Recruitment and Selection process in Tusuka Group.

Chapter 1
Introductory Part

1.1 Introduction
Internship program is an important part of Bachelor of Business Administration (BBA).
This program creates a unique opportunity for the student to apply their theoretical
knowledge into practice and gain valuable real world knowledge during the program,
student can also realize existing business condition a part from having opportunities to solve
many problems. After completion of course requirements, the students of BBA are sent to
various organizations for 12 weeks’ internship to gather practical knowledge. It helps the
students to explain the real life situation. As TusukaGroup is one of the largest Oven
organizations of Bangladesh. So I have selected Tusuka Group, which is one of the leading
garments manufacturing industry of Bangladesh. As a part of my internship program of
Bachelors of Business Administration at IUBAT-International University of Business
Agriculture and Technology, I was assigned for doing my internship in Tusuka Group.My
program started from February 01, 2016 to April 30, 2017 selected by the registry of
IUBAT. In Tusuka Group,I was supervised by Md. Abu Syeed Murad, HR Officer. My
project was on “Recruitment and Selection process” of TusukaGroup. This was given by
my supervisor Faquir Mohammad Ishtiaque, Lecturer of College of Business
Administration.
1.2 Research of Aims
The research aim usually refers to the main goal or purpose of a Research Project. The aim
of this project is to Employees Recruitment & Selection process.
1.3 Objective of the Study
The objective of the report is to discuss the Recruitment and Selection process of Tusuka
Group. The main objectives of this report are as given follows:

Broad Objective:
The primary purpose of the study is to have a thorough understanding about the Recruitment
and Selection process in TusukaGroup.
Specific objective:
 To analyze the whole recruitment and selection procedure of TusukaGroup.
 To focus on major elements of Recruitment and selection process.
 To focus on the process of Recruiting and selecting personnel’s.
 To focus on the updates and the better and methods of modern techniques.
 To provide personal opinion regarding problems and prospects of the
TusukaGroup.
1.4 Scopes and Limitations
I have prepared my report on Tusuka Group The scope of this study was strictly confined to
the employees Recruitment and Selection process of Tusuka Group. To collect the
information I worked in the H.R and Compliance Department of Tusuka Group.I focused
only on the Secured jeans department in Tusuka Group. A questionnaire survey was took for
meet the needs of objective of this research.
Limitiations
Due to the code of the BGME, Organizations does not give the confidential data which are
essential though they were cordial to me. Time constraints also a barrier for me. The
employees were very busy and not willing to give me time to have necessary information as
I desired from them.
This study is subject to the following limitations:
 Access to the required information was restricted.
 Most of the employees of the organization were busy and they did not co-operate me
substantially in spite of having desire to do that.
 There are lack of adequate data and information on the relevant topic as these data are
treated as very much confidential.

 To prepare such report it is needed more time, but the report is made only within the
one & half months time period.
1.5 Ethical Consideration:
Ethical considerations can be addressed at individual and at societal levels. The way that
individuals are affected by the conduct of others merits ethical consideration.
This practicum Report is fully prepared by me .I use many information’s and documents from
internet and different websites. The H.R officer gives permits to conduct the survey among
the employees. I have collected the information from the employees, some of officers of
Tusuka Group. They provide me some brief and data while making this research. While
conducting the survey the TG employees and officers of the group are also help me to
prepare this research through giving their opinions.

Chapter 2
Organizational Part

2.1 Background of the Report
Tusuka is one of the leading woven garments exporter of Bangladesh as Private Limited
Company. All its factories are committed to its social obligations and also complies with all
related National laws & regulations as well as customer’s code of conduct and assure their
requirement to produce sustainable denim apparels for different brand &buyer’s. TUSUKAis
a value driven. Company .Socially Responsible to produce cotton and organic cotton is
oneofour core values.
We work out of a Product Life-Cycle Approach from cradle to grave. We keep the highest
focus on ensuring the products we produce are of good quality and do not pose any risk for
the customers/consumers.
We sure the production of our goods does not negatively affect neither individuals working in
our supply chain or the environment.
2.2 Corporate information of the Organization
Factory Location
Corporate Office
House # 50 (5th
Floor), Road # 11
Block # 5, Banani, Dhaka-1213
Bangladesh
Tel : 88-02-9853748 ,
e-mail: texel@tusuka@.com
But Factory is situated NeelNagor,Konabari , Gazipur.

Factory Information :
Other Business of TusukaGroup:
 Tusuka Jeans Ltd.
 Tusuka Trousers Ltd.
 Tusuka Processing Ltd.
 Tusuka Packaging Ltd.
 Tusuka Needle Art Embroidery Ltd.
 Tusuka Fashions Ltd.
 Tusuka Apparels Ltd
 Tusuka Denim,
 Tusuka Washing Ltd
 Tusuka Jeans & Polo
 Tusuka NovoAir
 Tusuka NovoCom
 Tusuka Novo Tel
 Tusuka Texal
Established 1995
Number of Buildings 07
Number of Shift Jacquard 1 – Shift& 2 - Shift
Number of Employee 6000
Male (%) 40
Female (%) 60
Minimum Wage s3
,
E
a
s
t
R
a
m
p
u
r
a
5300 ,
B
a
n
g
l
a
d
e
s
h
BDT
Average Wages 8500 BDT

