The document provides a job analysis of Matador Tooth Brush Industries Limited. It begins with an introduction that outlines the company background and industry. It then discusses the methodology, objectives, and limitations of the job analysis. The job analysis focuses on 6 dimensions that are considered including worker characteristics, requirements, occupational requirements, and experience requirements. It analyzes the requirements for different management levels including top, mid, and entry levels. It also describes the recruitment process for field level employees which prioritizes internal candidates and uses a standard application and interview process for external candidates. In conclusion, the job analysis provides an overview of the recruitment and selection process at Matador Tooth Brush Industries Limited by outlining the different

1. JOB ANALYSIS
OF

2. Subject: Human Resource Management
Course Code: HRM (4358)
Submitted To:
Taskina Ail
Assistant Professor
School of Business & Economics,
United International University
Submitted By:
Md. Shakhawatul Islam
Id. No. 111 093 033
Section: B
Date of Submission:
2nd May, 2014

3. iii
Letter of Transmittal
2nd May, 2014
To
Taskina Ail
Assistant Professor
School of Business and Economics
United International University, Dhaka
Subject: Letter of transmittal for term paper.
Madam,
With due honor, we are wishing to inform you that it was a matter of great pleasure as well as
learning to prepare term paper on “Job Analysis of Matador Group” under the course of Human
Resource Planning. To prepare the term paper, we collected and studied materials in due time
and analyzed these and eventually finalize the term paper.
Actually we have enjoyed more in preparing this term paper. Our team has worked hard to
prepare this report. So we would be highly obliged if you kindly accept the content of the report.
Though we have put our best efforts yet it is very likely that the report may have some mistakes
and omissions that are unintentional. So, we hope that the report will worthy of your
consideration.
Thank You
………………………
Md. Shakhawatul Islam

4. iv
Table of Contents
1. Introduction................................................................................................................. 1
1.1 The Origin of the Report........................................................................................ 1
1.2 Methodology .......................................................................................................... 1
1.2.1 Primary data collection:.................................................................................. 1
1.2.2 Secondary data collection:..............................................................................2
1.3 Objective ................................................................................................................2
1.4 Significance of the study:.......................................................................................2
1.5 Limitations of the Study: .......................................................................................3
2. Literature Review.........................................................................................................3
3. Company Background..................................................................................................4
3.1 Company’s Vision ..................................................................................................5
3.2 Company’s Mission................................................................................................ 5
4. Findings........................................................................................................................5
4.1 Organizational Structure:...................................................................................... 7
4.2 Six Dimension........................................................................................................ 7
4.3 Requirements for top level management:.............................................................8
4.4 Requirements for mid level management:............................................................8
4.5 Requirements for entry level management (field level): ......................................9
4.6 Recruitment process of employees of field level:..................................................9
5. Analysis ...................................................................................................................... 10
6. Suggestion...................................................................................................................11
7. Conclusion.................................................................................................................. 12

5. Job Analysis of:
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1. Introduction
In Bangladesh Toothbrush manufacturing industry is new and very small in size,
which fulfills only the 50 to 60 percent of total demand of our country. The uses of
tooth brush are increasing constantly and for the possibility of success in this
industry are also rising. In Bangladesh there are four companies in tooth brush
industry and one of them is Matador Tooth Brush Industries Limited. Alpha, Tri-
Star, Anwar are the competitors of the Matador Tooth Brush Industries limited and
they are doing business with good understanding in the industry. This report is about
“Recruitment” and Selection procedure of Matador Tooth Brush Industries Limited”.
In this report we focused recruitment and selection procedure of Matador Tooth
Brush Industries Limited. Matador Tooth Brush Industries Limited started their
business from 1989. As they have a long journey in this industry, they have a good
brand image in market. The raw material and the technology are imported from the
abroad and by utilizing this they are producing quality product. Their matador Roma
toothbrush brand gets a huge popularity in market.
1.1 The Origin of the Report
As a part of the BBA program requirement, we were assigned to carry out a formal
report for the subject Human Resource Planning at United International University.
We were authorized to do such a report by our honorable faculty Taskina Ali. We
have conducted this report by taking assistance from Mohammad Rashed Akhter
Head of Human Resource & Development.
1.2 Methodology
1.2.1 Primary data collection:
For our report purpose we have decided to use primary data analysis. We interviewed
with HR manager Mohammad Rashed Akhter of Matador Tooth Brush Industries
Limited and other members of head office.

