This is an Internship Report (BBA)

1. i
Internship Report
On
Recruitment and Selection Process of Abdul Monem Ltd. A case of
Beverage Unit
Submitted To –
Mohammad Shariful Islam
Assistant Professor -Dept. of Business Administration
Bangladesh Army International University of Science & Technology
Submitted By –
Md. Rahat Bhuyian
Student ID - 4102039
Program - BBA
Bangladesh Army International University of Science & Technology
Date of Submission – February 23, 2021

2. ii
Letter of Transmittal
February 23, 2021
Mohammad Shariful Islam,
Assistant Professor
Bangladesh Army International University Of Science & Technology
Cumilla, Cantonment
Subject: Submission of Internship Report
Dear Sir,
This is a great chance for me to present my internship report on “Recruitment and
Selection Process of Abdul Monem Ltd: A case of Beverage Unit” I feel wonderful as I
got the opportunity to do my internship in a reputed multinational Company, named Abdul
Monem Ltd. (Beverage Unit). It is a great opportunity to present my internship report
under your supervision. I am thankful for your guidelines and instructions.
I would also like to express my heartiest gratitude to Factory Manager HR and Admin,
Hossain Mohammad Elias Shovon, Abdul Monem Ltd. for providing me with supreme
guidance during my stay at the organization as an intern.
I tried to put my best effort for the preparation of this report. Yet if any limitations or flaws
arise, it will be my pleasure to answer any clarification and recommendation regarding this
report.
Thank you once again for your boundless assistance and supervision.
Sincerely yours,
Md. Rahat Bhuyian
Student ID – 4102039
Dept. – Human Resource Management

3. iii

4. iv
Acknowledgement
Every single work needs backing and direction for the fruitful accomplishment of its points
and goals. This report work also had support from many hands and above all the blessings
of the Almighty Allah. I might want to express gratefulness and show my sincere
appreciation to the authority of my University for directing this entry level position
program. I might likewise want to communicate my regard and heartiest appreciation to
Mohammad Shariful islam, Assistant Professor-Department of Business Administration,
Bangladesh Army International University Of Science and Technology for his incredible
participation which will be constantly recalled by me, without whom setting up this paper
was basically unimaginable.
I might likewise want to recognize with much obliged, the help got from Head of HR
(Group HR and Admin) A.K.M Ziaul Amin, Dy. Manager Hossain Mohammed Elias
Shovon, Executive-Arafat Sajib and Jr. Executive Sharmin Akther, Department of Human
Resource at Abdul Monem Limited (Beverage Unit). I'm paying my heartiest appreciation
to these incredible individuals for their extraordinary collaboration, which will
consistently be recalled.
This report is set up by me, however it is outlandish without the assistance and help of the
above people so indeed I might want to express appreciation to all, Thank you.

5. v
Executive Summary
This report on “Recruitment & Selection Process of Abdul Monem Limited” reflects the
numerous rigorous and prolonged tasks to complete the recruitment of an employee. It has
also been reflected here that, HR managers have to perform identifiable set of activities
that effect and influence the people who work in the organization as well as the horizontal
intakes which, how it affects the recruitment procedure. I have inscribed the standard
procedure of the recruitment process and the procedure I have followed, instructed to
perform in the organization. I have come up with several significant findings and
substantial and helpful recommendations which might prove worthy for the organization.
Adding to this, all of my information are taken using primary and secondary data and the
report is prepared with proper APA citation and using standardized form of referencing.
Moreover, on the annexure part, I have highlighted several important questionnaires which
can justify the proper recruitment & selection procedure. In the report, it is illustrated that
AML (Abdul Monem Limited) has a very strong HRM department & HRM policy. It is
also seen that AML is always committed to provide employee proper safety & health. They
have undertaken numerous programs to ensure employees’ rights of safety & health. AML
gives more emphasis on their communication with employee. To sum up, all the steps
consummate the entire HR department of Abdul Monem Limited.

6. vi
Table of Content
Title Page.............................................................................................................. i
Letter of Transmittal............................................................................................ ii
Acceptance Letter…............................................................................................iii
Acknowledgement..............................................................................................iv
Executive Summary…......................................................................................... v
Table of Content ...........................................................................................vi-vii
PART 1: Introduction… ......................................................................................1
1.1 Introduction… ................................................................................................2
1.2 Objective of the study.................................................................................... 2
1.3 Methodology.................................................................................................. 3
1.4 Limitation ......................................................................................................4
PART 2: Literature Review.................................................................................5
2.1 Literature Review .......................................................................................6-7
2.2 Standard recruitment and selection process............................................. 7-18
PART 3: Organization Overview .......................................................................19
3.1 Organization Overview............................................................................ 20-21
3.2 Organization background ..............................................................................21
3.3 Vision.............................................................................................................21
3.4 Mission… ......................................................................................................21

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3.5 Achievement and Recognition….....................................................................22
3.6 Organization Hierarchy… ...............................................................................23
3.7 Business concerns of AML..............................................................................24
PART 4: Findings................................................................................................25
4.1 Flowchart of recruitment and selection process of AML...............................26
4.2 Recruitment and selection process of AML… .........................................27-34
4.3 Questionnaire............................................................................................ 35-36
4.4 Diagram Chart of Data Obtained from Primary Survey........................... 37-42
4.5 Summary of Questionnaire survey analysis ...................................................42
4.6 Significant Findings....................................................................................... 43
PART 5: Recommendation & Concluding Statements .......................................44
5.1 Recommendation….......................................................................................45
5.2 Conclusion.....................................................................................................46
References ......................................................................................................47-48
Lesson learned from this internship….................................................................49
THE END ...........................................................................................................49