Buyers of TusukaGroup: Their main customer country’s are- France, Italy, Germany,
Denmark,(Mainly European Country).
Now a Days Tusuka is one of the most reliable manufacturers providing high-quality Oven to
the leading fashion brands like:
Aims of Tusuka Group:
Production & Facilities:
 09 Million Pieces of garments product per year
 More than 1,40,400 square feet production floor spaces
 48 Sewing lines
 Over 800 modern machine facilities (Approximately)
H & M LPP M & S Varner ECI
DEVENHAM WE CUBUS SEARS ZARA

Section Needed in Production:
 Administration Department
 Merchandising Department
 Development Department
 Commercial Department
 Compliance Department
 Planning Department
 Sample Section
 Cutting, Sewing Section
 Packaging Department
 Mechanical Department
 IE (Work Study) Department
 IT Department
Capacity Turnover lead time:
Production Capacity Per Month 9, 00,000 - PCS
Turnover Annual Turnover USD 20M
Sampling Capacity Sampling Capacity
Capacity 34000PCS/Day (Approximately )
Lead Time 90 Days from order confirmation.
Social Compliance of TusukaGroup
A proper business requires special attention and commitment towards practicing ethical
norms and values and environment; safety at all the manufacturing facilities. As a company
whose products span the globe, the management of Tusuka Group has a great responsibility
to influence the conditions under which it manufactures the product. Tusuka Group
endeavors in improving the lives of the people including:

 Competitive wages
 Women Empowerment (80% of our garments workforce is female)
 Maternity leaves
 Day care center for infants
 Medical Facility
 Living accommodations for plant workers
 Hygienic dining facility for all employees
 Timely salary disbursement Cash to all employees
 Training Center for human development
 Noise Level Tracking and Monitoring
 All Awareness Training(With HIV)
 No Entry Child Labor
Certification:
01. SEDEX(Gold),
02.BSCI,
03.HIGG,
04.ALLIANCE,
05.ACCORD,
06.WRAP(Gold)

2.3 Corporate Governance
Corporate governance is the set of processes, customs, policies, laws, and institutions
affecting the way a corporation (or company) is directed, administered or controlled.
Corporate governance also includes the relationships among the many stakeholders involved
and the goals for which the corporation is governed. The principal stakeholders are the
shareholders, the board of directors, employees, customers, creditors, suppliers, and the
community at large. Good corporate governance is the key to the integrity of corporations,
financial institutions and markets, and central to the health of our economies and the stability
Chairman
Ashraf Zaman Dipu
Managing Director
Fayzor Rahman Badal
Executive Director
Md.Atikuzzaman Sagor
Director
Major.Md.Samun Haq (Retd.)
Director
Major Nasir Ul Alam

Factory Organam
Finishing Manager
Sample Manager
Executive Director
Sr.
Manager,
HR, Admin
&
Complianc
e
Manager
HR &
Admin
General
Manager
Quality
Manager
Compliance
Officer
Welfare
Officer
C-TPAT
Officer
Safety
Officer
I.E
Officer
Doctor
Personnel
Executive
I.T
Officer
Security
In-Charge
House
Keeper/Security
Guard
Production Manager
Knitting & Linking
Production Manager
Finishing
Store Manager
Quality In-Charge
Knitting
Quality In-Charge
Linking
Quality In-Charge
Trimming/Mending
Quality In-Charge
Wash & Iron
Quality In-Charge
Finishing
HR &Admin
Officer
Factory Manager
AGM
Maintenance
Manager

2.4 Mission & Vision :
Mission
To be unique & the market leader in providing quality woven garments to our valued
customers around the world
Vision:
Quality is always the combination of the highest intent, sincerest effort with an accurate
execution..
2.5 Porter’s Five Forces Model:

The five forces model is an excellent tool used to analyze the industry in which the firm is
competing in. It helps us see the type of industry the firm is competing in, what
characteristics are associated with the type of industry, and also identify what types of things
the firm can do to stay ahead of the competition. The five forces model includes: Rivalry
among existing firms, Threats of new entrants, threat of substitute products and bargaining
power of buyers and suppliers. These forces assess the degree of competition and the
marketing power of buyers and suppliers.
Threat of New Entrants (low):
Barriers to entry into a local market are low for SSL as they are for its established
competitors.
Threat of Substitute (High):There are enough potential substitutes and competition is
healthy.
Bargaining power of Buyers (High):The bargaining power of buyer is high because
there are many alternate product and established competitors.
Bargaining Power of Suppliers (Medium):
Tusuka Group is a powerful organization and bargains hard with its suppliers to obtain better
prices.
Rivalry among existing Firm(High):
Tusuka Group faces strong rivalry from its existing competitors due to thehuge number of
competitors in the various industries in which it operates.
2.6 SWOT Analysis of Tusuka Group
SWOT analysis (alternatively SWOT matrix) is an acronym for strengths, weaknesses,
opportunities, and threats and is a structured planning method that evaluates those four
elements of a project or business venture. A SWOT analysis can be carried out for a

company, product, place, industry, or person. It involves specifying the objective of the
business venture or project and identifying the internal and external factors that are favorable
and unfavorable to achieve that objective.
Strength
 Advertising
 Brand name
 Economy of Scale
 Skilled manpower

Weaknesses:
 Complex Strategy
 Turnover rate high
 Doesn’t survey customers
 Lack of financial Support
Opportunities:
 Rising customer demand
 New technology
 Open Market share
Threats:
 Competition
 Power of Supplier
 Slow market growth
 Technological change
2.7 External and Internal Environmental Analysis
External Environment:
 General Environment
Political Factor:
Because of political instability in our country Garments factory often faces many types of
problem such as delay in production and delivery on time.

