Recruitment & Selection Process of Delta Pharma Limited

Bangladesh University of Business
and Technology (BUBT)
An Internship Report on
Recruitment & Selection Process of
Delta Pharma LTD.
SupervisedBy
Md. Johirul Islam
Assistant professor and Chairman
Department of Management
Bangladesh University of Business and Technology
Submitted By
Esrat Naorin Sreety
Program: BBA
Major: Human Resource Management
ID:14152101163
Session: Summer 2018
Date of Submission:

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Md. Johirul Islam
Assistant Professor and Chairman of Management Department
Bangladesh University of Business & Technology (BUBT)
Commerce College Road, Dhaka.
Subject: Internship report on Recruitment & Selection process of DPL.
Dear Sir,
With great pleasure I submit the internship report on “Recruitment and Selection process
of Delta Pharma Limited” that you have assigned to me as an important requirement of my
BBA program major in Human Resource Management.
In preparing the report, I tried to collect the relevant information pertinent to this
internship report to cover all the objectives.
My sincerest gratitude to you for guiding me and giving me encouragement to fulfill this
assignment on Recruitment and Selection process. It was my privilege to work with you and
I tried my level best to comply the structure of report as per your guidance.
I would therefore like to request you to accept my internship report.
Yours truly
Esrat Naorin Sreety
ID No: 14152101163
Intake :36
Section :04
Program : BBA
Major : HRM
Email: esrat.naorin5@gmail.com

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Declaration
I am Esrat Naorin Sreety hereby declare that the report of internship program titled
Recruitment & Selection process of Delta Pharma Limited is uniquely prepared by me after
the completion of 3 months work at Delta Pharma Limited under the guidance of Md.
Johirul Islam, Assistant Professor & Chairman Department of Management, Bangladesh
University of Business and Technology (BUBT).
I also confirm that the report is prepared for academic purpose only and this report is not
submitted by others
Signature
Esrat Naorin Sreety
ID No: 14152101163
Intake :36
Section :04
Program : BBA
Major : HRM

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Supervisor’s Certificate
This is to certify that ID:14152101163, intake:36, has completed her internship program
under my supervision.
The content of this report is prepared by herselffrom her short working experience in Delta
Pharma Limited. I have found her hard working and sincere thought the internship period.
So as far I know , Esrat Naorin Sreety prepared this report by her& is not copied or
borrowed from anywhere without proper acknowledgement.
I wish her every success her life.
Signature
Md. Johirul Islam
Assistant professor and Chairman
Department of Management
Bangladesh University of Business and Technology

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Acknowledgement
The term paper title as “Recruitment and Selection process of Delta Pharma Limited” has
been prepared to fulfill the requirements of BBA major in Human Resource Management
program. I am very much fortunate that I have received sincere guidance, supervision and
co-operation from various respected people while preparing this report.
Many people helped me to prepare this report. First of all, I would like to thank my
supervisor Mr. Md. Johirul Islam, Assistant Professor &Chairman of Management
Department in Bangladesh University Of Business & Technology (BUBT), for giving me the
opportunity to prepare this report. He provided me some important advices and guidance
for preparing this report. I also like to thank all the staffs and teachers of Bangladesh
University Of Business & Technology well.
I am very much gratitude to many of my colleagues of Delta Pharma Limited for giving me
their valuable time and energy. Their cooperation, time, and energy in providing
information helped me a lot to prepare this report. Finally, I would like to give an infinite
thank to the HR team of DeltaPharmaLtd,where I have opportunity to work in a congenial
atmosphere.

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Executive Summary
This is an internship report based on the BBA program major in Human Resource
Management that I had successfullycompleted in DeltaPharma Ltd under Human Resource
Division. As a requirement of my BBA program on Bangladesh University Of Business &
Technology. Delta Pharma Ltd is a pharmaceutical organization which manufactures and
exports medicine.
The objective of the report is to identify how theories and concepts are discussed in my
educational program can be practiced in the aspect of recruitment and selection process at
a pharmaceutical organization in Bangladesh.
As usual, primary data and secondary data were used to prepare this report. Primary data
came from my day to day observation and interviewing employees. Secondary data was
collected by Organization employee hand book, website, and relevant books. I tried to
minimize to bias and produce an unbiased report.
Delta Pharma Ltd is one of the top listed pharmaceutical organizations in Bangladesh
becauseof their high performance driven. Their exclusiveHRpractices help them to achieve
their goals.Hence, the management development programs are introduced to update their
employees. This report tried to look on how and why recruitment and selection process
have done. This report also shows my observation on recruitment and selection process.
This report provides some recommendation which may help to improve their process.
Finally, the report allows focusing on theories and concepts used in Delta Pharma Ltd. to
relate with academic purpose.
Contents