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1.2.2 Secondary data collection:
In this report we have basically focused on secondary data analysis. This means the
information of this report has been collected from company database and company
past record file also data collected from Human Resource department, text book and
website.
1.3 Objective
Any research and field study has some objectives. Our main purpose behind this
report was to understand the process of recruitment and selection of Matador Tooth
Brush Industries Limited and its impact. To achieve the main objective this study
highlights some specific objectives that can be the following manner-
 To find out shortcoming of existing recruitment and selection procedure of
Matador Tooth Brush Industries Limited.
 To focus on theoretical Knowledge in the field of Human Resource
Management.
 To summarize the recommendations of existing recruitment and selection
procedure of HRD at Matador Tooth Brush Industries Limited.
1.4 Significance of the study:
Every year a lot of recruiting goes on in Matador Tooth Brush Industries Limited.
Matador Tooth Brush Industries Limited has an enriched and skilled Human
Resource department. HRD through definite and systematic recruitment and
selection procedure selects and trains up its manpower for achieving its ultimate
goal. This study is important because I may find out what are the methods Matador
Tooth Brush Industries Limited can adopt for recruitment and selection and some
recommendations for their better effect in future.

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1.5 Limitations of the Study:
 The rate of success of this study may be limited due to lack of practical
experience and capabilities.
 Due to the biasness it is difficult to find out exact information.
 The questionnaire may not cover all the information to get exact information
2. Literature Review
Job Analysis is the process of establishing job related factors that the incumbent
needs to perform at the workplace. It identifies the tasks, responsibilities and duties
involved in the job.
The process of job analysis involves collecting information related to work activities,
behavior and human requirements, machines, tools, job aids, performance
standards, job context, etc. and help define the job description and job specification.
Job analysis aids the organization in recruitment and selection, performance
management, training needs identification, deciding compensation and benefits, etc.
According to Sanchez and Levine (2000), the purpose of a job analysis is to “gather,
analyze, and structure information about a job’s components, characteristics, and job
requirements”. Job analysis plays a vital role in determining several factors in an
organization, including selection, training, job classification, compensation,
development, promotions, evaluations, and downsizing (Sanchez & Levine, 2000).
There are two integral components of job analysis: job characteristics and job
specifications. Job characteristics are comprised of tasks, duties, and responsibilities
(TDRs), whereas knowledge, skills, and abilities (KSAs) are the components of job
specifications. Tasks, duties, and responsibilities are the behaviors performed within
the job that are essential for the job holder to effectively do their job (Embrey, 2000).
Embrey (2000) further describes job requirements in general as observable
behaviors or underlying mental processes that provide a structure. Knowledge, skills,
and abilities are the competencies necessary to be able to effectively perform the
tasks, duties, and responsibilities of the job (DeSimone & Werner, 2012).

8. Job Analysis of:
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Job analysis should also be the foundation for many decision making processes used
by the organization. For example an organization cannot make a truly effective
decision on a recruitment and selection program without having performed at least a
basic job analysis. Neither can an organization make an effective decision when it
comes to promotions, raises, compensation plans, benefits programs, training
programs and a number of other essential programs and policies that the
organization needs to survive and grow. According to Clifford (1994) an effective
growth program for an organization cannot be formed without performing a job
analysis. There are several reasons why this is true including that an organization will
not know where it needs to grow and how much it can effectively grow without these
procedures. If the organization does not know how much each new employee will be
compensated, what their qualifications need to be, and what they will be doing, then
the organization cannot make effective decisions on any subject dealing with these
topics (Clifford, 1994).
3. Company Background
Matador Toothbrush Industries Limited Company is one of the growing companies
in the toothbrush industries in Bangladesh. Matador Toothbrush started its journey
in 1989 in Bangladesh under technical assistance of Anton Zahoransky Gmbh & Co,
Germany. Innovative product development with state-of-the-art machinery has
enabled the company to be the market leader in Bangladesh within a very short time.
Now they adjoin with Savings, Polymer, Ball-pen products. Only four toothbrush
companies exist in Bangladesh and these four companies all together fulfill 50 to 60
percent of total demand. The company always supplied quality product and better
service from its very inception. After the time being the organization increasing the
product length like Euro fresh, Matador, Super flex, Roma, Dino kid, Junior Tiger,
Doremon kid etc. the organization became the leader among the toothbrush industry
in 1997. Matador Toothbrush Industries Limited is the first company in Bangladesh
who introduced replaceable head in the market. As a leader, the company always
tries to introduce some innovation in product packaging. This is the first company in
Bangladesh which introduces flexible head toothbrush in the market. The company
also pioneers to use toothbrush cap in packaging.

