The document provides an overview of Agrani Bank Limited, including its background, mission, vision, values, strategic objectives, ethical standards, organizational structure, and products/services. Some key points: - Agrani Bank Limited is a state-owned commercial bank in Bangladesh with over 900 branches nationwide. - Its mission is to become the leading state-owned commercial bank operating with international standards of efficiency, quality, and customer service. - The bank aims to adopt modern approaches while upholding integrity, transparency and professionalism in serving customers. - It offers various deposit products like savings accounts, fixed deposits, as well as loans to sectors like SMEs and agriculture. - The

1. 1
Chapter-1
Introduction

2. 2
1.1 Background of the Study
There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of changing world of work .For them, this
means understanding the implications of globalization, technology changes, workforce
diversity. Now it is a big challenge for the HRM to support the organization by providing the
best personnel for the suitable position in shortest possible time. Starting with recognizing the
vacancies and planning for them is great work. Moreover, finding and attracting qualified
candidates and hiring suitable person in time is a challenge, Right person for right job is the
main goal of selection.The cost of the recruitment is significant. So proper planning and
executing that plan is the task that requires more focus and improvement. Equal opportunity
and sourcing is also a vital part. Realizing this need we tried to find the differences and
similarities between theoretical aspects with the practical steps taken by the organization. We
should take an attempt to demonstrate the feature for further improvement.
1.2 Significance of the Study
All these information will help the management to identify various scopes and limitation of an
organization. This is the basic rational behind the study. Besides it would be a great opportunity
for me to get familiar with this system. So this study is very significant for both the
organization and me. They have satisfied with my work & helped me a lot.
1.3 Scope of the Study
Human Resources are essential and foundational to the growth and development of any
organization and hence the ability to satisfy and retain quality and trained employee is vital.
Recruitment and selection process work as a tools of employee hiring and selecting. An
organization achieved its goals and objectives and run its operation according to set up
mission and vision when the organization follows a good recruitment and selection process.
Scope of the report pointed out by followings:
 This report will introduce with the recruitment and selection process of Agrani Bank
Limited.
 To understand the various sources of recruitment provided in the organization.
 It helps to analyze the recruitment policy of the organization.
 It enables to evaluate the effectiveness of different recruiting techniques and sources
for all types of job applicants in the organization.

3. 3
1.4 Objective of the Study
1.4.1 Broad Objective
The broad objective of this study is to know the recruitment and selection process of Agrani
Bank Limited.
1.4.2 Specific Objectives:
 To describe the sources of recruitment followed by Agrani Bank Limited.
 To know the recruitment and selection process of Agrani Bank Limited.
 To know the employees opinion regarding recruitment and selection process of
Agrani Bank Limited.
 To recommend some measures to make the recruitment process more effective.
1.5 Methodology of the Study
Research Design
This is a descriptive type of research, which briefly reveals the recruitment and selection
procedure of Agrani Bank Limited. It has been conducted by collecting both primary and
secondary data.
Sampling Plan
Sampling pan is definite plan for obtaining a sample from a given population
 Population: The target population was managers, senior officers, junior officers,
operative employees who are working in Agrani Bank Limited.
 Sampling Method: The non-probability convenient sampling method was used for
collecting the information and to identify the respondents.
 Sample Size: The sample size was 20 respondents.
Questionnaire Design
Questionnaire is prepared with close-ended question. The nature of the questions used in the
questionnaire is dichotomy questions with determinant choice questions.

4. 4
Types of Data Used
Both primary and secondary data have been used in this report
 Primary Data: Primary data is the data, which is collected by the researcher directly
by survey, observation and experience.
 Secondary Data: Secondary data is the data taken by the researcher from secondary
sources internal or external that means the data, which was collected and used
previously for another purpose, is called secondary data.
Sources of data: Sources of data of this report can be divided into two categories”
 Primary Sources: Primary data have been collected by a survey like:
o Through Questionnaire survey
o Through Observation and face to face conversation.
 Secondary Sources: Secondary data have been collected from website, Annual report
& Other Publications like:
o The annual report of the bank, 2015-2016
o Banks website (www.agranibank.com.bd)
1.6 Limitation of the Study
Recruitment and selection are intangible assists for an organization. Analyzing the total
training program of an organization is not so easy. Moreover due to obvious reasons of
scrutiny and confidentiality, the organization personnel usually don’t want to disclose all the
information about their policy and procedures regarding the training program. Time is
another major limitation, where the duration of the program was 3 months only. The sources
of the report are collected from different desks, various documents of Agrani Bank Limited.
Though I have tried my best to produce a comprehensive and well-organized report, some
limitations are yet present in this report. This report has suffered from a number of
limitations:
 There some information which are confidential for collecting the data. So, some data
could not been collected for confidentiality or secrecy of management.
 Because of a small period of time only small sample had to be considered which does
not actually reflect and accurate picture.
 In many case up to date information is not published.