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Chapter 1 Introduction
1.1 Background of the Study
1.2 Significance of the Study
1.3 Scope of the Study
1.4 Objectives of the Study
1.5 Methodology of the Study
Chapter 2 Company Overview
2.1 About the Delta Pharma Limited
2.2 Vision, Mission, Values & Objectives
2.3 Profile of DPL
2.4 Quality policy of DPL
2.5 Organization Structure
2.6 Manufacturing Facility
2.7 Types of Product
2.8 Human Resource Department
2.9 Organ gram of DPL
Chapter 3 Theoretical Aspects
3.1 Definition of HRM
3.2 Function of HRM
3.3 Principles of HRM
3.4 Importance of HRM
3.5 Objectives of HRM
3.6 Definition of Recruitment
3.7 Recruitment Process

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3.8 Definition of Selection Process
3.9 Selection Process
3.10 Difference Between Recruitment & Selection Process
Chapter 4 Recruitment & Selection Process of DPL
4.1 Introduction
4.2 Objectives
4.3 Recruitment Process of DPL
4.4 Selection Process of DPL
4.5 Questionnaire Analysis
Chapter 5 Findings, Recommendation & Conclusion
5.1 Findings
5.2 Recommendation
5.3 conclusion

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CHAPTER-1
Introduction
1.1 Background of the Study:
Through BBA Program major in Human resource Management, a student can observe and
evaluate the use and applicability of the theoretical concepts which were taught in the
classrooms. This report is prepared as a requirement for the fulfillment of BBA (HRM) ,
which is to be submitted to my honorable supervisor Mr. Md. Johirul Islam, Chairman of
Management Department of on Bangladesh University Of Business & Technology. The
proposal of the project is “Recruitment & Selection Process of Delta Pharma Ltd.”
1.2 Significance of the study:
Human resource is the main force to achieve organization goals and objectives. In order to
achieve these goals and objectives, the organization needs productive human resources.
An organization has to give importance to undertake measures in order to equip staff with
sound knowledge and skills so that they can contribute in achieving the organizational,
departmental as well as the individual objectives. Through a sound recruitment policy, we
can discover the efficient employees for Delta Pharma and they can be polished to drizzling
brilliance. Sound recruitment policy will provide for Delta Pharma to strike a workable
balance between the company need and qualified human resources.

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1.3 Scope of the Study
 Practical knowledge regarding the modern HR practices like recruitment and
selection process
 Personnel training and development planning.
 Perception of top-level management regarding recruitment.
1.4 Objectives of the Study:
There are 2 objectives of DPL:
I) Broad objective: To know the recruitment & Selection process of Delta Pharma Ltd.
II) Specific objective:
1. To know the sources process of recruitment & selection process of Delta Pharma
Ltd.
2. To know the opinion of employees about recruitment & selection process of Delta
Pharma Ltd.
3. To find out problems related to recruitment & selection process of Delta Pharma
Ltd.
4. To give some suggestion for further improvement of recruitment & selection
process of Delta Pharma Ltd.
1.5 Methodology of the Study:

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1.5.1 ResearchDesign:The type of the study is descriptive in nature because the nature and
characteristics of the recruitment and selection process in DPL is presented through this
report.
1.5.2 SourcesofData:This report is prepared based on mostly qualitative research method.
The primary data was collected by surveying the questionnaire. The source of secondary
data was Delta Pharma Annual report, HR Manual, brochure, and Internet. The sources of
data can be figure out like the following way:
1.5.3 Sample: A representative part or a single item from a larger whole or group
especially when presented for inspection or shown as evidence of quality is called
sample.
1.5.4 Sample Size: Sample size means the specific number of elements which are finally
considered to be examined. In this study sample size is 10.
Category Executive Senior Officer Total
Number of
Respondent
5 5 10
Primary data
Secondary
data
Questionnaire
Informationfrom
publisheddata
HR Manual, Annual
Report,etc

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1.5.5 Sampling Technique: Sampling Technique refers to the approach of some part of the
whole population in such a way that one can use that part to know about the whole. This
can be done by Probability & Non Probability sampling technique. In this study Non
Probability Convenience sampling technique because I have decided to collect my desired
data from the convenient person. At my branch all the individual in the population had not
been given equal chance for being selected.
1.5.6 Population: Population refers to the total number of elements which someone wants
to examine and effort to design sample starts with in. Therefore I had considered that all
employees of Delta Pharma Limited as population of my study.
1.5.7 Limitations of the Study:
I faced some problems while preparing this report. Some were as such:
 Time allocation to complete the whole study is too limited.
 Large-scale research was not possible due to some restrictions imposed by the
organization.
 Disclosing organizational factors were strictly prohibited.
 To protect the organizational loss in regard to maintain confidentiality, some parts
of the report are not included in depth.