Economical Factor:
RMG has great contribution on economy. It creates a large number of job opportunities,
which reduce unemployment problem. And they do manyworks to develop the economic
system of our country.
Socio cultural Factor:
When social trends change it can greatly affect the need for a business’s products or services.
Similarly if a society has an older population the cost of labor will increase and a business
will need to change their management strategies in order to cope with these changes.
Technological Factor:
Importing latest machineries will add value to the flow of production. Technology can also
have a great impact on efficient production levels. In addition to this there are some changes
in technology that can affect the costs that a business needs to meet and can improve the
quality of a product or service.
Internal environment:
 Corporate culture
Garments, Textiles and Clothing are the leading industry of Bangladesh. These sectors are
earning country's major portion of foreign exchange and creating huge job opportunities.
Keeping this prospect in mind, Tusuka Group was established in 1995. The main instruments
of our success are the teamwork, skilled personnel and professionalism. The factory is
designed to meet all compliances & human right requirements. From the very beginning it
has got a view to attend social commitments and make contribution of the economy.

 Marketing:
Tusuka Group has its own marketing team. They take their order directly from buyer. They
advertise their product by Magazine, Social media., On the other hand they arranged fashion
fair to promote their product and also takes part in International Trade Fair
 Finance:
 Yearly Turnover of Tusuka Group USD 20M
 Year over year, Tusuka Group has been able to grow revenues from $10.7USD to
$15.1MUS
 Human Resource Management:
For company's success employees are vital. If an employee has a positive interaction with
customer, definitely customer will be come back. It's important for company to hire and
recruit the right person, train well, motivate and retain them. Therefore, the company should
give satisfying jobs, appropriate work schedules, a positive work environment and fair
compensation and benefits. To gain competitive advantage these activities are essential of
Tusuka Group strategy to deploy human resources.

 Internal factor analysis summary (IFAS)
Internal factors Weight Rating Weighted
score
comments
Strength (50)
Advertising 25 5 125 It’s a most
effective strength
Brand Name 10 3 30
Economy Of scale 15 3 45 It’s also a most
effective
Weaknesses (50)
Complex Strategy 15 4 60 Big weakness
Turnover rate high 25 4 100 It’s also a big
problem
Doesn’t survey customer 10 3 30
Total score 100

 External factor analysis summary (EFAS)
External factors Weight Rating Weighted
score
comments
Opportunities (50)
Rising customer demand 25 5 125 It is the most
opportunities
New technology 15 4 60 It’s also a effective
opportunities
Open Market share 10 3 30
Threats (50)
Competition 25 4 100 Most effective
threat
Power of Supplier 15 4 60 Also most
effective
Slow market growth 10 3 30
Total score 100

 Strategic factor analysis summary (SFAS)
Strategic factor Weight Rating Weighted
score
Short
term
Intermediate
term
Long
term
Comment
S1:Advertising 15 5 75 × It’s a most
effective
strength
S2:Economy of
scale
10 4 40
W1.Complex
Strategy
15 4 60 × Big weakness
W2:Turnover
rate high
10 4 40
O1:Rising
customer
demand
15 4 60
×
It is the most
opportunities
O2:New
technology
10 5 50
T1:Power of
supplier
15 4 60 × Most
effective
threat
T2:Slowmarket
growth
10 3 30
100

 TOWS MATRIX:
Internal
External
Factors
factors
Strength
Advertising
Brand name
Economy of Scale
Weakness
Complex Strategy
Turnover rate high
Doesn’t survey customers
Opportunity
Rising customer demand
New technology
Open Market share
SO
Make strategy how to hold
the customer and make
innovation with technology.
WO
Make a easy strategy to
communicate with all and
strategy to make the
company stable.
Threat
Competition
Power of Supplier
Slow market growth
ST
Analysis the competitor
strategy and make
competitive strategy. So the
suppler cannot hold total
share
WT
Strategy should be as well
so competitor cannot follow
it and management should
be more effective.

Chapter 3
Topic Part-3
Recruitment and Selection process of
TUSUKA GROUP

3.1 Human Resource Management (HRM)
Human resource management (HRM) is the function within an organization that focuses on
recruitment, management and providing direction for the people who work in the
organization. HRM can also be performed by line managers. Job analysis is primary tool in
personnel management. In this method, a personnel manager tries to gather, synthesize and
implement the information available regarding the workforce in the concern. A personnel
manager has to undertake job analysis so as to put right man on right job.
HRM is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety,
wellness, benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment of
the organization’s goals and objectives.
3.2 Introduction to Human Resource Management at TusukaGroup
Generally, HR department is responsible for the overall management. TusukaGroup.
considers that success depends on the collective effort of entire work force. . It gives specific
guidelines of operation of human resource division with a vision to maintain the expected
standards that are maintained. There are a number of functions performed by the HR
department of Tusuka Group. They are discussed below –
 Selection and recruitment of general workers and management employees.
 Providing ID card and appointment letter to the employee.
 Updating employee personal file
 Maintaining employee personal file
 Training and development
 Preparing monthly salary sheet
 Preparing increment sheet
 Evaluating performance of the workers and management staff and give promotion
or increment based on the evaluation.