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3.1 Company’s Vision
Matador Toothbrush Industries Limited has a vision to serve people to have a
healthy environment for better living. It believes on trustworthiness for customers.
3.2 Company’s Mission
Matador Toothbrush Industries Limited Company’s mission is to expand their
business in plastic made products industries of Bangladesh and to diversify in plastic
goods marketing in the country.
4. Findings
The job analysis is needed because whenever they are going to recruit someone for
the particular position, they have to identify what sort jobs duties and responsibilities
will be carried out by the employee. To analyze it job analysis has two basic parts:-
1) Job Description
2) Job Specification
In the Job Description is basically based on KSA of an employee depend on what
type of post the employee is holding and what are job duties, basically matador group
tries to find out the employee that they are going hire, does he/ she have the proper
knowledge about position and have the experiences on that particular position.
In Job Specification for the top level manager is not needed because the person who
is working for 10 to 15 years, have quality and does know what is expected from him
or her. But for mid-level manager position the HR tries to find out the person who
can handle all kind of situation performing in that particular position. The HR
analyst wants to find a candidate who has a leadership to control all sort of situation
and handle any kind of obstacle created in the post. For lower level or entry as there
fresh graduate they don’t have any authoritative power, rather than to learn how the
job is done. As matador is a manufacturing organization, they performed “method
employed” by the working experience of the employee. In the organization it is very
important in the production line so that they would reduce the wastage of the
materials. The working conditions have to well-known and have experience about the

10. Job Analysis of:
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working process. For corporate level the both aspect are followed by the number of
work is assigned and the time standard of completion of work within the time.
The matador group they don’t have a job analyst, its work basically carried out, by
the assist HR department head Mr. Rashedul Islam. He does all the analysis and
requirement that is sent by the particular department.
The core competency depends on the job the core competencies that is assign to the
employee how quickly and efficiently does the employee do it. It is the way of
activities and process those are followed by the employee. Most of the organizational
HR heads think it’s a general competency that every employee has to have all these
criteria’s.
Efficiency = *100
When a post becomes vacant they usually use succession plan to fulfill those
positions. But when these fails, then the particular department head notify to the
assist. HR head about the post and required qualification need for the positions.
They collect data from the department head or the data server who or which have all
the information regarding all the post. When they need that information they analyze
it. After taking consideration all the information the assistance Mr. Rashedul Islam
analysis all the data need to the exact duties and responsibilities of that position.
After analysis he determine the standard job description and job specification and
sent it all to the HR head Mr. Rashedul Islam for approval as well as MD and
Chairman.

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4.1 Organizational Structure:
4.2 Six Dimension
There are six dimensions that should be taken consideration while job analysis
process is going
i. Worker characteristics: enduring individual attributes that influence the
capacities workers can develop - abilities, occupational values and interests,
and work styles
ii. Worker requirements: general attributes developed through education
and experience, thus are more amenable to change than worker characteristics
- knowledge skills and education
iii. Occupational requirements: descriptors of the work itself rather than the
worker - Generalized work activities, work context, and organizational context
iv. Experience requirements: types and quantities of experience required for
specific occupations - worker experience in other jobs, related training, on-
the-job training, and certification requirements
Board of
Directors (4)
General
Manager (1)
Asst.Account
Manager (2)
Accounts
Manager (2)
Marketing
Manager (1)
Sales
Maneger (1)
Asst Sales
Manager (3)
Regeonal
Sales
Manager (7)
Territory
Sales Officer
(41)
Sales
Represantati
ve (2)
Chief Sales
Surveillance
Officer (1)
Sales
Surveillance
Officer (2)
Human
Resource
Manager (1)
Asst. HRM
Manager (1)
Supply Chain
Manager (1)
Asst Supply
Chain
Manager (1)
Dispatch
Manager (1)
Asst.
Delivery
Officer (5)
Transport
Manager
Labor Delivery Man Driver