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CHAPTER-2
Company Overview

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2.1 About the Delta Pharma Limited:
Delta Pharma Limited as a leading pharmaceutical company in Bangladesh is producing
quality generic medicines at an affordable price, which also gained the trust of the
physicians and patients within Bangladesh and also to the exporting countries
Delta pharma Limited has started its operation in 2005 with the present management and
is striving to deliver the highest quality medicines at an affordable price to the patients
around the world. By this time Delta Pharma has introduced many time demanding, life
saving drugs and also first time in Bangladesh type of products in the market. Along with
the domestic business, the company is strengthening its global business steadily.
It is always believe that, honesty, loyalty, dedication and commitment, integrity, sincerity
and ethical practice of the employees and the shareholders are the major strength of this
company. The management of Delta Pharma committed to achieve its vision, mission and
objective with the combined effort of the stakeholders, i.e, shareholders, employees,
customers and its well wishers.
2.2 Vision, Mission, Values & Objectives of DPL:

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 Vision
Our Vision is to reach a level of excellence in pharmaceutical through a sustained effort to
quality assurance and to achieve a global standard through the indoctrination of a culture
of excellence.
 Mission
Our mission is to benefit people and improve their quality of life through our quality
products. As a generic company, our growth is closely knitted to the satisfaction of our
customers. We would like to ensure customer satisfaction through providing quality
medicine at affordable cost, launching new molecules & expediting export to all possible
avenues. We are committed to achieve our goal through skilled, creative, and motivated
employees of highest professional standard.
 Values
 We are devoted to ensure quality in all our endeavors and to maintain the highest
ethical standards in our business practices.
 Objective
Our object is to conduct transparent business operation within the legal&socialframe work
in order to attain the declared vision.
2.3 Profile of Delta Pharma Ltd.
Company profile of Delta Pharma is appended below:

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Year of Establishment as Pvt. Company : 1964
Year of Ownership Transfer : 2000
Year of Re-Launch : 2005
Year of Conversion into PLC : 2007
Status : Public Limited Company (Non Listed)
Business Line : Manufacturing and marketing of
pharmaceutical finished products
Authorized Share Capital : 1,000 Million.
Paid up Capital :275 Million.
Number of total Shareholders : 1296
Number of Employees : 1219
Corporate Office : House-501, Road-34, New DOHS,
Mohakhali, Dhaka.
Production Sites : The plant Situated at village-Tarakandi,
Upazilla-Pakundia, District- Kishoreganj.
Quality Recognition : 1S0 9001- 2003 (DNV)
No. of product (brand) : 64
Region : 18
Depot office : 15
Company Logo :
2.4 Organization Structure:

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The Board of Directors, the top Management echelon, consisting of the founding
entrepreneurs/ successors provides the policy and strategic support and direction for the
entire range of the corporate activities.TheBoard of Directors consists ofeight (8) members
with varied education and experience which provides a balancing character in decision
making process. The Board is re-constituted every year at each Annual General Meeting
when one-third of the members retire and eligible to seek re-election.
1. Mrs. FerdousiAkhter Chairman
2. Dr. Md. ZakirHossain Managing Director
3. Mrs. NazneenAkhter Director
4. Mrs. Nadira Begum Director
5. Prof. Abdul Bayes Bhuiyan Director
6. Mrs. MoniraJahan Director
7. GolamFarook Director
8. Mrs. RifatHossain Director

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2.5 Manufacturing Facility (PLANT)
Our manufacturing plant is located in Kishoreganj which is
about 80 km away in the north-east of the capital city,
Dhaka. Manufacturing Plant of Delta pharma is built with
strict compliance to who cGMP standards and also to meet
the requirements of Drug Administration Authority. Through the impressive strategies of
the company DPL is committed to ensure optimum productivity performing all its activities
with quality people, materials, machinery and products. DPL is continuously searching in
diversifying the ranges of new products and services with all the major therapeutic areas.
Delta Pharma is continuously creating innovative idea to its every step of operation to add
distinctiveness and competitiveness to the products and services
Delta pharma adopting the most modern technology to formulate and to produce generic
formulation ensuring the highest quality products compared to the international brands.
To fulfill market requirement at home and abroad DPL have extended our facilities (factory
area, production area and capacity) by purchasing new machinery and equipment’s with
increasing the skill of manpower and by improving the best available technology.
Now DPL plant is capable to produce the product worth Taka 132 Core yearly. Production
and associated area is 40,152 sq.ft. DPL have fully trust on their quality products which can
comply with the national and international regulatory standards.
2.6 Types of product:
Antibiotics, Ani-Protozonals, Anti-Ulcerants, NSAIDs, Muscle Relaxant, Anti-Emetics, Anti
Gout Agent, Anti-Cancer , Dmard, Anti-Neuropathic Pain Agent, Anti-Hypertensives, Lipid

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Lowering Agents & Combination, Anti-Platelets, Anti-Diabetics, Laxative, Vitamins &
Minerals & Supplements, Anxiolytic Drugs, Anti-Psychotic & Anti-Epileptic Drugs, Anti-
Spasmodics, Anti-Protozoal, Anti Histamines, Anti-Asthmatics, Anti-Scabietic, Prostatic
Hypertrophy Agent, Cough Suppressant, Mucolytic Agent, Anti-Impotence Drug
2.7 Human Resource Department:
With the increase in size and complexity of business organization, human has become the
most important factor in business. DPL believe that Human Resources are the most
important asset of the organization.
DPL practice modern HR policies and procedures for Recruitment and Selection, Manpower
planning and career planning
Human being plays a dual role-as resources as well as motive force for all other resources
by manipulating them, by way of developing, utilizing, commanding and controlling. HR
department in Delta Pharma Ltd. concentrates on-
 Securing and attracting appropriate people.
 Generating maximum individual development
 Recognizing and satisfying individual needs.
 Maintaining high morale
 Developing leadership quality
2.8 ORGAN GRAM OF DELTA PHARMA LTD.