 Taking disciplinary actions when and where is needed.
 Leave register.
 Collecting attendance.
 Visiting floor and observing whether the workers are maintaining the rules and
regulations or not.
3.3Recruitment & Selection
This Recruitment and Selection Policy has been framed with the view of recruiting and
selecting
People who have a strong desire to achieve Tusuka Group vision, and who will assist us
in achieving the business results. The main difference between recruitment and selection is
Recruitment is positive processes where candidates are attracted for the post apply there. On
the other hand selection is a negative process where competition arises and candidates
compete with each other and meritorious candidates get job.
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”. Recruitment is the
activity that links the employers and the job seekers.
3.4 Training and Development Programs
For Human Resource development, increasing efficiency at workplace and enhancing
capability; Tusuka Group conducts several training and development programs. Some of
them are mentioned below-
 Health and safety
 First aid
 Fire fighting
 Fire and compliance
 On the job training
 Chemical handling
 Product handling
 Machine operating system.

3.5 Recruitment process of general workers chart:
Reference Banners and
posters
Miking
Gate Policy Recruitment
Medical Recruitment Appointment
Letter
Employee
Personal File
Job and Salary
Information
Leave
Information
Employee
Behavior Record
Employee
Identification
Part
Organization
and employer
Information
Recruitment Advertisement

3.6 Recruitment of General Workers
For the recruitment of general workers, at first the factory GM decides that workers should be
recruited. Then he informs this officially to the HR Manager. He orders his officers to hire
employee. Then they select and recruit people as they need. For recruiting workers, SSL
follow “Gate” recruitment policy. They don’t hire people based on reference.
3.7 Recruitment Advertisement
There are various ways by which it is informed to the workers that there is a garment that is
taking people. Usually Tusuka group follow the following policies to make advertisement-
 Reference: Before sometime of recruitment, they inform their present working
employees that they are going to recruit people. They can inform people if they know
or with whom they are familiar with.
 Banners and Posters: TusukaGrouparranges posters and banners for their
advertisement. On these posters, it is usually written that how many peoples are
needed, the position, salary etc.
 Miking: Another way of informing people is miking. By miking, Tusuka group
informs people that they are going to recruit workers.
3.8 Gate Policy of Recruitment
At the day of recruitment, the officers of HR department who are responsible for selecting
and recruiting, they go to the gate. There is a security room beside the gate. HR officers take
their position over there and candidates come to the room one by one by maintaining a queue.
The candidates are responsible to bring some papers or documents which are-
 Photocopy of Chairman Certificate
 Photocopy of National Id Card (If available)
 Photocopy of Birth Certificate
 Photocopy of Educational Qualification Certificate (If available)
 Photocopy of previous working experience certificate (If available)

Once a candidate come with these papers, the officers checks whether the documents are
okay or not. They also observe the fitness of the candidates. If they seem to be all right, they
are sent to the medical.
3.9 Medical
Medical is a very important part of recruitment. Here, the primarily selected workers come
and the doctors do their age verification. Age verification is important since Tusuka Group
does not recruit child labor. An eligibility test is also done to make sure that they are able to
do their work properly.
3.10 Recruitment
After the age verification, if the workers are okay from every aspect, they are given an
application form for the job, employee information form, declaration form and finally joining
letter for the post. The workers who are applying for post like helper (cutting, sewing,
washing, sample), floor cleaner, security guard etc. they are sent for a fire and compliance
training. They join to the work from the next day of their medical.
On the other hand, the workers who are applying for post like operator (cutting, sewing,
washing, sample), technician, beam fitter, quality checker etc. they are sent to the section
head. He is responsible to ensure who are really able to work and who are not eligible. The
selected workers also need to pass a skin test. After that, they are sent for a fire and
compliance training. They join to the work from the next day.
3.11 Appointment Letter
The garment is compelled to provide an appointment letter to the recruited workers within 1st
day. They will also receive an identity card which contains name, designation, date of joining
and department. The appointment letter contains information regarding company policy. It
contains information regarding salary, overtime and its payment, leave policy etc. It is a must
that each and every appointment letter will contain workers finger print and signature. The
main copy of the appointment letter will be provided to the worker and the photocopy will be
reserved by the HR department for updating personal file.

3.12 Employee Personal File
When all the procedures are done, the HR department is responsible to keep a personal file
for each worker. It contains the entire document from the beginning to the ending. At first
there is a photocopy of chairman certificate, photocopy of National ID Card/ Photocopy of
birth certificate, photocopy the certificates of educational qualification and work experience
(if available), age verification form, application form for the job, employee information
verification form, declaration form, appointment letter and finally joining letter for the post.
It is mandatory that a personal file have to contain a service book. Each company is
responsible to keep a service book by their own cost. A service book consists of five parts.
They are-
 Part 1- Employee Identification Part – This part contains such information
by which they can be identified. It contains information like employee name, father’s
and mother’s name, date of birth, NID number, blood group, opening date of service
book, signature and finger print of worker.
 Part 2-Organization and Employer Information- This part contains
information of regarding the organization and the employer. In Tusuka Group, the
employer is the HR manager.
 Part 3-Job and Salary Information: This part contains date of joining, ID
card number, designation and salary. In this part, a signature of worker and an HR
officer is a must.
 Part 4-Leave Information: This part contains how many days a worker can take
leave. It will keep all the record of leave taken by a worker.
 Part 5- Employee Behavior Record: The final part of service book contains
the attitude and behavior record of the worker. This part ensures the dedication and
nature of a worker.