12. Job Analysis of:
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v. Individual occupation characteristics: reflects labor demand, supply,
and other labor market information
vi. Occupation-specific requirements: information unique to a particular
job - occupation-specific skills and knowledge, tasks and duties, and
equipment used.
4.3 Requirements for top level management:
i. Applicant's educational qualification is he or she must completed master’s
degree.
ii. Applicants should have a 10 years working experience.
iii. Applicant's nationality must be Bangladeshi.
iv. Presence of mind to handle changing situations.
v. Ability to take proper decisions.
vi. Leadership quality to control subordinates.
vii.Multitasking capability.
4.4 Requirements for mid level management:
i. Applicant's educational qualification is he or she must be graduated.
ii. Applicants should have a 5 years working experience.
iii. Applicant's nationality must be Bangladeshi.
iv. Applicant’s age range should be maximum between 30-35 years.
v. Having quality to assist.
vi. Having working flexibly.

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4.5 Requirements for entry level management (field level):
i. Applicant's educational qualification is he or she must be passed at least
H.S.C.
ii. Applicants should have a 1 year sales related working experience.
iii. Applicant's nationality must be Bangladeshi.
iv. Applicant’s age should be minimum 30 years.
4.6 Recruitment process of employees of field level:
In Matador group ltd. they mostly give priority to their existing employees. So
they recruit employees mostly from internal source if they are qualified enough by
following succession management planning and if not or there is a ripple affect
then they go for the external source by head hunting. They use 2 ways to recruit:
1. Existing employees use their internal link to hire an appropriate candidate for
the particular vacant position. Such as the field level employees have a
relationship with other companies which are built during their working life.
When any employee needed for a vacant position and any employee from
those companies seems capable then the employee of Matador offers him the
job by introducing their policies and benefits.
2. Another way is their standard procedure to hire any employee and that is:
• Give a circular in paper demanding requirements.
• Applicant’s applying for the job and they sort applications which are
exactly fulfilling the requirements.
• Selected applicants are called for written examination.
• Some high scorer candidates are being selected and called for Viva.
• High scorer of Viva gets the job.

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5. Analysis
Before any of the recruiting activities took place in organization they have to notify
the HR dept. how many employee/ employees they do need. So the HR department
has to some consider factors. Those are:
 The employee’s skill, educational background, & experiences
 From which source they are going to recruit
(a) if they hire internally, do they need to identified the interested
personal’s expertise & qualification
(b) if don’t, by which process are they going get the position
 Take full detail of the vacant post
 Take the opinion of the Department Head what sort skill employees does he
required
 Notify Managing Director & Chairman
 Clear & precise job description & job specification
 Set standard of selection
 Take permission from Managing Director & Chairman to conduct the
recruiting process
 Take consideration of Managing Director & Chairman’s idea if they want add
something more
 By giving advertisement in the most renowned newspaper
 How the CV will collected
By taking all of this things under consideration the HR head does prepare for
recruiting phase.

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6. Suggestion
The Matador Toothbrush Industries Limited applying HR practices partially. Now as
this company is growing and show lot of promise by providing good quality product
in the market. In this circumstances, if the organization wants qualified and most
efficient employees for the organization they to be more precise and clearer job
analysis so that the candidate can understand the organization and position as well.
The working environment of HR department is autocratic, because they employee
have to rely on their bosses decisions. They don’t have any kind of authoritative
power regarding recruiting process and others. All of these are handled by Managing
Director & Chairman. As for our suggestion to resolve the barriers they have to follow
these steps:
 To increase the efficiency the top level management or Managing Director &
Chairman have given authority of their own work.
 They have to build system HR department can analysis all position and set a
standard for employees.
 They have to improvise the activities & develop working of HR Department
 They set a standard that will required for all position
 They have determine the qualification of the candidate
 They have to review the job analysis every year

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7. Conclusion
Job analysis is an important part of recruitment. By this job analysis the human
resource department heads identify the duties, responsibilities and accountabilities
of an employee through job description and the quality of the employee which will
explain in the job specification, because whenever they are going recruit someone
they want to hire or choose the best person for the particular position. Whenever a
particular position becomes vacant the human resource department tries to fulfill the
post through succession plan. If they fail to find someone who is enough quailed,
they recruit externally.