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CHAPTER- 03
Theoretical Aspects
HRM is a broad concept referring to philosophy, policies, procedures & practices used in
managing people throughout the organization.

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3.1 Definition of HRM:
Human Resource Management (HRM) is the term used to describe formal systems devised
for the management of people within an organization. The responsibilities of a human
resource manager fall into three major areas: staffing, employee compensation and
benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the
productivity of an organization by optimizing the effectiveness of its employees. This
mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of
change in the business world.
There exist many definitions about Human Recourse Management (HRM). HR experts
define HRM from different perspectives. Few important definitions are presented below:
According to Edwin Flippo defines- Human Resource Management as “planning,
organizing, directing, controlling of procurement, development, compensation, integration
, maintenance and separation of human resources to the end that individual, organizational
and social objectives are achieved.”
According to Decenzo and Robbins, “Human Resource Management is concerned with the
people dimension” in management. Since every organization is made up of people,
acquiring their services, developing their skills, motivating them to higher levels of
performance and ensuring that they continue to maintain their commitment to the
organization is essential to achieve organizational objectives. This is true, regardless of the
type of organization – government, business, education, health or social action”.
According to Dessler, ‘HRM as process of acquiring, training, apprising and compensating
employees and attending to their labor relation, health, safety and fairness concern’’.
3.2 Functions of Human Resource Management:

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(1) Acquisition:There are two steps involved in acquisition process:
a. Recruitment: Recruitment is a process by which organizations locate and attract
individuals to fill job vacancies.
b. Selection: Selection is a process of measurements, decision, making and evaluation.
It concern with :
 HR Planning
 Recruitment & Selection
 Socialization
(2) Training &Development :After selecting and recruiting individuals in the right position
of the organization the next function is to train and develop them, so that they can become
efficient employees and work toward the achievement of the organization goal.
3) Motivation: The motivation function is one of the most important functions. After
training and developing the employees the HR manager should stimulate them to work
well. For motivation purpose the HR manager have to give the employees
some compensation and benefit package.
(4) Maintenance: The last phase of the HRM function is called the maintenance function.
For maintaining the people HRMshould go for some method of providing a safeand healthy
work place, labor relation & collective bargaining.
3.3 Principles of Human Resource Management :
 Treat people with respect and dignity.
 Treat people as adults.
 Deal with people as complete and individuals.
 Treat all employees with Justice.
 Make people feelings that are important.
 Reward should be earned not given.
 To maintain proper communication.
 To cerate a sense of belongingness.
 Proper use of potentiality.
 Maintaining a labor between stability and flexibility.

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3.4 Objectives of HRM:
1. Organizational Objectives:
HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so
as to help them to attain efficiency in their operations and attainment of goals to attain
efficiency.
2. Functional Objectives:
HRM performs so many functions for other departments. However, it must see that the
facilitation should not cost more than the benefit rendered.
3. Personal Objectives:
In today’s world there is shortage of requisite talent. Employees are encouraged by
competitive firms to change the jobs. HRM has the responsibility to acquire, develop,
utilize, and maintain employees.
4. Societal Objectives:
HRMmust seethat the legal,ethical,and socialenvironmental issues areproperly attended
to. Equal opportunity and equal pay for equal work are the legal issues not to be violated.
3.5 Definition of Recruitment:
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace
those who leave or are promoted, and to permit organizational growth. It can be quite
expensive in terms of time effort and money.

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According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”.
According to Werther & Davis, “Recruitment is the discovering of potential applicants for
actual or anticipated organizational vacancies.”
The success of the recruitment process mostly depends on effective HR planning. Without
accurate planning, an organization may recruit the wrong number of or type of employees.
3.6 Recruitment Process:
1.Recruttment
Planning
2.Strategy
Development
3.Searching
5.Evaluation and Control 4.Screening

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1. Recruitment Planning:
The first step involved in the recruitment process is planning. Here, planning involves to
draft a comprehensive job specification for the vacant position, outlining its major and
minor responsibilities; the skills, experience and qualifications needed; grade and level of
pay; starting date; whether temporary or permanent; and mention of special conditions, if
any, attached to the job to be filled ”
2. Strategy Development:
Once it is known how many with what qualifications of candidates are required, the next
step involved in this regard is to devise a suitable strategy for recruiting the candidates in
the organization.
The strategic considerations to be considered may include issues like whether to prepare
the required candidates themselves or hire it from outside, what type of recruitment
method to be used, what geographical area be considered for searching the candidates,
which source of recruitment to be practiced, and what sequence of activities to be followed
in recruiting candidates in the organization.
3. Searching:
This step involves attracting job seekers to the organization. There are broadly two sources
used to attract candidates.
These are:
1. Internal Sources, and