8. 1
PART 1:
Introduction

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1.1 Introduction:
Education is seemed to be consummate with both theoretical and practically gained
knowledge. With theoretical concepts we only learn how they are applied in the real world
but practical learnings put ourselves in the real-world situation to apply those learnings by
ourselves. Internship program has been decorated in such a way that allows every student
to fetch a glimpse of real corporate world activities with the application of learned theories.
The main intent of this study is to attain corporate culture and activities as well as to get
an abridged view of the recruitment and selection procedure-one of the most important HR
functions; which will give an overall idea how its functionality is carried out properly.
1.2 Objectives of the Study:
The research has following objectives
 To analyses the recruitment & selection process.
 To identify the underlining factors which influence the recruitment & selection
process.
 To make a comparative picture and evaluation of the prevailing recruitment &
selectionprocess of Abdul Monem Limited.
 To recommend and suggest for the betterment of current recruitment & selection
process.

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1.3 Methodology:
This analysis is basically a combination of primary and secondary data. The main source
of data is different officers from Abdul Monem Limited, to collect information I try to ask
them and they responded to my questions and for that reason that information was very
much restrictive with the organization as they want to keep these confidential.
Primary Data
❖ Personal Observation: in addition of practical attachment with different works, I saw
an interview board in this short three-month internship. I created a questionnaire and
survey employees, managers and analyze it in excel sheet. Most of the survey
candidates were Officer and Manager, and conversation of HR Personnel
Secondary Data
❖ Information from Websites,
❖ Scholarly Article
❖ HR Books, Journals

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1.4 Limitations:
Some limitations were faced while constructing this internship report. Some of the
limitations are listed below: -
❖ Every organization has their own secrecy that is not exposed to others. While collection
the data they did not disclose their internal policy that hampers the organizational
confidentiality.
❖ Access to more internal information which we could not get hold of and they did not
even disclose those points in front of us.
❖ It is very difficult for a man to understand an organization’s policy and system in only
three months.

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PART 2:
Literature Review

13. 6
2.1 Literature Review:
An effective and successfully carried out recruitment and selection of candidates is a
tracing mark for a company or organization to pick the best candidate for a particular job.
From Bangladesh’s perspective, almost in every organization, internal recruiting plays a
significant role in selecting candidates. However, it lefts a gap to choose the ideal
candidate from a larger pool of applicants. It goes without saying that effective recruitment
and selection smoothens the way to fetch the best fit candidates for particular positions.
As we all know companies recruit new employees through internal and external sources
and these sources act as substantial catalysts for an effective recruitment and selection
procedure. Cornelius and Decker (1979) has had research on sources of recruitment and
came out with the result that, individuals those have recruited through employee referrals
which itself is one of the internal sources; have lower turnover rates than other groups
(depending on the measure) (Decker, 1979). Similarly, through the research of Breaugh
(1981) it has been conjectured that, the number of absentee of scientists been selected
through newspaper sources doubled than that of selected through various other sources
(Breaugh J. A., Relationships between Recruiting Sources and Employee Performance,
Absenteeism, and Work Attitudes, 1981). However, the study of Caldwell and Spivey
(1983) came up with the outcome that, formal advertising successfully fetched more
number of store workers (SPIVEY, 1983). In addition to this, another research of
(Breaugh, 1981) came to the fact that, the scientists who were subsumed through the
college recruiting program, showed a sorry looking progression percentage as well as
quality than those, who were selected through external sources, namely professional
journals and circulars. Although, internal recruiting certainly paves the way to be seemed
as advantageous still formal recruiting and selecting process is favorable as it assists an
organization to choose individuals from a large pool of candidates who can be a suitable
match for particular positions.
Talking about being fair regarding the recruitment and selection process, I asked one of
the stark-figure of middle management of Abdul Monem Limited that, “do you need to be
fair enough about the recruitment process of the company?” For confidentiality issue his

14. 7
name hasn’t been mentioned rather we take him as an anonymous and quote what his say
was regarding it,
“To be mentioned, fair enough is a vague term in such scenarios. Talking about the
transparency regarding the functionality, yes, policy wise Abdul Monem Limited’s
recruiting process is right and transparent with no candidate seems as an inconsequential
one but when it comes down to practice, the horizontal intakes have to be entertained!” –
Personnel from middle management of Abdul Monem Limited.
What the anonymous personnel of our company tried to say by stating “horizontal intake”
is that a company might have a pool of candidates who’s been shortlisted based on the
qualifications, experience and expertise and it’s a prognosis that, best fit individual will be
selected from this pool. However, sometimes higher authority or top-level personnel
recommends that particular candidates have to be included and should be taken good care.
Regardless the match between company’s JD (job description) and job requirements, that
recommended candidates get included in the pool and it increases the size of the pool; the
horizontal expansion.
When such situation occurs, recruiters and panel members have nothing to do except
interviewing and giving a grace to such candidates. So, it leads to violating the policy but
they are bound to perform the act and does the entertaining.
2.2 Standard Recruitment & Selection Process:
Definition of Recruitment & Selection:
Recruitment and Selection is a foundation of Human Resource Management (HRM)
practices and its integration to business is critical to achieve organizational strategic goals.
Better recruitment and selection strategies result in improved organizational outcomes.
According to Dessler’s definition, recruitment and selection is a major HRM component
as it includes and describes all organizational practices and decisions
(Dessler/Griffiths/Lloyd-Walker, 2007). Rowley & Benson 2002 emphasized on thriving
advancement in technology arena with the annexure of HRM (Chris Rowley, 2002).