3.13 Selection and Recruitment process of Management Staff Chart
General Eligibility for Employment
Requisition with Approval
Job Posting and
Advertisement
 Job title &
grade
 Location & SBU
 Key roles &
Responsibilities
 Description of
the
Organization
 Last date for
applying
 How & where to
apply.
Interview and Assessment
Job Offer
Joining

3.13.1 General Eligibility for Employment
 The candidate’s age must be 18 years or above.
 The candidate must not be convicted by any criminal court.
 Medically & physically fit for the job he or she is seeking may be confirmed by
reemployment medical checkup.
 The company decision to employ will be based on competence for the job &
demonstrable behaviors.
 If found suitable, preference will be given to internal candidate who is already
employed at SQ in some other job.
 The candidate should be asked whether she/he worked in this organization before; if
so, then we must check past record before re-appointing the person.
3.13.2 The Process
Following process to be ensured in order to complete the whole recruitment and selection
process:
1. Requisition with Approval
2. Job posting and Advertisement (Optional)
3. Interviews and Assessment
4. Job Offer
5. Joining
3.13.3 Requisition & Approval
Respective Department Heads/ SBU Heads/ Functional Heads shall provide the Requisition
using the prescribed along with the Role Definition to Group HR.
3.13.4 Job Posting and Advertisement
After receiving the approved requisition by Group HR / SBU HR (as per Clause 5.2), as
applicable, an internal advertisement for placement must be put through appropriate media,
i.e, emails, employee notice boards, intranet etc. giving at least seven (7) days for application

submission through line Manager/ departmental head and Group HR / SBU HR. In case of
unavailability of right internal candidate external job posting may be done through
appropriate media or source through competent head-hunters.
All types of recruitment advertisements will be clear and will contain the following
information:
a) Job title & Grade
b) Location & SBU
c) Key Roles & responsibilities (Role Definition)
d) Description of the organization/SBU/department.
e) Last date for applying
f) How and where to apply
3.13.5 Interview and Assessment
Initial screening of the CVs/ applications received considering job requirements will be
jointly carried out by HR and respective line managers.
A range of options to develop an interview process appropriate to the level of post on offer
should be used. Options that the Selection Panel may consider include:
a) Competence based interviews
b) Practical test, if there is any
c) Competence based interview by Group HR
d) Final interview by top management (if required)

3.13.6 Job Offer
1. The offer of employment shall be issued by Group HR for all Management staff.
2. Only the approved remuneration /grade can be offered by the Group HR/SBUs. Any
deviations must be approved by Director, HR.
3. Remuneration package will be considered on the basis of Total Cost to Company (CTC).
4. Depending on the qualifications, experience & exposure of previous employment, the
candidate will be offered a package within the range of relevant grade as applicable for the
SBU
5. Employment Offer Letter to be issued to the selected candidate prior to his joining with
conditions of medical check-up (when applicable) and reference check (if necessary).
3.13.7 Joining
Candidates come and meet with HR manager and then appointed to the job.

During my three month internship, there are many things to learn which is described in
below-
 Updating employee personal file.
 Writing service book for employee record management.
 ID card distribution.
 Leave & update them on leave registry book.
 Performance evaluation form handling & recording.
 CV sorting.
 KPI
 Sending letter to the employee who are absent for long days.
 Awareness Training
The tasks are described briefly in the following description-
Updating Employee Personal File
Each and every employee of TusukaGroup owns a file. These files contain everything about
an employee. One of the major tasks of HR department is updating those personal file. A lot
of files have been updated when I was there.
Writing Service Book for Employee Record Management
Service book is a book that contains several information regarding employee. This service
book is a must according to law. It can be kept separately but in Tusuka Group.it is kept
along with the personal files. A good number of service books have been written during my
internship over there.
ID card Distribution
Each and every employee is required to hang ID card while visiting the factory Premises. I
have distributed ID card among the workers.

Leave Form Management & Updating
In a month, many employees enjoy various types of leave. At the end of every month, HR
department is responsible to update them on the leave registry book. These books contain
information regarding leave. A lots of leave form information have been updated to the
registry book by me.
Performance Evaluation Form Handling & Recording
At the end of one year job in a company, one employee gets promotion or increment. HR
department is responsible to make a performance evaluation sheet including name, ID and
department and send it to the department head. Then the department head will judge him on
some criteria and mention how much increment should be made or whether promotion should
be given or not. After doing that, they send it back to the HR department & they promote or
give increment based on this. I have prepared those sheets and sort them according to
department.
CV Sorting
The process of selecting candidates starts with sorting out CVs. I have worked a lot in sorting
out CVs initially, especially in the position of floor supervisor, production officer etc. There I
was asked to give emphasis on the educational qualifications, previous working experience
and whether the candidate has done relevant training program which will be appropriate for
the given job responsibilities. After the initial screening has done, I had to make a list of the
candidates who can be called for interview.
Disciplinary Actions
I have worked with some activities of disciplinary procedure such as sending letter to the
employees who are absent in the factory for a long time (maximum 10 days are allowed).