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2. External Sources
4. Screening:
Though some view screening as the starting point of selection, we have considered it as an
integral part of recruitment. The reason being the selection process starts only after the
applications have been screened and shortlisted. Let it be exemplified with an example.
In the Universities, applications are invited for filling the post of Professors. Applications
received in response to invitation, i.e., advertisement are screened and shortlisted on the
basis of eligibility and suitability. Then, only the screened applicants are invited for seminar
presentation and personal interview. The selection process starts from here, i.e., seminar
presentation or interview.
Job specification is invaluable in screening. Applications are screened against the
qualification, knowledge, skills, abilities, interest and experience mentioned in the job
specification. Those who do not qualify are straightway eliminated from the selection
process. The techniques used for screening candidates vary depending on the source of
supply and method used for recruiting. Preliminary applications, de-selection tests and
screening interviews are common techniques used for screening the candidates.
5. Evaluation and Control:
Given the considerable cost involved in the recruitment process, its evaluation and control
is, therefore, imperative.
The costs generally incurred in a recruitment process include:
(i) Salary of recruiters

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(ii) Cost of time spent for preparing job analysis, advertisement
(iii) Administrative expenses
(iv) Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer certain questions
like: whether the recruitment methods are appropriate and valid? And whether the
recruitment process followed in the organization is effective at all or not?
In case the answers to these questions are in negative, the appropriate control measures
need to be evolved and exercised to tide over the situation.
3.8 Definition of Selection Process:
The Selection is a process of picking the right candidate with prerequisite qualifications and
capabilities to fill the jobs in the organization.
According to Dale Yoder, “Selection is the process by which candidates for employment are
divided into two classes those who will be offered employment and those who will not”;
According to M. Ataur Rahman, “Selection is the screening and filtering process of job
applicants who have been invited to apply for the vacant positions through which the
process comes to an end”.
According to M.J. Jucious, “The selection procedure is the systemof functions and devices
adopted in a given company for the purpose of ascertaining whether or not candidate
possess the qualifications called for by, a specific job”.

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According to Decenzo & Robbins: Selection activities follow a standard pattern, beginning
with an initial screening interview and concluding with final employment decision.
3.9 Selection Process:
Selection activities follow a standard pattern, beginning with an initial screening interview
and concluding with the final employment decision.TheSelection Processtypicallyconsists
of 8 steps:
1.Initial ScreeningInterview
2.Completingof the ApplicationForm
3.EmploymentTest
4.Comprehensive interview
5.BackgroundInvestigation

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1.Initial Screening Interview: A screening interview is a type of job interview that is
conducted to determine if the applicant has the qualifications needed to do the job for
which the company is hiring. A screening interview is typically the first interview in the
hiring process.
The screening interview is also an excellent opportunity for HRM to describe the job in
enough detail so the candidates can consider if they are really serious about applying.
2.Completing the Application Form: Once the initial screening is completed, applicants are
asked to complete the organization’s application form. In general terms, the application
form gives a job-performance-related synopsis of what applicants have been doing, their
skills and accomplishments.
Applications obtain information the company wants. Completing the application alsoserves
as another hurdle; that is, if the job requires following directions and the individual fails to
do. so on the application that is a job-related reason for rejection. Lastly, applications
require a signature attesting to the truthfulness of the information given and giving
permission to check references. If, at a later point, the company finds out the information
is false, it can justify immediate dismissal.
6.Conditional JobOffer
7.Medical/Physical Exam
8.PermanentJobOffer

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3.Employment Tests: Organizations historically relied to a considerable extent on aptitude,
achievement, personality and interest tests to provide major input to the selection
process. Even handwriting analysis (graphology) and honesty tests have been used in
attempts to learn more about the candidate-information that supposedly leads to more
effective selection.
4.Comprehensive Interviews: Interviews involve a face-to-face meeting with the candidate
to probe areas not addressed by the application form or tests. They are a
universal selection tool. Applicants who pass the initial screening, application form, and
required tests typically receive a comprehensive interview.
5.Background Investigation: The next step in the process is to undertake investigation of
applicants who appear to offer potential as employees. Background investigations, or
reference checks, are intended to verify that information on the application form is correct
and accurate information.
6.Conditional Job Offers: If a job applicant has passed each step of the selection process so
far, a conditional job offer is usually made. In essence, the conditional job offer implies that
if everything checks out – such as passing a certain medical/physical examination – the
conditional nature of the job offer will be removed and the offer will be permanent.
7.Medical/Physical Examination: The next-to-last step in the selection process may consist
of having the applicant take a medical/physical examination. Physical exams can only be
used as a selection device to screen out individuals who are unable to physically comply
with the requirements of a job.

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8.Permanent Job Offer: Individuals who perform successfully in the preceding steps are
now considered eligibleto receive the employment offer. Who makes the finalemployment
depends on several factors. For administrative purpose, the offer typically is made by an
HRM representative. But that individual’s role should be only administrative. The actual
hiring decisionshould be made by the manager in the department where the vacancy exists.
3.10 Difference between Recruitment and 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.