5. 5

6. 6
Chapter-2
Organizational Overview

7. 7
2.1 A Brief Overview of Agrani Bank Limited
Agrani Bank Limited, a leading commercial bank with 935 outlets strategically located in
almost all the commercial areas throughout Bangladesh, overseas Exchange Houses and
hundreds of overseas Correspondents, came into being as a Public Limited Company on May
17, 2007 with a view to take over the business, assets, liabilities, rights and obligations of the
Agrani Bank which emerged as a nationalized commercial bank in 1972 immediately after
the emergence of Bangladesh as an independent state. Agrani Bank Limited started
functioning as a going concern basis through a Vendors Agreement signed between the
ministry of finance, Government of the People's Republic of Bangladesh on behalf of the
former Agrani Bank and the Board of Directors of Agrani Bank Limited on November 15,
2007 with retrospective effect from 01 July, 2007. Agrani Bank Limited is governed by a
Board of Directors consisting of 12 members headed by a Chairman. The Bank is headed by
the Managing Director & Chief Executive Officer; Managing Director is assisted by Deputy
Managing Directors and General Managers. The bank has 11 Circle offices, 34 Divisions in
head office, 62 zonal offices and 935 branches including 27 corporate and 40 AD (authorized
dealer) branches.
2.2 Mission
To become the best leading state owned commercial bank of Bangladesh operating at
international level of efficiency, quality, sound management customer service and strong
liquidity.
2.3 Vision
To operate ethically and fairly within the stringent framework set our regulators and to
assimilate ideas and lessons from best practices to improve our business policies and
procedures to the benefit of our customer and employees.
2.4 Motto
To adopt and adapt with modern approaches to stand supreme in the banking arena of
Bangladesh with global presence.

8. 8
2.5 Values
To value in integrity, transparency, accountability and professionalism to provide a high
standard of service to all the customers and stakeholders.
2.6 Strategic Objectives of the Bank
 Winning at least 6.50 percent share of deposits and 5.50 percent share of loans and
advance of Bangladesh market.
 Gaining competitive advantage by lowering overall cost compared to that of
competitors.
 Overtaking competitors by proving quality customer service.
 Achieving technological leadership among the peer group.
 Strengthening the Bank’s brand recognition.
 Contributing towards the economic well-being of the country by focusing particularly
on SME and agricultural Sectors.
 Strengthening research capability for innovative products.
2.7 Ethical Standards
 Be Trustful: The bank believes in mutual trust and treat the customers in a way so that
they can trust us.
 Keep An Open Mind: For continuous improvement of the Bank the bank keeps the
minds open to new ideas. The bank seeks opinions and feedback from both customers
and team members through which the Bank will continue to grow.
 Meet Obligations: Regardless of the circumstances, the bank does everything to gain
the trust and confidence of customers and clients by honouring the commitments and
obligations.
 Be Transparent: The bank is transparent in the dealings with customers and all
stakeholders. The bank ensure transparency by furnishing information through print &
electronic media as the well as in Bank’s the website, journals and reports.
 Be involved with the Community: The bank remains involved in community-related
issues and activities, thereby demonstrating that the business is socially responsible.
 Be Respectful: The bank treats all stakeholders with utmost respect and courtesy
regardless of differences, positions, titles, ages, or other types of distinctions.

9. 9
 Be Environment conscious: The bank provides industrial financing decorously to keep
the environment free from pollution and health hazard. The bank also ensures setting
up ETP before installation of industries that may affect the environment.
2.8 Organizational Structure of Agrani Bank Limited

10. 10
2.9 Products and Services
2.9.1 Deposit
a) Taka Account
 Current Deposit (CD)
 Savings Deposit (SB)
 Fixed Deposit (FDR)
 Special Notice Time Deposit (SNTD)
 Non-Resident Special Taka Account (NRTA)
 Non-Resident Investors Taka Account (NRIT)
 Agrani Bank Pension Scheme (APS)
 Agrani Bank Bishesh Shanchay Scheme (ABS)
 Students Savings A/C (School Banking)
 Small Life Insurance Policy Holders A/C
 Ten Taka Farmers A/C
 Freedom Fighters A/C
 Other Benefciaries A/C under Social Securities Program
 Agrani Bank Quarterly Income scheme
 Agrani Bank Double Benift scheme
 Agrani Bank Millinionaire Deposit scheme
 Agrani Bank Lakhpoti Deposit scheme
 Agrani Bank Prabash Deposit scheme
 Agrani Bank Deposit scheme for Women
b) Foreign Currency Account
 Foreign Currency (FC) A/C
 Non-Resident Foreign Currency Deposit (NFCD) A/C
 Resident Foreign Currency Deposit (RFCD) A/C
 Exporters Retention Quota (ERQ) A/C

