

up with the work environment, work culture,

peer group etc.

Chapter 5: Internship Experience in Apparel

Promoters Ltd


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5.1. Internship Activity

I have worked two months as an Intern at apparel Promoters Ltd at ruby Gate, Bayzid Bostami

Road.ctg. The internship program has provided me tremendous opportunities and scopes to learn

and get the insights of practical apparel which will help me in developing my future career.

Through the internship program I have learnt regular work as well as corporate work experience

that I never could have learnt in the classroom.

Moreover, besides the regular office work I have learned to deal with the challenges of the

banking industry, got the opportunity to apply knowledge gained from the academic experience,

explored many scopes to observe various roles and jobs in the apparel sector and all these

learning’s helped me to gain "real world" experience in banking world. Since my first day, I had

the chance to handle a multitude of tasks and responsibilities. I worked in general banking sector

throughout my two months internship program.

5.2. Job Description & Responsibilities in APL

As I had opportunity to have three months long at the apparel Promoters Ltd, I have done

different tasks that are conduct by the recruitment and selectiont under Human resource division.

I was assigned to the following jobs regularly. Those were:

Collecting resumes

Screening resumes

Preparing call list for written , viva and practical test

Preparing attendance for written , viva and practical test

Preparing candidate profile summary for written , viva and practical test

Preparing top sheet and exam paper

Preparing attendance sheet for candidates

Allocating questions and exam papers

Checking answer scripts

Input final result in CPS

Making final result

Maintaining rejected resumes


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Photocopy important papers

Taking all signatures

Providing all necessary papers to internee and in-plant trainee

5.3. Observation:

Through my internship period at the apparel Promoters Ltd, I have observed some issues which are:

Limited workforce: Recruitment and talent management department of HR division performs their responsibilities with a limited workforce. Sometimes, it makes so stressful

working environment for existence employees.

Recruitment and selection process done continuously: In The apparel promoter Ltd, recruitment and selection is a continuous process. Almost every week, HR

division has done recruitment and selection task and these tasks have done chronologically.

Lots of paper work: Recruitment and talent management department of the apparel Promoters Ltd has used lots of paper work. From requisition form to publishing final result,

Paper is used in every aspect. As a result, they waste many papers and do not recycle this paper most of the times.

Proper use of internal sources of recruitment: Recruitment and talent management department maintains good eyes on its internal sources. When there is any

recruitment process, HR division posted recruitment advertisement on every notice of every branch. They also publish this advertisement on their intranet. So, staff from this organization

can see the advertisement. HR division also maintains contact with other divisions’

employees so that they can recommend other people to apply here. But they do not post any advertisement in their official website.

Using HRIS and internal server: Recruitment and talent management department only uses HRIS software to input final result. Other soft copies of recruitment

and selection process are kept in their internal server.


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Totally new environment for internee: The Apparel Promoters Ltd has no

training for internee. They put internee directly on process. As a result, there are many mistakes at starting moment.

Selection process and academic lesson : The selection process of The Apparel promoters Ltd is ideal but sometimes they cannot be able to maintain whole process because

of time shortage. If applicant’s referred by management, unfairness can be happened in his selection process

5.4. Lesson learned from internship program:

Time management: I had always work to arrange, organize, schedule and

budget my time to finish the tasks. It will help to develop my time management skill with effectively and efficiently.

Communication: I had to communicate different types of people like applicants,

managers, internees, new joiners for complete my tasks. So, it helps me to develop communication skills.

Stress management: When there is any recruitment and selection activity, I had to do this with stress because there is shortage of workforce compare with job. So I have learnt how to deal with stress.

Teamwork: I always worked with a helpful team in The Apparel promoters Ltd. Here, I understood that teamwork is an essential part to complete task for

organization aspect.


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Chapter 6: Recommendation & Conclusion


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6.1. Recommendation

1. Starting online application:

2. Maintaining a Database of CVs:

3. Short-listing of CVs:

4. Testing the Validity of the Written Exams:

5. Introducing Job Knowledge Tests:

6. Introducing Assessment Centers:

7. Realistic Job Preview:

8. Background Investigation: 9. Interviews: 10. Interviewer Training:

11. Stop Policy Violation:


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Conclusion: Apparel promoter’s ltd has grown in medical sector in Bangladesh in the last two decades at a

considerable rate. The sector consistently creates job opportunities for highly qualified people.

Apparel Promoters Ltd is either directly or indirectly contributing largely towards raising the

standard of apparel sector through quality products and services. As Apparel Promoters Ltd plays

a vital role in the medical sector as well as in the national economy.

To be successful, relentless contribution and dedication of the organiza tions human resource

management is very much needed. To compete in the international as well as in local markets in

adverse situation the

HR managers work has become much more difficult in today’s ever changing business

environment.

Developing plans in a dynamic situation demands critical analysis of the situation and strictly

adhering to the core principal of the organization.

In this report, I have tried my level best to identify Recruitment & Selection procedures used by

Apparel promoters Ltd what and how they recruit & select their employees. In

This report, I imply my acquired knowledge from HR course and try to comply with the

techniques procedure and systems followed by the company.

The companies in this industry should concentrate on quality service to take this industry

towards further success. The Bangladesh government should also be considerable and

cooperative to help the businesses flourish.


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References:

Apparel Promoters Ltd Employee Book

www.apparelpromotersltd.com

www.wikipedia.org.

www.recruiter.com/recruitment-strategies.html

Text Books: Fundamental of Human Resource Management by S. P. Robbins, David A.

DeCenzo, Gary Dessler (2011) . 11thedition. New Delhi: Prentice- Hall of India

Official records of Apparel Promoters Ltd .

HR manual Of Apparel Promoters Ltd