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Sequence It proceeds 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.
CHAPTER- 04
Recruitment & Selection Process of Delta Pharma Ltd.
4.1 Introduction:
Delta Pharma Limited provides equal employment opportunity for all Bangladeshi citizens.
It is the policy of the Company to attract, retain and motivate qua1ified and skilled
employees within the Company. To do this, the Company offers competitive compensation
package and provides an equal opportunity for career development to all employees. It is
believed that in order to achieve the company’s goal, there must have efficient and high
caliber human resources. Therefore, the Company pays maximum attention and efforts in
recruiting highly qualified and competent employees who are willing to face challenges in
achieving Company’s goals. The role of HR in respect to attracting, retaining and motivating
qualified and skilled employees is enormous. The formulation and implementation of a
sound employment policy have great importance in the fulfillment of desired objectives.
4.2 Objectives:

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 Ensure quality recruitment of personnel.
 Bring Clarity and consistency in the recruitment and selection process.
 Ensure equal opportunity for employment.
 Encourage all candidates to demonstrate their competencies for the role.
4.3 Recruitment Process of Delta Pharma Limited:
The quality of the candidate and his/her expertise are deciding factor how Delta Pharma
Limited will succeed in achieving its visions, objectives and tasks.
Human resource planning in Delta Pharma Limited (DPL) is the part of the Company’s
overall plan. The main objective of HR Planning in DPL is to project future human
resources need.
The recruitment process of DPL is as follows:
JobAnalysis
Human Resource
Planning
Advertising
Short Listing

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4.3.1 Job Analysis:
A job analysis is a systematic exploration of the activities within a job. This is used to define
the duties responsibilities and accountabilities of a job. DPL has a systematic job analysis,
which consists of job specification, job description and job evaluation. Recruitment process
ideally begins with the analysis of job description and person specification for that job. A
job description and analysis of person specification provide the foundation for stipulating
the job title and salary scale of the position.
4.3.2 Human Resource Planning:
Second step of recruitment is process of Human Resource Planning.DPL has Human
Resource Planning for employees recruitment. In DPL employees are recruit for overall
strategic plan.
4.3.3 Advertising:
DPL publishes the advertisement upon the advice from HRD. Advertisement publishes on
DPL Website, BD Jobs or other sources.
4.3.4 Short Listing:
In DPL Short listing depends on the nature of the job. Before short listing of candidates for
tests job criteria are set by HR and line manager. There are technicaland generaljob criteria
that a candidate has to meet for consideration of next step of selection. HR determines the
general criteria while line manager determines the technical criteria. Although both the
criteria are important, however it is the nature of the job that determines which type of
criteria should give more weight than the others .
In DPL Short listing is done by evaluating the followings:
 Experience
 Educational degree

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 Computer literacy
 Relevant Courses
4.4 Selection process:
Selection process includes a series of steps used to decide who should be hired. The
purpose of the selectioninterview is to collectthe information about acandidate and assess
how far she/he can perform in the job.
The selection process of DPL is given in below:
Written Test
Conduction of Interview
Medical Examination
AppointmentLetter

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 Written Test:
Written test is not a regular part of normal process. It is conducted as and when required.
Usually executives go through the interviews except the entry level and also depending on
the nature of the job. The written test before the interview process has proved to be
effective and a useful tool to select the desirable candidates. The candidates are called for
the interview based on their performance in the written test.
Usually written test questions are drafted by the HR. A set of question of technical nature
are drafted by line manager and send it to HR confidentially from which few willbe included
by HR. While finalizing the questions, HR sticks to the job requirements of the position and
maintain relevance, consistency and standard on the pattern of questions. The type of
question depends on the nature of position. Usually narrative types of questions are set in
the written test. A representative of concerned department and HR are in the examine
room. Examines papers are checked by the concerned department (technical part) and HR
(non- technical part).
 Conduction of Interview:
This is the main part of the interview session. At least 80% of time should be allocated for
conduction of interview. At these steps the interviewers askedseveral job related, behavior
oriented, structured or unstructured and probing questions to asses suitability of the
candidate. A minimum of 15 to 30 minutes time is spent for each interview, although for
many positions it varies and it anybody performs well then interview time continues
depends on the approach of the candidate.

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An interview board or selection committee is formed comprising of the following personnel:
 Line managers
 Head of HR
 Head of concerned department
The interview board members usuallyaskthe questions that are related to the performance
of the job including questions regarding required skills. There are some key words to begin
with questioning such as tell, how, why, have you, when, are you etc.
The type of questions may be mixed of open minded, behavior oriented; competency based
& stress type questions. The candidates are ranked on the basis of interviewer’s comment
like excellent good and poor or any other comments. But there is no weight for each
comment.
 Medical Examination:
The purpose for a medical examination is to obtain information of the health status of the
applicant being considered for employment and to determine whether the applicant is
physically and mentally capable of performing the job. In DPL medical checkup is a part of
formality before join in the organization previously the job offer is contingent on passing
medical examination conducted by the company registered medical physician I diagnostic
centre. Now employee does the medical examination by their own medical physician. The
cost of medical examination is borne by the individual.
 Appointment Letter:

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An appointment letter is sent to the finally selected person or he is asked to pick up his
appointment letter ifpossiblefrom the Head Office/Corporate Office. DPLsends two copies
of appointment letter where in the 2nd copy two extra lines are written mentioning
whether the applicant has accepted the job offer or not. After accepting the
job offer the candidate send the 2nd copy to the DPL and the other copy is kept with him.
In the 2nd copy of appointment letter he put the joining date.
It is expected that at the time of handing over appointment letter, HR will let the employee
know about the company, it’s polices, compensation, terms and condition, professional
standards of conduct and pertinent information in brief.
4.5 Sources of Recruitment and Selection of DPL:
DPL following sources for Recruitment & Selection:
 Internal Sources:
It is the DPL’s policy to give preference to appoint internal candidates provided that the
employee is suitably qualified for the vacant or new position and also meet the existing and
future requirements. Appointments may be made by the way of promotion, up gradation
or transfer with the approval of the authority. Promoting internal employees on the basis
of succession planning may also be looked into” Any change of job will not compromise on
DPL’s commitment to the need for professional competence and standards for excellence”.
As a usual procedure, job vacancies in DPL have to be advertised through internal notices
to the concerned offices.

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Sometimes they are called for interview that applied for any position previously and failed
to pass the final selection but he was a competitive applicant and if the quality of a person
matches with the requirement mentioned in the position description. These applications
are stored in the data bank and consulted.
 External Sources:
 Website:
Modern information technology such as web site http://www.bdjob.com has also been
utilized for advertising job vacancy for different positions. Since Delta Pharma Limited is
one of the most attractive employer of the country which uses an elaborate search of talent
through website. Before introduction of talent search program Delta Pharma Limited used
advertisement in newspaper heavily but now DPL can reach to the potential employees
through website.
 Newspaper Advertisement:
Vacancy announced is circulated by publishing advertisement in the national newspapers,
if there is no existing manpower to place the selected person in the new post. The
newspapers that are widely circulated are chosen for publishing advertisement, one in
English and one in Bangla. Advertisements to be published in the national dailies are
attractive. It includes the position, nature of appointment, location, major areas of
responsibility, terms & conditions agelimit, minimum education level,work experience, job
requirements, special requirements and the dead line of the application to be sent.
 Walk-ins and Write-ins:
Often job seekers arrive at DPL in search of a job and drop their curriculum resume for
suitable position. Write-ins are those who send their curriculum resume by post. Their

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relevant information may be kept in a file for any suitable position in future. Based on their
suitability; they may be called for interview against any vacant position.
 Other:
Depending on the circumstances, other professional/employment agencies, educational
institute, technical institutes may be chosen to give wider coverage of job opening. For
example, to hire a chartered accountant DPL ask C.A firm often. The role of HR personnel is
very important in dealing with external job seekers because the outsider’s individuals draw
an impression about the company on the manner their candidature has been dealt with.
HR department usually greet the candidates in a pleasant manner, provide with pertinent
information about job openings, and treat them with dignity and respect. If so the
applicants are expected to develop a lasting positive impression about the com
4.5 Questionnaire Analysis:
Q1. Is the recruitment & selection process of delta pharma ltd is systematic?
SI No Particular Respondents Percentage
1
Strongly Agree 7 70%
2 Agree 2 20%
3 Neutral 1 10%
4 Disagree 0 0%
5 Strongly Disagree 0 0%

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Total 10 100%
Interpretation:Fromabove figure we have been seen that 70% strongly agree, 20% of
employees agrees,0% Disagree, 10% neutral & 10% strongly disagree with recruitment &
selection is systematic.
Q2. Does the organization clearly define the position objectives, requirements, and
candidate specifications in the recruitment process?
SI No Particular Respondents Percentage
1
2 Agree 1 10%
3 Neutral 1 10%
4 Disagree 0 0%
Figure 1
Strongly Agree
Agree
Neutral
Disagree
Strongly disagree
70 %
20%
10%

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Total 10 100%
employees agree, 10% neutral, 0% disagree & 0% strongly disagree with recruitment
process.
Q3.Is the Recruitment & Selection process of DPL cost effective?
Sl No Particular Respondents Percentage
1
2 Agree 4 40%
3 Neutral 1 10%
4 Disagree 1 10%
Total 10 100%
Figure 2
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
10%
10%
80%

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employees agree, 10% neutral, 10% disagree & 0% strongly disagree about cost
effectiveness of Recruitment & Selection process.
Q4. Is the organization hire their employees on time?
1
Strongly agree 7 70%
2 Agree 1 10%
3 Neutral 1 10%
4 Disagree 1 10%
Total 10 100%
Figure 3
Strongly Agree
Agree
Neutral
Disagree
Strongly Disgree
40%
40%
10%
10%

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employees agree, 10% neutral, 10% disagree & 0% strongly disagree about hiring on time
of employees.
Q5. Does the recruitment & selection process collect an adequate pool of quality
applicants ?
Sl No Particular Respondents percentage
1
2 Agree 1 10%
3 Neutral 1 10%
4 Disagree 0 0%
Figure 4
Strongly agree
Agree
Neutral
Disagree
70%
10%
10%
10%