11. 11
2.9.2 Loans & Advances
a) Continuous Loan
 Cash Credit (Hypo)
 Cash Credit (Pledge)
 Secured Overdraft (SOD)
b) Term Loan
 Industrial Credit (IC)
 Housing Loan (General & Commercial)
 Consumer Credit
 Loan for Overseas Employment
 Weavers’ Credit
c) Rural & Agro Credit
 Crop Loan
 Fishery Loan
 Animal Husbandry Loan
 Agri Machinery Loan
 Rural Transport Loan
 Swanirvar Loan
 Poverty Alleviation Loan
d) Small and Medium Enterprise Loan
 Service Sector Loan
 Trading Sector Loan
 Manufacturing Sector Loan
 Women Entrepreneurs Loan
e) Other Loan Products
 Agrani Bidesh Jawar Loan (ABJL)
 Green Finance
 Any purpose Loan
 Term Loan for Muktijoddha

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f) Import Finance
 Loan Against Imported Merchandise (LIM)
 Loan Against Trust Receipt (LTR)
 Payment Against Document (PAD)
g) Export Finance
 Export Cash Credit
 Packing Credit (PC)
 Local / Foreign Bills Purchased (FBP)
 Loan Against Export Development Fund (EDF)
 Advance Against Cash Incentive (Subsidy, Assistance)
2.9.3 Treasury
a) Money Market
 Maintaining CRR and SLR
 Call Money Transaction
 Term Placement (FDR)
 Treasury Bills
 Treasury Bonds
 Secondary Trading of Govt. Securities
 Repo
 Reverse Repo
 Custodian Services
 Other Investments
b) Foreign Exchange Market
 Selling Foreign Currency for Import Payment
 Buying Foreign Currency against Export Proceeds
 Fixation of Exchange Rate
 Foreign Currency Buying and Selling
 SWAP Transactions
 Forward Transaction
 Term Placement

13. 13
2.9.4 Letter of Credit
 Letter of Credit - Sight
 Letter of Credit - Usance
 Back to Back L/C
2.9.5 Letter of Guarantee
 Advance Payment Guarantee
 Bid Bond
 Performance Guarantee
 Shipping Guarantee
 Guarantee - Others
 Standby Credit
2.9.6 Other Foreign Exchange Service
 Documentary Bill Collection
 Advanced Payment for Import & Export
 Foreign Remittance (Incoming & Outgoing)
 Foreign Currency Endorsement against Passport
 Issuance of Draft, TT
 Collection of Draft, Cheque, TC
 Opening of Student File, Medical File
2.9.7 Cash Service
 ATM Service
 Cheque Encashment
 Foreign Currency
2.9.8 Fund Transfer
 Inter-Branch Money Transfer
 SWIFT
 Telegraphic Transfer (TT)
 Issuing Foreign Draft
 Encashing Foreign Draft

14. 14
 Bangladesh Electronic Fund Transfer Network (BEFTN)
 Bangladesh Automated Clearing House (BACH)
 Online Deposit to Accounts
 Real Time Gross Settelment (RTGS)
2.9.9 Value Added Service
 Locker Service
 Utility Bill Collection
 Arm forces Pension Payment
2.9.10 Merchant Banking Service
 Issue Management
 Underwriting
 Portfolio Management
2.9.11 Islamic Banking Service
a) Deposit
 Al Wadiah Current A/C
 Mudaraba Savings A/C
 Mudaraba STD A/C
 Mudaraba Term Deposit
 Mudaraba Special Scheme Deposit
b) Investment
 Bai Murabaha (Pledge)
 Bai Muazzal (Hypo)
 Higher purchase Shirkatul Meilk
 Bai Sal

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Chapter-3
Theoretical Aspects

16. 16
HRM
Acquisition
Training &
developmen
t
Motivation
Maintenanc
e
3.1 Human Resource Management (HRM)
Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. HRM can also be performed by line managers. 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.
 According to Storey: “HRM is a distinctive approach to employment management
which seeks to achieve competitive advantage through the strategic deployment of a
highly committed and capable workforce, using an array of cultural, structural and
personnel techniques.”
 According to Buchanan and Huczynski: “HRM is a managerial perspective which
argues the need to establish an integrated series of personnel policies to support
organizational strategy.”
3.2 Functions of HRM
Human Resource Management (HRM) is all about balancing the organization’s people and
processes to best achieve the goals and the strategies of the organization, as well as the goals
and the needs of employees. Apart from being concerned with local issues of employees, HR
must also consider these five basic functions and effects of workforce diversity, legal
restriction, performance management, training and professional development of the
organization.