15. 8
Moreover, Lam & White, 1998 tabled their perception that it is an utmost need for
recruitment and selection procedures to be merged with business strategies to harness the
challenges of HRM functionalities (Long W. Lam, p. 1998).
The focal point of Decenzo and Robbins’s definition is to bring out potential applicants
for specific positions along with the need based on vacant positions in a company (By
David A. DeCenzo, 2016). William F. Glueck has come up with the definition of
recruitment as this- “Recruitment can be defined as the set of activities for an organization
to attract job candidates who have the capabilities and attitudes needed to assist the
organization accomplish its goals (Glueck, p. 1978).”
Selection, on the other hand consummates the whole recruitment process as without this,
an ideal candidate can’t be selected by any organization. According to
(Dessler/Griffiths/Lloyd-Walker, 2007), his statement highlighted on the significance of
proper selection procedure without which worthy candidates won’t be selected which
ultimately impacts an organization negatively. Decenzo and Robbins has voiced about
ideal selection process as it has to include certain steps namely application form fill up,
primary candidate screening and interview, written test, comprehensive interview,
reference verification, medical tests, and finally job offering (By David A. DeCenzo,
2016).
Recruitment and Selection Process:
Recruitment and selection aren’t any simple assignment to finish as it incorporates
different advances and formal techniques. All through the world, in the vast majority of
the associations, the primary advances continued in enrollment and choice are practically
associated and comparative; the solitary change that differs is the name of the systems
from association to association and from organization to organization.
Here, the standard recruitment and selection processes inscribed by The University of
California, Riverside (UCR) have been described in the following as it covers almost all
the aspects of recruitment and selection process from beginning till end.
To enhance efficiency and effectiveness of recruiting and to ensuring compliance in the
recruitment and selection process, it is advised the following steps be followed. Details for
each step embodies the minimum recommendation for best practices to attract a talented
and diversified applicant’s pool. This is as follows:

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Step 1: Identify Vacancy and Evaluate Need
The above all else step is to recognize the empty position and assessing the need of another
representative in that specific post. For recently made position, it must be remembered
that, if changes will influence the job or position just as if the empty position truly should
be topped off inside the fastest conceivable time. To get a clear perspective on the
circumstance, directing an employment examination will help to assist recognizing holes,
the center abilities which are must required those are feeling the loss of, those are needed
for future. Then again, for substitution, a few things should be remembered, for example,
- errands those have been performed by the past representative, assignments those are
should be added or eliminated, working hours and most critical one, regardless of whether
still there is necessity for the function at all or not.
Step 2: Develop Position Description
Prior to developing the job description, the hiring manager should identify the following:
 General information
 Position purpose
 Essential Function
 Minimum Requirements
 Preferred Qualifications
General Information: It includes the following:
 Payroll Title
 Pay Grade
 Working Title
 Department Name
 Department Head
 Supervisor Name
 Title Codes and Full Names

17. 10
Position Purpose: The statement should summarize the position’s essential functions and
its role in relation to supporting, administering, or managing the activities of the
department, unit, or organizational unit.
 Includes a detailed illustration of the role and its relation to the department, organization
and University
 Includes predicated tenure (i.e., Limited 6-9 months or Contract 2.5 years) for non-
Career positions
 Enlisting the number of vacancies when there is more than one position being recruited
 Statement of any pre-employment assessments only if required.
Essential Job Functions: When developing essential functions for the position the
following should be noted:
 On-the-job activities those are elementary for a specific position are masterminded
by the significance as well as how much time has been given on it
 Prior work pressure and on-the-job condition has to be overtly stated to the
applicants
 Top priority-duties must have to be correlated and aligned with the achieving of top
priority-function.
Minimum Requirements: Minimal requisites are the qualifications or criteria which had
been presided in advance as well as publicly articulated to potential applicants. It includes:
 Obligatory objectives, non-comparative and business related
 Can be position/department specific
 The stated and bottom level requisites have to complement the achieving of
obligatory functions.
Preferred Qualifications: Required skills, knowledge, abilities and competencies can put
focus a more proficient level at which obligatory duties can be performed such as:
 Experience in the relevant field and knowledge about policies and regulatory acts
 Credentials of obtained degrees are optional

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Step 3: Develop Recruitment Plan:
Each position requires a documented Recruitment Plan which is approved by the
organizational unit. A carefully structured recruitment plan maps out the strategy for
attracting and hiring the best qualified candidate and helps to ensure a strong applicant
pool.
Followings are the recruitment plan elements:
o Posting Period
o Placement Goal
o Additional Advertising Resources
o Diversity Agencies
o Resume Banks
Posting Period:
Minimum posting requirements are as follows:
A. Professional Support Staff (PSS) – 10 business days from date posted beginning the
next business day
B. Management/Senior Professional (MSP) – 15 business days from date posted
beginning the next business day
Placement Goals:
Placement goals are necessary for recruitment and it is an obvious task to review the very
position objectives as well as enhancing recruitment functionality which will pave the way
for achieving the target those been identified.

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Additional Advertising Resources:
It includes several types of advertisement sources namely; Newspaper, website,
company’s newsletter, recruitment agency, campus recruiting, job fair, social media etc.
Diversity Agencies:
It pontificates the enhancing relationships and a pool of potential candidates with agencies
allowing candidates capturing a detailed view of company’s mission and vision.
Resume Banks:
Regarded as a substantial source for tracing upskilled and proficient candidates where job
seekers upload their resumes and then they are being sorted and shortlisted by employees
of organizations.
Step 4: Select Search Committee:
To ensure candidates being chosen for primer meeting to last-stage appraisal are assessed
by a few faculty to limit the potential for individual inclination, a determination advisory
group is shaped. The employing supervisor will choose people who will have prompt just
as aberrant association with the competitor over the range of their movement. An
individual from the board of trustees will be endorsed as the Affirmative Action and
Compliance Liaison who will manage the entire usefulness from the parts of the pursuit
advisory group.