Chapter 5
Research Part

5.1 Problem Statement: To find out strength, effective and future possibilities of their
Selection and Recruitment process.
5.2 Background of the Problems
When I worked on Tusuka Group I observed that at the very beginning employees of the
Tusuka Group were very interested to joining the company .But now a days there have lot of
things needs .As like as own phone number ,nominee phone number ,relatives phone number
and their parents phone number ,chairman certificate ,birth certificate Bt though still
employees are joining the organization Employees think it is problem but it is very effective
side for the employee ,because if any kind of accident happened ,then easily find out his
relatives ,nominee or his present and permanent address.
5.3 ProjectTimeline:
To prepare this project report I had to spend total one month. The project activities
have shown in the following:
Duration Work Description
Feb 25-March 1 Methodology developed
March 2-march 6 Developed research plan
March 7- March 10 Questionnaire finalization.
March 11- March 23 Data Collection
March 24- March 27 Data analysis and Interpretation
Table: Project Timeline

Description of Activities Feb
25-
Mar
1
Mar
2-
Mar
6
Mar
7-
Mar10
Mar11-
Mar 23
Mar24-
Mar 27
Methodology developed
Developed research plan
Questionnairefinalization.
DataCollection
Data analysis and
Interpretation
GanttChart
6.4 BudgetInformation
SL Description Amount
1 Transportation 500 BDT
2 Lunch Office
3 Internet Bill 1500 BDT
4 Data Collection 1000 BDT
5 Others 2000 BDT
6 Total 5000 BDT
Figure 1: Project Expenditure
5.5 Researchmethodology:
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical techniques, interpretations and drawing conclusions about
research data. Keeping in view the objectives of the study. It is a very important guideline
and lead to completion of any project work through observation, data collection & data
analysis.

According to Clifford Woody, “research methodology comprises of defining & redefining
problems, collecting, organizing & evaluating data, making deductions & researching to
concussions.”
Accordingly the methodology used in the project is as follows:
 Defining the objectives of the study
 Framing of questionnaire keeping objectives in mind (considering the objectives)
 Feedback from the employees
 Analysis of feedback
 Conclusion, findings and suggestions
 Research Approach
Quantitative Research:
Quantitative research is the systematic investigation of observable phenomena via statistical,
mathematical or computational techniques The objective of quantitative research is to
develop and employ mathematical models or hypotheses pertaining to phenomena.
My research method is Quantitative Research and I have made questionnaires with structure
question by the survey of customer.
i) Research Philosophy Research philosophy is the development of logical
reasoning that incorporates contemporary ideas with previously established
methods of thought through structural phases. A Research philosophy can be
pragmatism, positivism, realism or interpretive. The type of this research
philosophy is a realism research because Realism research philosophy relies on
the idea of independence of reality from the human mind.
ii) Type of Research
Exploratory: This research is an exploratory type research.
iii) Method of Data Collection
There are two types of data collection method in my research.

Primary Data:
Primary data are those, which were collected afresh & for the first time and thus happen to be
original in character. However, there are many methods of collecting the primary data; all
have-not been used for the purpose of this project. The ones that have been used are-
Questionnaire: A questionnaire was served to all the employees asking their opinion
about the effectives of training and development programs at Tusuka Group.
Personal Interview: A face-to-face talk is carried out with the employees where asked
several employees about their feelings and opinions on various aspects of their jobs and
organization.
Secondary data
Data was collected from websites, going through the records of organization etc. It is the data
which has been collected by individual or someone else for the purpose or other than those of
our particular research study. In other words secondary data is the data used previously for
the analysis and the results are undertaken for the next process.
Population and Sampling Methods
 Sample Frame: The sample frame of this study consists of almost 470 employees
of Tusuka Group.
 Population Size: After preparing the sample frame, the size of sample were
seeking interviews to 63 peoples by using stratified sampling strategies having
employees
 Sampling method: I selected the probability sampling method for my research
because every employees comes to the organization
 Sampling Procedure: To accurately determine the probability, probability in the
sampling is selected and it is simple random sampling. Because each member of a
population has an equal chance of being included in the sample. I have used Liker

scale to get the response from the customer. I would like to know whether
respondent’s are (1) Strongly Disagree, (2) Disagree, (3) Neither Agree nor Disagree,
(4) Agree and (5) Strongly Agree
Research Instrument: Close ended Questionnaires
Research Limitations
In every research there may have some limitations .So in my research I got some limitations.
Such as-
Lack of Time:
Three months are not enough to make an exhaustive study of all types of retail products and
find out all the drawbacks.
Lack of experience:
Due to the lack of experience there might be some problem in this study.
Lack of respondence:
Such a rural area of Tusuka Group most of the employees are illiterate and some of the
respondents did not share their information due to their limitation of time or there may be
some reason.
Lack of information:
Confidentiality about their financial and other information does not permit me to have access
to all the information.
Data Analysis and Interpretation
To analyze the collected data I use MS word, MS Excel. Because it is not possible to develop
it without MS word and excel. It’s necessary to use it for making any graphical
representation, Interpretation, chart, table e.tc.