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5 Strongly
Disagree
1 10%
Total 10 100%
employees agree, 10% neutral, 0% disagree & 10% strongly disagree about pool of quality
candidates.
Q6. Is the recruitment & selection process of DPL lengthy?
Sl no Particular Respondents percentage
1
2 Agree 3 60%
3 Neutral 0 10%
4 Disagree 1 0%
Figure 5
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
70%
10%
10%
10%

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Total 10 100%
employees agree, 10% neutral, 0% disagree & 0% strongly disagree about the recruitment
& selection process.
Q7. Is the Recruitment & Selection process of DPL need to improve ?
1
2 Agree 5 10%
3 Neutral 2 20%
Figure 6
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
10%
60%
30%

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4 Disagree 1 50%
Total 10 100%
employees agree,20% neutral, 50% disagree & 0% strongly disagree about the
improvement of recruitment & selection process in DPL.
Q8. Does the recruitment & selection process follows objective criteria & is connected
to achieve of organizational goal?
Sl no Particular Respondents Percentage
1
Figure 7
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
20%
10%
20%
50%

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2 Agree 2 20%
3 Neutral 0 0%
4 Disagree 0 0%
Total 10 100%
employees agree ,0% neutral, 0% disagree & 0% strongly disagree about the recruitment
& selection process follows objective criteria & is connected to achieve of organizational
goal .
Q9. Is the Selection Policy of the organization is good ?
1
2 Agree 3 30%
Figure 8
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
80%
20%

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3 Neutral 1 10%
4 Disagree 0 0%
Total 10 100%
employees agree ,10% neutral, 0% disagree & 0% strongly disagree about the selection
policy of the organization.
Q10. Is the recruitment & selection process of DPL is free from biases?
1
Strongly agree 3 10%
2 Agree 3 20%
Figure 9
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
60%
10%
30%

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3 Neutral 2 10%
4 Disagree 1 50%
Total 10 100%
employees agree ,10% neutral, 50% disagree & 10% strongly disagree about whether the
recruitment & selection process of DPL is free from biases.
Chapter 5
Findings, Recommendation & Conclusion
5.1 Findings
Figure 10
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
10%
10%
20%
50%
10%

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1. The recruitment & selection process of delta pharma ltd is systematic.
2. The organization clearly define the position objectives, requirements & candidate
specifications in the recruitment process.
3. The recruitment & selection policy of DPL is cost effective .
4. The organization hire their employees on time.
5. The recruitment & selection process collect adequate pool of quality applicants.
6. The recruitment & selection process of DPL is lengthy.
7. The recruitment & selection process is not so effective in DPL .
8. The recruitment & selection process followsobjective criteria and is connected to
achieve of organizational goal.
9. The Selection Policy of the organization is good.
10. The recruitment & selection process of DPL is not free from biases.
5.2 Conclusion:
Delta Pharma Limited represents an organization that thrives for continuous learning and
organizational development. For them, organizational development includes a creation of
a strongly-bonded culture; maintaining discipline; continuously adapting to changes
resulting from both internal and external environment; developing human resources
through ongoing development and evaluation initiatives; and completing tasks and goals

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within a given time frame. DPL continually focusing on corporate social responsibility and
adapting to changes will automatically lead to successful company. Thus, developing a
strong HR department for organization development is becoming an important aspect for
the company. The primary objective of this report was to analyze and understand the
effectiveness ofthe recruitment and selectionprocess of DeltaPharmaceuticals Ltd. Human
Resource plays the vitalrole to getmaximum contribution from its workforce. It is the nerve
centre of the company as it is to deal with man who is the vital and most sensitive factor in
any organization. Without the support of human beings machine remain idle, raw materials
lie stacked and money gets tied up. To get the best output the potential individual has to
be recruited. As the research showed, the
company is continually applying development initiatives to enhance its recruitment and
selection procedures to ensure right people in the place. From my experience I have
observed that DPL maintain their recruitment & selection process in a very systematic and
full planned way. In many organizations it is a common practice where in case of
recruitment decisions are influenced by many unexpected powerful authority which leads
to an inappropriate employee selection. I wish that Delta will be number of top 10
Pharmaceutical Company in Bangladesh for its potential Human resource department.
5.3 Recommendation:
Delta Pharma Limited can improve their recruitment and selection process several ways.
And they can also reduce their weakness by following steps. These are:
 Delta Pharma Limited should reduce the duration of recruitment & selection
process.

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 The recruitment and selection process need to be improve for getting more
effective output in DPL.
 The recruitment & selection process need to be be free from biases of DPL.
5.4Reference:
 Delta Pharma HR Manual.
 Delta Pharma Recruitment &Selection Policy.
 Annual Report (2014-2015,2016-2017)
 Website: www.deltapharmabd.com
5.5Bibliography
 MichaealArmstrong , A Hand Book of Human Resource Management, 9th
edition.
 MichaealArmstrong , Employee Reward , 2nd edition.
 Decenzo David A. , Fundamentals of Human Resource Management ,8th edition.
 DessslerGary , Human Resource Management ,9th edition.
 The official website of Delta Pharma Ltd, www.deltapharmabd.com
 Delta Pharma Annual Report (2014-2015).
 Delta Pharma Employee Handboook.
 www.google.com

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