20. 13
Stage 5: Post Position and Implement Recruitment Plan:
To post the position:
 The demand is made by the Service Center Human Resources Coordinator or
Departmental Human Resources Coordinator and endorsed by the Service Center
HR Organizational Coordinator or Organizational HR Coordinator
 When endorsed, the Departmental HR Coordinator or Service Center will audit the
demand and course online to the HR Classification Analyst who will allocate the
arrangement
 The demand is then directed to the HR Recruitment Analyst who will post the
position
 Applications can be surveyed and dispositioned once the base number of posting
days has been reached
 Interior competitors will apply through the ordinary application measure and will
be remembered for the up-and-comer pool alongside outer applicants
It is seen that steady managing and catch up is the impetus for an effective enrollment and
choice exercises. Candidate pools for every enlistment can be checked via search board
individuals during the enrollment cycle by exploring and examining appropriately.
Step 6: Review Applicants and Develop Short List:
After the position has been distinguished, competitors will apply by means of
organization's site. Competitors will top off the virtual structure putting all the necessary
data and will be respected "Candidates". All candidates must be taken under conflict It is
to specify that all the advisory group individuals ought to assess all candidates to guarantee
more than one individual surveys their capabilities and on top of that it must be impartial.

21. 14
Every board part may give remarks to every Applicant's capabilities as they match to the
base requirements of the position.
After the fulfillment of checking on the candidates, a waitlist of up-and-comers is readied.
Upon consummation, if the waitlist of candidates is seen to be included variety and
fathomable, it gets concession and following this, candidates are about be reached for
meet.
Step 7: Conduct Interview:
It is the most important step in recruitment & selection process as this serves the
rudimentary screening of candidates and lets the interview panel members to get to know
more about that very person in depth whether he/she will worthwhile for what the company
is looking for.
Preparation of Interview: When the short rundown gets endorsement by the HR division,
the meeting cycle initiates. It is imperative to appropriately plan for the meeting as this is
the occasion to assess the aptitudes and skills and approve the data the candidate has given
in their application and resume. Posing not many explicit inquiries with respect to the
abilities and aptitudes will keep the heaviness of the meeting. On the off chance that further
subsequent required, need to concoct looking into the candidate's resume and stamping
notes to address a particular divulgence.
The Committee Chair should determine the following:
 Interview outline and questions
 Who will be the interviewer?
 Whether any work sample should be submitted
 Probable date of starting
 Further queries by candidate about the post which hasn’t been mentioned in the
description.
Interview Questions: Questions must be forthright and work explicit to bring however
much data about the applicant as could reasonably be expected. On top of this, competency
based inquiries is firmly invited to pose, as these inquiries can legitimize the applicants

22. 15
from their answer about their ability to do the occupation obligations and duties and can
perform as indicated by the center skills of the organization.
Candidate Evaluation: The prime task of an interview is evaluating the candidate
properly based on the person’s performance during the interview session. There are several
techniques to measure the performance and following is shown one of them:
Inviting the Interviewee: Conducting a meeting is by all accounts tiring and step for the
board individuals if the meeting is proceeded with acceptable number of up-and-comers.
To direct the meeting appropriately, the individuals need to act deftly to draw out the
genuine traits of an interviewee. To do as such, followings are recommended to be thought
of:
o Its expected to establish the ice breaking climate with the goal that the applicant
doesn't get charmed or feel distress on the primary spot as the initial introduction
of a competitor says a great deal regarding how the meeting may go.

23. 16
o It is firmly recommended to relegate an individual separated from the meeting board
to put together the meeting and handle any questions of the applicants and
appropriately assist them with experiencing the meeting from starting till that
individual come out from the meeting room.
o An applicant should be offered plentiful opportunity to response in the meeting and
needs to let possibility to talk more. It is a lot of significant as through the talking
the meeting board part will comprehend if that applicant is qualified to fill the post.
o Appropriately experience the up-and-comer's CV and do the examination deftly
prior to posing inquiries with respect to the aptitudes and capacities.
Notwithstanding that, taking notes and requesting further explanation should be
possible if essential.
o Wary about evading digressive inquiries during the meeting
Step 8: Select Hire:
After the finishing of meeting, board individuals will call the competitors who gets into
definite waitlist advising them about choice and examine further about expected
enhancements when starts working. Documentation ought to show the choice. Being one
of the critical and significant cycles, it is essential to remember the accompanying:
o Selected individual has been chosen dependent on capability and qualification
o It is seen that the chose singular/s will appropriately oblige and do forthcoming
office's central goal and objectives

24. 17
Reference Check:
The motivation behind a reference check is to acquire data about a competitor's conduct
and work execution from earlier businesses that could be basic for taking choice, paying
little mind to their aptitudes, information, and capacities. As past execution is the best
indicator of future achievement, it is suggested, references should be gotten from current
and past directors who can address the competitor's hands on exhibition.
Ordered Hiring Prerequisites: Depending upon the idea of the position, extra recruiting
essentials might be required. Any expenses related with these requirements are the duty of
the recruiting division.
Stage 9: Finalize Recruitment:
Before making determination to the cycle and recruit the chose competitors, it is prescribed
to play out a last check of the choice cycle be finished as follows:
 The obligations and duties those have been referenced in the depiction are simply
and proper
 Choice has been completely done dependent on earlier abilities and capabilities
 Inquiries questions are proper and important with respect to the position
 Affirmation of the sum total of what candidates have been met and fairly and chosen
applicants were really being chosen after uniform conversations
Negotiating the Offer:
It's prescribed to offer the most ideal compensation bundle in examination with
simultaneous market circumstance of the serious organizations