Data Analysis
 Hypotheses Test: Z test
Hypotheses were testing to derive a meaningful conclusion from the empirical data. In
addition, basic statistical techniques of different measures of central tendency have been used
for analyzing the data.
As my sample size is more than 30, I have used Z test for the study. The following formula
has been followed:
Z test =
𝑋−µ
σ/√n
µ = mean value
n = sample size
σ = Standard deviation
𝑋 = Average
Based on my analysis, I made findings, recommendations, and conclusion.
Hypothesis Scale
In order to analyze the data a 5 point Liker scale has been used. 1 stands for strongly
disagreed customers, 2 stands for only disagreed customers, 3 stands for the neutral
customers, 4 stands for agreed customers, and 5 stands for strongly agreed customers.
The scale has been shown below:
Customer Opinion Weighted
STRONGLY DISAGREE 1
DISAGREE 2
NEITHER AGREE NOR DISAGREE 3
AGREE 4
STRONGLY AGREE 5

Hypothesis Development:
With a view to fulfill the objectives, some relevant hypotheses have been formulated for this
study:
SL
No
Hypothesis Survey Questions
H1 The employees interview process of Tusuka Group is lengthy.
H2
Selected to employees are good enough of Tusuka Group as well as they are perfect
for the job.
H3 Tusuka Group is recruits fresh graduates
H4 Tusuka Group workers are maintaining all the rules and recruitment
H5
Tusuka Group providing their ID Card and Appointment letter on time.
H6 Tusuka Group tries to keep their employees motivated through their cultural program
and other activities.
* Sources: Questionnaire Survey

Table - Hypothesis Development
Hypothesis 1
HO:The employees interview process of Tusuka Group is not lengthy
HA: The employees interview process of Tusuka Group is lengthy
HO: µ=2.5
HA: µ> 2.5
n= 63
𝑋 = 2.21
Standard Deviation σ = 1.35
Z cal =(𝑋-µ)/ (σ/√n) = -1.70
At the 5% significant level, the value
of Z in Z- distribution table is
Z.05=1.645
Since Z cal< Z tab, null hypothesis is Accepted. So at 5 % significant level, we can say that,The
employees interview process of Tusuka Group is lengthy.
Hypothesis 2
HO: Selected to employees are good enough of Tusuka Group as well as they are perfect for
the job.
HA: Selected to employees are not good enough of Tusuka Group as well as they are perfect
for the job.
HO: µ=2.5
HA: µ> 2.5
n= 63
𝑋 = 3.54
Z cal =(𝑋-µ)/ (σ/√n) = 6.99
At the 5% significant level, the value of Z in Z-
distribution table is Z.05=1.645
Since Z cal> Z tab, null hypothesis is rejected. So at 5 % significant level, we can say that,
Selected to employees are good enough of Tusuka Group as though are perfect for the job.
40%
32%
8%
9%
11%
H1
STRONGLY
DISAGREE
DISAGREE
NEITHER AGREE
NOR DISAGREE
AGREE
STRONGLY AGREE
5%
18%
22%
30%
25%
H2 Strongly
Disagree
Disagree
Neither Agree
nor Disagree
Agree
Strongly Agree

Hypothesis 3
HO: Tusuka Group is not recruits fresh graduates
HA:Tusuka Group is recruits fresh graduates
HO: µ= 2.5
HA: µ> 2.5
n= 63
𝑋 = 2.22
Z cal =(𝑋-µ)/ (σ/√n) = -1.74
At the 5% significant level, the value of
Z in Z-distribution table is Z.05=1.645
Since Z cal, < Z tab, null hypothesis is Accepted. So at 5 % significant level, we can say
that,Tusuka Group is not recruits fresh graduates.
Hypothesis 4
HO:Tusuka Group workers are maintaining all the rules and Regulations.
HA:Tusuka Group workers are not maintaining all the rules and Regulations.
HO: µ= 2.5
HA: µ> 2.5
n= 63
𝑋 = 4.13
Z cal =(𝑋-µ)/ (σ/√n) = 12.94
At the 5% significant level, the value of Z in
Z-distribution table is Z.05=1.645
Since Z cal> Z tab, null hypothesis is rejected. So at 5 % significant level, we can Say that, Tusuka Group
workers are maintaining all the rules and Regulations.
36%
33%
10%
13%
8%
H3
Strongly Disagree
Disagree
Neither Agree nor
Disagree
Agree
Strongly Agree
3%
5%
11%
38%
43%
H4 Strongly Disagree
Disagree
Neither Agree nor
Disagree
Agree
Strongly Agree

Hypothesis 5
HO: Tusuka Group is providing their ID Card and Appointment letter on time.
HA: Tusuka Group is not providing their ID Card and Appointment letter on time.
HO: µ= 2.5
HA: µ> 2.5
n= 63
𝑋 = 3.65
Z cal=(𝑋-µ)/ (σ/√n) = 7.61
At the 5% significant level, the value of Z in Z-
distribution table is Z.05=1.645
Since Z cal> Z tab, null hypothesis is rejected. So at 5 % significant level, we can say that,
Tusuka Group is providing their ID Card and Appointment letter on time.
Hypothesis 6
HO:Tusuka Group is tries to keep their employees motivated through their cultural program
and other activities.
HA:Tusuka Group is not tries to keep their employees motivated through their cultural
program and other activities.
HO: µ= 2.5
HA: µ> 2.5
n= 63
𝑋 = 2.43
Z cal =(𝑋-µ)/ (σ/√n) = -0.42
At the 5% significant level, the value of Z
in Z -distribution table is Z.05=1.645
Since Z cal< Z tab, null hypothesis is accepted. So at 5 % significant level, we can say that, Tusuka
Group is not tries to keep their employees motivated through their cultural program and other
activities.
8%
10%
19%
36%
27%
H5 Strongly
Disagree
Disagree
Neither Agree
nor Disagree
Agree
Strongly Agree
29%
33%
16%
11%
11%
H6 Strongly Disagree
Disagree
Neither Agree nor
Disagree
Agree
Strongly Agree