25. 18
While finishing the offer, it is compulsory to specify the subtleties of remuneration bundle,
TA/DA, retirement benefits, tip store and so on.
Finalizing the Offer: Before finishing the enlistment cycle, it is important to tell the
applicants those couldn't make it till the end with a gratefulness mail just as all
documentation related with the enrollment should be kept securely by keeping up
legitimate privacy. For appropriate fruition of the determination cycle, followings are
encouraged to conduct:
 Once the offer has been acknowledged, the Committee Chair or designee tells the
Departmental HR Coordinator and solicitations the offer letter be sent
 The Departmental HR Coordinator gets ready and sends the offer letter The
Departmental HR Coordinator guarantees composed acknowledgment of offer
 The Departmental HR Coordinator enters the finalist data into the ATS (Application
Tracking) endless supply of the marked offer
 The Departmental HR Coordinator contacts those people met and not chose (at any
rate) by telephone or email and this too must be in any way recorded as archived.
 The Departmental HR Coordinator guarantees all enlistment related reports are
transferred to the demand in the ATS

26. 19
PART 3:
Organization Overview

27. 20
3.1 Organization Overview:
Abdul Monem Limited (AML) is one of the leading diversified business
conglomerates of Bangladesh. Our fundamental promise is ‘Touching Lives…
Building Capabilities…!’
Mr. Abdul Monem, the honorable Managing Director and Chairman of Abdul Monem
Limited had established the organization in 1956 and he still is strongly and successfully
runs it along with his two eligible sons, working as the Deputy Managing Directors (DMD)
of the company, Mr. A.S.M. Mainuddin Monem and Mr. A.S.M. Mohiuddin Monem.
Since then, AML BD has become iconic and exemplary figure for other companies to
follow the path. The core strength of the organization is rooted in the capacity to gather
the resources to complete infrastructure projects on a grand scale (funded by Word Bank,
ADB, JICA etc.) thus demonstrating organization’s ability to bear the initial risks
associated with such projects and proving the sustainability throughout the long
development periods.
Over a successful period, AML has not just developed a wealth of experience in
infrastructure and development project arena in order to meet the international standards
of quality and services, it has also become the bottler of Coca Cola, the producer of number
one ice-cream brand Igloo, Igloo milk and dairy products, Igloo food items and snacks,
manufacturer of pharmaceuticals, maker of auto bricks, bitumen and other selected
construction materials. It also established AM Sugar Refinery Ltd., AM Rice Bran Oil),
Service Engine BPO, AM Securities and Financial Services Ltd., etc. In 2015, it was
awarded to develop one of the first private economic zones of the country. Abdul Monem
Economic Zone (AMEZ) in Daudkandi, Munshi Ganj on its land of 216 acres. All these
strategic units are established with a view to leveraging the strength of the parent company
as well as to contribute to the national economy with an intention of generating
employment opportunities for fellow citizens. Even though, AML began as a family-
owned business, it has transformed into a multi-disciplinary modern day business group
delivering value to its customers. As such, company’s priority has been to focus on
building capabilities to infuse strength and character in the people, company’s fellow
business partners, associates and stakeholders resulting in robust and dynamic growth of
the establishment. Comprised of 10,000+ talented and highly skilled workforces are the
rock bottom of this very company’s strength and long-term success. Hence, the policy

28. 21
requires that company takes responsibility for ensuring their safety and security as well as
safeguarding their health and welfare. Moreover, company also take great pride in
contributing to the community and society as a whole through active corporate social
responsibility and engagement. The ultimate focus therefore, is to use company’s valuable
resources in order to create value-added products and services, which would contribute to
the economic, social and environmental progress and prosperity of Bangladesh.
Altogether, they aim to lead by paradigm and to learn from everyday experiences; in
addition to, they set their endeavors to high standards for people at all levels and
consistently meet them.
3.2 Organization Background:
Abdul Monem Limited is one of the largest and coveted conglomerates of Bangladesh.
Mr. Abdul Monem, the honorable Managing Director of AML BD is the founder of the
company in 1956. Since then, it has marched to the glory path of success and became an
iconic figure to other preceding organizations.
3.3 Vision:
AML’s vision materializes their Roadmap. Company is aimed at contributing to the
economic, social and environmental progress and prosperity of Bangladesh through
optimum use of their resources applied in constant development of their value-added
products and services.
3.4 Mission:
Mission of AMLBD defines their Roadmap. They excel to develop and deliver value added
goods and services to company’s esteemed customers, consistently outperform their peers,
build enduring relationship with business associates and stakeholders; providing a
dynamic and challenging environment for the employees and aim to achieve incremental
growth of AML’s business thereby having a positive economic and social impact on the
community and the nation.

29. 22
3.5 Achievements and Recognitions:
For outstanding performance and being the market leader in the respective sectors, Abdul
Monem Limited has been awarded numerous prestigious corporate and government
awards. Following are the names of those awards:
 The President’s Awards
 The longest TAX payer award
 The longest VAT payer award
 IFAWPCA gold medal
 Business person of the year 2008, Bangladesh
 Commercially important person of 2010, 2011 & 2012
 Excellence for business performance from Jamuna Bank ltd
 Igloo- No.1 ice-cream brand by Bangladesh Brand Forum
 Other recognition from various Government departments for business performance,
corporate governance and contribution to national development

30. 23
3.6 Organizational Hierarchy:

31. 24
3.8 Business Concerns of Abdul Monem Limited:
Here’s enlisted all the business concerns of AML:
 Igloo Ice Cream Unit
 Igloo Dairy Limited
 Igloo Frozen Food (Deli frost)
 Igloo Foods Limited
 AM Beverage Unit (Coca Cola)
 Danish Bangla Emulsion Ltd
 Abdul Monem Sugar Refinery limited
 AM Asphalt and Ready Mix Concrete Ltd
 AM Rice Bran Oil
 AM Auto Bricks Limited
 AM Mango Pulp Unit
 AM Securities & Financial Service Ltd
 AM Energy Ltd
 Novus Pharmaceuticals Ltd
 Service Engine

32. 25
PART 4:
Findings

33. 26
Vacancy
Identified
Job Rotation
Promotion
4.1 Flowchart of Recruitment and Selection procedure of Abdul Monem Limited:
A flowchart consistently gives a reasonable and passage see about the all out thing that has
been depicted. Following is the flowchart of the enrollment and choice system of Abdul
Monem Limited which is viable for each division and concerns.
Written test
(If required)
Preliminary
Screening
Advertisement
Internal Source
External Source
Requisition from
Concern
Department
Vacancy
closed
Appointment
Letter
Reference check
& notify about
colleting
appointment
Letter
Interview 1: Initial
Interview taken by
HR
Final Interview;
CHRO &
Respective
departments
Head conduct

34. 27
4.2 Recruitment and Selection Process of Abdul Monem Beverage Unit:
Step 1:
Manpower Requisition: The recruitment and selection process kicks off with the
manpower requisition of human resources or clients. While requesting for filling the
replacement of existing vacant position or new position, the concerned department fills
up a recruitment requisition form and send it to the HR department and then HR
department send it to head office for approval.
In the following a sample of manpower requisition form of Abdul Monem Limited is
attached:

35. 28
Manpower Recruiting Requisition Form
Date:
Name of Concern:
Name of Position:
Department: Function
Reporting to:
Number of Position(s): Job Grade/
Number of
Position(s)
Salary Range of Employee: Job Location:
Why is this Resource
Required?
 Replacement In Case of
Replacement Mentioned Name &
Position
 New Position In Case of New
Justification for New
Position
Key Responsibilities:
Key Competencies (Pre-
qualifications) :
Education Area of Expertise
Experience Others Skills Age
Expected date of
Employment:

36. 29
How do you want to  Jobs site
advertise this position? :  Head Hunting
 Reference Newspaper/s
Name of the News Paper/s:
Provided by Line Manager: Name :
Designation: Signature
Recommended by
Departmental Head:
Name :
Designation: Signature
Proposed by Concerned HR: Name :
Designation: Signature
Recommended by
Director/Project Director
:
Signature with Date:
Approved by CHRO: Signature with Date:
Job Analysis
Job analysis is the process of gathering and analyzing information about the content and
the human requirements of jobs, as well as, the context in which jobs are performed. This
process is used to determine placement of jobs.
Job Specification
Job specification specifies the requisite educational qualifications, trainings, prior
experience, skills and competencies required by companies. Regarded as pivotal because
the key part of the job specification, established at the beginning, is mandated in
structured selection interview. The respective department helps HR department in
preparing job specification.

37. 30
The following information’s are specified in the job specification:
 Applicant’s age
 Title of the position.
 Division/Department or Section.
 Minimal educational and prior work experience
Job Description
Job description is the basis of CGC recruitment, selection, placement, performance
appraisal, salary administration, promotion, training and other personnel actions for its
employees. Job description is prepared by respective Head of the HR with the help of
concerned department and it is kept with confidentially within HR. For probable changes
that occurs in the duties and responsibilities, then job description must be revised. In
addition to this, a copy of the job description is provided to the employee when he/she is
appointed, promoted, newly assigned or when it is necessary.
Job evaluation
Job evaluation is basically the evaluation of employees based on their performance
comprising of skills and personal traits. Numerous methods such as job ranking, job
grading, and factor comparison are applied in job evaluation. Moreover, research
indicates that each method is close to being accurate and reliable as the other in ranking
and pricing different jobs. It is base of wage and salary negotiations.

38. 31
Step 2:
Recruitment Sources: There are mainly 2 types of sources from where human resources
are selected. It is one of the prime tasks to select the skillful and appropriate person for
particular positions. Abdul Monem Limited does the search in an effective manner. The
2 main sources are:
 Internal Sources
 External Sources
Internal Sources: Under this division there are several ramifications lies. They are:
 Present employees or transferred employees
 Employee referrals or employee recommendations
 Former employees; who wants to join because of their willingness
 Former applicants; they can come by walk-in interview or through email or phone call.
External Recruitment:
Advertisement:
Through newspaper, as it is the most common and in various social media platform; most
commonly Facebook. Moreover, LinkedIn, bdjobs.com has become the prime and top
platform for posting job advertisement and it is a smartphone-based application.
Step 3:
Application Receiving and initial screening: From different sources our HR team
collected CVs of applicants. Most of the time CVs were taken from bdjobs.com,
Facebook and some through recommendations or references. During the initial
screening, selection panel review the applications based on the JD (Job Description) and
see whether the applicants match with the desired criteria. Applicants are shortlisted for
initial interview based upon key selection criterion. On the contrary, those who lack
skills or experience or required attributes are simply debarred or rejected.

39. 32
Step 4:
Arranging Interview: Selected candidates are then informed by me about the interview
details over the phone and ensures that candidates will come for interview. After the
confirmation, the next task includes:
 Downloading and printing the CVs of the candidates
 Printing out the assessment for each of the candidates and staple along with the CVs
and keep all the CVs in a separate file mentioning the position and date.
As soon as the candidates for initial interview are shortlisted, then next task is to prepare
an interview schedule which has a specific pattern to follow and includes several
information. They are:
 Time and date
 Address
 Name of the designation for which the applicants applied (ASO, ASM, RSM etc.)
 List of candidates with contact number and current workplace
Step 5:
Compile Interview Question: Our respected manager and the department head decides
whether the interview will be based on written test or only viva or it will comprise both
written and viva. Depending on the types of positions, questions are being prepared, such
as, for the position of Area Sales Manager (ASM) for Beverage Unit (Coca Cola), we
took both written and viva test.