5.6Findings
Findings from Project Part
H 1. The employees interview process of Tusuka Group is not lengthy. In this hypothesis 11%
of respondents are strongly agreed, 9% are agreed, 8% respondents are neither agreed nor
disagreed and 32% respondents are disagreed and 40% respondents are strongly
disagreed.
H 2. Selected to employees are good enough of Tusuka Group as well as they are perfect for
the job. In this hypothesis 25% of respondents are strongly agreed, 30% are agreed, 22%
respondents are neither agreed nor disagreed and 18% respondents are disagreed and 5%
respondents are strongly disagreed.
H 3. Tusuka Group is not recruits fresh graduates. In this hypothesis 8% of respondents are
strongly agreed, 13% are agreed, 10% respondents are neither agreed nor disagreed and
33% respondents are disagreed and 36% respondents are strongly disagreed.
H 4. Tusuka Group workers are maintaining all the rules and Regulations. In this hypothesis
43% of respondents are strongly agreed, 38% are agreed, 11% respondents are neither
agreed nor disagreed and 5% respondents are disagreed and 3% respondents are strongly
disagreed.
H 5. Tusuka Group is providing their ID Card and Appointment letter on time. In this
hypothesis 27% of respondents are strongly agreed, 36% are agreed, 19% respondents
are neither agreed nor disagreed and 10% respondents are disagreed and 8% respondents
are strongly disagreed.
H 6. Tusuka Group is not tries to keep their employees motivated through their cultural
program and other activities. In this hypothesis 11% of respondents are strongly agreed,
11% are agreed, 16% respondents are neither agreed nor disagreed and 33% respondents
are disagreed and 29% respondents are strongly disagreed.
Table: Research Findings

5.7Recommendation:.
1. The selected employees are good enough for the factory which means the employer are
able to recruit the right person for the right job. They should keep continuing this as the
selection and recruitment is happening properly
2.The interview process of Tusuka Group is lengthy. So they should concentrate on this fact
otherwise they may lose potential and experienced employees since they don’t want to wait
too much for the job.
3. HR department should conduct and induction program where they should describe
company’s rules and regulations properly to newly join employees.
4. Tusuka Group should think of recruiting new and fresh graduates because they are keen to
accept new challenges. Management can make them work as their own wish.
5.Though Tusuka Group providing ID card and appointment letter on time to the employees.
For this reason the company have some goodwill about time maintaining. So they should
keep continuing this.
6. As Tusuka Group is trying to motivate their employees that they are highly motivated. So
Tusuka Group should do more adding the different types of program.
5.8Conclusion:
Tusuka Group is one of the leading readymade garments manufacturing company in
Bangladesh. They provide exceptional products to their buyers to retain them.Tusuka Group
(chooses the best personnel to be the leader for the future. For this reason, there is no conflict
between workers and the supervisor since I was doing my internship there. TUSUKA
GROUP is well famous for recruiting and training their employee. From the very beginning,
the company had faced many problems and overcome those problems and become a leading
company in Bangladesh. Strong training process of the employee and the hardworking of the
management team of the company help them to reach in their success.

Reference:
Tusuka Group (2016) in Wikipedia.
Industrial Attachment At TUSUKA GROUP
Internship report on Tusuka Group Ltd. (2015)
Specially Thanks :
1.Naznin Akter (Senior Walfare Officer)
2.Md.Abu Syeed Murad(H.R Officer)
3.Md.Fakruddin Sultan (H.R Officer)
 They Try to and help me to collect all kinds of information in
Tusuka Group

Survey Questionnaire:
Dear Respondents, I am Mahfuzur Rahman and a student of B.B.A. from IUBAT. As part of
completion my Practicum (BUS-490) course I am conducting a survey of Selection and
Recruitment Process of Tusuka Group. The questionnaire will take only 5 to 10 minutes to
fill out at your convenience. The data collected through the survey will be used for only
developing the internship report and will not be disclosed anywhere. This information will be
kept strictly confidential.
Name:
Dept:
Designation:
Age:18-25 / 26-30 / 31-35 / 36-40 / 41-45
Gender: Male / Female/ Transgender
1.The employees interview process of Tusuka Group is not lengthy.
a) Strongly disagree b) Disagree c) neither agree nor disagree d) Agree e) Strongly Agree
2.Selected to employees are good enough of Tusuka Group as though are perfect for the job.
3.Tusuka Group recruits fresh Graduates
4.Tusuka Group workers are maintaining all the rules and recruitment.
5. Tusuka Group providing their ID card and appointment letter on time.
6. Tusuka Group tries to keep their employees motivated through their cultural program and
other activities.
…………………………Thank You……………………….

Tusuka Fabric Godawn.
Fabric Relaxation Area

Tusuka Cutting Section
Tusuka Fusing Section

Sewing Section
Washing Section

Packing Section
Finished Good Area

Recruitment and Selection process in Tusuka Group.

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