40. 33
Step 6:
Conduct Interview: Conducting interview may seem quite easy to perform but it has a
number of tasks included which all are substantial. Before the day of interview, one copy
of interview schedule was given to the reception and another copy was kept who are in
the viva board.
Step 7:
Select successful candidates (Final Interview): After the initial interview been
conducted, the panel member shortlisted the candidates for next phase, that is to face the
final interview with our Head of Human Resource Management and Head of Sales and
Marketing Department of Beverage Unit.
Step 8:
Check References: Before handing over the appointment letter to the selected
personnel, our HR team checks the viability or credibility of the references used by the
candidates as it is regarded as an essential step of recruiting and selection process.
Step 9:
Formally handing over the appointment letter/ job offering letter: Our HR
department, after getting all the clearance and permission, selected candidates are offered
appointment letter after notifying to receive as soon as possible. The appointment letter
is the confirmation of recruiting candidates as an employee of the company and in the
letter, the date of joining is mentioned in bold letters. Some of the candidates can’t join
on the proposed date so we handover them offer letter in which the probable date given
by the candidate is stated and other important information such as gross salary is also
mentioned.
Appointment letter includes:
 Job title
 Initial Designation

41. 34
45
40
35
30
25
20
15
10
5
0
0 to5 Years 5 to10 Years 10 to 15 Years more then 15 Years
Percentage
 Area in which he/she will work
 Department and section name
 Date of Appointment
 Probationary period, gross salary and monthly allowance
 Legal obligations
After receiving all the necessary documents from the candidate, our HR department
keeps all those documents in a separate file which is known as fact sheet, in which all the
further documents will be attached. Finally, handing over the appointment letter, we
congratulate the candidates with best wishes for a new start at Abdul Monem Ltd, being
a proud member of the conglomerate.
4.3 Diagram Chart of Data Obtained from Primary Survey:
1. Since how many years have you been working with this organization?
In this graph, we see that the rate of people working in Abdul Monem Ltd. more than 15
years is the highest. This reflects that people usually do not want to leave this organization.

42. 35
40%
60%
Yes No
2. Does HR provides an adequate pool of quality applicants?
So, from the pie chart it is easily understandable that, 60% of employees agree that AML
provides an adequate pool of candidates.

43. 36
5%
20%
30%
5%
25%
15%
Employee referral Campus Recruitment Advertising recruitment Agency JobPortals Others
3. What source you adopt to source candidates?
So from the pie outline, we can say that 30% of enlistment is done through occupation
entry and generally from bdjobs.com and we publicize in Facebook for opening which
added up to 25% of the enrollment cycle.
4. What is the average time spent by HR dept. during recruitment (each candidate)?

44. 37
45
40
35
30
25
20
15
10
5
0
10 Minutes 10 to 20 Minutes 20 to 30 Minutes More
Written
Aptitude
Group Discussion
Personal Interview
Psychometric test
Other
0% 10% 20% 30%
Percentage
40% 50% 60% 70%
Thus, from here it is seen that 40% meeting accepts 10-20 minutes as this goes for the
underlying meeting and a large portion of the data is shared at the essential meeting.
5) Do you use any of the following tests during the process of recruitment?
Thus, it very well may be seen that, 60 % representatives favor just to accept individual
meeting as this has been the overall normal practice.

45. 38
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Percentage
Reference Check
Family background10%
Check
5%
Education
Qualification
10%
Professional
Background check
25%
Legal Background
Check
50%
Education Qualification
Family background Check
Legal BackgroundCheck
Reference Check
Professional Background check
6. What Kind of verifications you do?
Along these lines, 50% departmental heads and meeting board individuals do the
legitimate record verification to choose an applicant.
7. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?

46. 39
10% 10%
80%
Poor Adequate excellent
Over 80% says that HR group go about as a specialist to upgrade the nature of the candidate
pre-screening measure.
8. Rate the effectiveness of the interviewing process and other selection instruments, such
as testing?
About 80% of individuals says that the pace of the viability of the meeting cycle and other
choice instruments, for example, testing is sufficient.
9. Does the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?

47. 40
In this pie chart we can see that yes Abdul Monem Ltd. unmistakably characterize the
position goals, necessities and up-and-comer details in the enlistment cycle.
4.4 Summary of Questionnaire Survey Analysis:
As indicated by the poll review examination, it is seen that, Abdul Monem Ltd rehearses
HRM framework and strategy appropriately. As the majority of the workers are fulfilled
so work plan arrangement of AML is consistently sensible. Here expected set of
responsibilities and employment determination is appropriately adjusted. Through
preparing and leader advancement is done appropriately in AML and it follows the ideal
presentation examination technique. The prizes framework and the inward and outside
value is looked after appropriately. Through representative and work relations are very
much kept up here and furthermore worker security and wellbeing measures are finished
with fulfillment.
No
10%
Neutual
5%
Yes
85%
Yes No Neutual

48. 41
4.5 Significant Findings:
 The HR Department is very alert and meticulous for selecting candidates and
transparency is maintained strictly to select the best-suited candidate/s
 For entry level recruitment, co-curricular activities, pro-activeness, personality,
persuasive ability, creativity, presence of mind all these factors the interviewers try
to find out
 HR Department maintains fact sheet for every employee of every department which
subsumes every detail of an employee including gross salary, increment, transfer,
promotion, resignation, personal information, cv- all of which are kept under
confidentiality.
 Employee turnover rate is comparatively high in mid-level position jobs
 Reference checking process is not strict enough in AML. If candidates bring release
order, they aren’t further checked for viability of it.
 Salary structure is not properly maintained
 It has been under observation that, some positions got vacant for longer period of
time

49. 42
PART 5:
Recommendation & Concluding Statements

50. 43
5.1 Recommendations:
The research has revealed some recommendation given below:
 Setting salary in coordination with external organization to reduce employee
turnover
 Proper verification of qualifications and improvement of reference checking should
be performed properly
 It should have salary structure for equal level position
 If a position gets vacant, immediately it has to be filled by recruiting
Thus, are some suggestions which they can use to improve efficiency of recruitment and
selection process.

51. 44
5.2 Conclusion:
Human Resource Department is undoubtedly can be regarded as the nerve center of any
organization as it plays the pivotal role in selecting ideal and eligible individuals who will
outshine and contribute to the company for its further progression. Candidates have
several queries regarding the interview or on the job facilities; HR department takes
control of these things and clears out tactfully.
In Abdul Monem Limited, the HR department has been restructured and it has become
more organized to run properly. All the HR personnel work relentlessly for the betterment
and prosperity of the company as they have to deal with tons of thousands of
documentation of different divisions which isn’t an easy task. However, Employees are
the ones who orchestrate the proper functionality of any organization. From that point of
view, Abdul Monem Limited has successfully installed qualified individuals for different
positions, who can be the success catalyst for the company. Company’s recruiting process
includes all the formal documents to hire an individual which includes formal manpower
requisition form, candidate assessment form, salary survey, training needs assessment etc.
In the ending note I want to add, this internship program has helped me to gain practical
knowledge not only about the recruitment and selection process of the company but also
taught how the corporate culture actually is and how to acclimatize with it. The company
gives proper value to each employee and it’s the reason for the devotion towards the
company which ultimately leads to achieve the goals of the company as well as self-
development and attaining corporate goals.

52. 45
References

53. 46
1) Ama F. Karikari, P. A. (2015, June 29). The Role of Human Resource Information
System in the Process of Manpower Activities. (10th, Ed.) American Journal of
Industrial and Business Management, 5.
2) Breaugh, J. A. (1981). Relationships between Recruiting Sources and Employee
Performance, Absenteeism, and Work Attitudes. Academy of Management, 24,
142-147.
3) Breaugh, J. A. (2015, June 26). Research on employee recruitment: So many studies,
so many remaining questions. Theoretical Economics Letters,, 5, 405–434.
4)Breaugh, J. A. (2017, November 30). Relationships between Recruiting Sources and
Employee Performance, Absenteeism, and Work Attitudes. Academy of
Management Journal, 142-147.
5) By David A. DeCenzo, S. P. (2016). Fundamentals of Human Resource Management
(12 ed.). New york : John Wiley & Sons.
6) Chris Rowley, J. B. (2002, Januaru 1). Convergence and Divergence in Asian Human
Resource Management. California Management Review, 44(2), 90-109.
7) David A. DeCenzo, S. P. (n.d.). Human Resource Management. Wiley, 1998.
8) Decker, P. J. (1979). A note on recruiting sources and job survival rates. Journal of
Applied Psychology, 463–464.
9) Dessler/Griffiths/Lloyd-Walker, G. D. (2007). Human Resource Management.
Australia: Pearson Education Australia.
10) Glueck, W. F. (1998). Decision Making: Organization Choice. Personnel
Psychology, 27(1), 77-93.
11) Long W. Lam, L. P. (198). Human resource orientation and corporate performance.
Human Resource Development Quarterly, 9(4), 351-364.
12) SPIVEY, D. F. (1983). THE RELATIONSHIP BETWEEN RECRUITING
SOURCE AND EMPLOYEE SUCCESS: AN ANALYSIS BY RACE. Personnel
Psychology, 36(1), 67-72.
13) www.amlbd.com. (n.d.).

54. 47
Lessons Learned from this internship program:
 Through this Internship, I have been able to learn what an organization environment
is like
 I understand how difficult it is for HR to work in an organization
 Through this internship I have seen how to arrange an interview board and the
process
 I have learned more about how to make salary sheet for employee, Settlement of the
employee, and how to fulfill the format and process when a new employee join
Appendix:

55. 48
Questionnaire for Recruitment and Selection:
To conduct a proper and metronomic recruitment and selection process, following
questionnaire can help to evaluate:
1. Since how many years have you been working with this organization?
a. 0-5 Years c. 10 to 15 Years
b. 5-10 Years d. More than 15 Years
2. Does HR provides an adequate pool of quality applicants?
a. Yes
b. No
3. What source you adopt to source candidates?
a. Employee referral c. Advertising
b Campus recruitment d. Recruitment Agencies
e. Job portals f. Other
4. What is the average time spent by HR dept. during recruitment (each candidate)?
a. 10mins. b. 10 to 20mins.
c. 20 to 30mins. d. More
5. Do you use any of the following tests during the process of recruitment?
a. Psychometric test
b. Personal Interview
c. Group Discussion
d. Aptitude
e. Written
a. Other
6. What Kind of verifications you do?

56. 49
a. Educational background

57. 50
b. Legal background
c. Professional background
d. Family background
e. Reference check
7. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
a. Yes
b. No
8. . Rate the effectiveness of the interviewing process and other selection instruments, such
as testing?
a. Poor
b. Adequate
c. Excellent
9. Does the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?
a. Yes
b. No
-THE END-