17. 17
Acquisition
It deals with human resource planning, recruitment, selection and socialization of employees.
 Job enlargement is the process or expanding a job’s duties
 Job enrichment is the process of enhancing job characteristics for increasing workers
motivation, satisfaction and productivity
 Job analysis is the process of gathering, analyzing and synthesizing information about
job.
 Job design is the process of organizing work into the tasks required to perform a
specific job.
 Recruitment is a process of finding and attracting qualified people.
 Selection is the process of hiring suitable people for job.
Training and Development
It is the process of acquiring new skills to do the job properly. Training changes the employee
attitudes and behavior.
 Ongoing training isnecessary to accommodate technological changes.
 A career is the sequence of position that a person holds during his entire working life.
 Development of an employee is necessary to prepare organization for future
challenges.
Motivation
 Assessing how employees perform their jobs is the focus of performance appraisal.
 Compensation rewards people for performing organizational work through pay
incentives and benefits.
Maintenance
It refers to maintaining employee commitment and loyalty to the organization. HRM draws
on a number of disciplines such as psychology, sociology, social psychology and economics.

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3.3 Human Resource Planning
Workforce planning is one of the most important activities in a business. It starts with
analysis of the strategic position of the business. The results of this analysis then feed into a
forecast of the required demand for labor by the business and how this is likely to be
supplied. The final stage involves the creation and implementation of a human resources plan
which aims to deliver the right number of the right people for the business.
3.4 Recruitment and Selection
Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for recruits.
Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirement with the skills and qualifications of people. Effective
selection can be done only when there is effective matching.
3.5 Factors Affecting Recruitment
There are a number of factors that affect recruitment. These are broadly classified into two
categories:
3.5.1 Internal Factors
The internal factors also called endogenous factors are the factors within the organization that
affect recruiting personnel in the organization. Some of these are mentioned here.
 Size of the Organization: The size of an organization affects the recruitment process.
Experience suggests that larger organizations find recruitment less problematic than
organizations with smaller in size.
 Recruiting Policy: The recruiting policy of the organization i.e., recruiting from
internal sources (from own employees) and from external sources (from outside the
organization) also affects recruitment process. Generally, recruiting through internal
sourcing is preferred, because own em-ployees know the organization and they can
well fit into the organization’s culture.
 Image of Organization: Image of organization is another internal factor having its
influence on the recruitment process of the organization. Good image of the
organization earned by a number of overt and covert actions by management helps

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attract potential and competent candidates. Manage-rial actions like good public
relations, rendering public services like building roads, public parks, hospitals and
schools help earn image or goodwill for the organization. That is why blue chip
compa-nies attract large number of applications.
 Image of Job: Just as image of organization affects recruitment so does the image of
a job also. Better remuneration and working conditions are considered the
characteristics of good image of a job. Besides, promotion and career development
policies of organization also attract potential candidates.
3.5.2 External Factors
Like internal factors, there are some factors external to organization which has their influence
on recruitment process. Some of these are given below:
 Demographic Factors: As demographic factors are intimately related to human
beings, i.e., employees, these have profound influence on recruitment process.
Demographic factors include sex, age, literacy, economic status etc.
 Labor Market: Labor market conditions i.e., supply and demand of labor is of
particular importance in affecting recruitment process. For example, if the demand for
a specific skill is high relative to its supply, recruiting employees will involve more
efforts. On the contrary, if supply is more than demand for a particular skill,
recruitment will be relatively easier.
 Unemployment Situation: The rate unemployment is yet another external factor
having its influence on the recruitment process. When the unemployment rate in a
given area is high, the recruitment process tends to be simpler. The reason is not
difficult to seek. The number of applicants is expectedly very high which makes
easier to attract the best qualified applicants. The reverse is also true. With a low rate
of unemployment, recruiting process tends to become difficult.
 Labor Laws: There are several labor laws and regulations passed by the Central and
State Governments that govern different types of employment. These cover working
conditions, compen-sation, retirement benefits, and safety and health of employees in
industrial undertakings.

20. 20
3.6 Sources of Recruitment
The searching of suitable candidates and informing them about the openings in the enterprise
is the most important aspect of recruitment process. The candidates may be available inside
or outside the organization. Basically, there are two sources of recruitment i.e., internal and
external sources.
3.6.1 Internal Sources
Best employees can be found within the organization. When a vacancy arises in the
organization, it may be given to an employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion. When a higher post is given to a
deserving employee, it motivates all other employees of the organization to work hard. The
employees can be informed of such a vacancy by internal advertisement. The Internal
Sources Are Given Below:
 Transfers: Transfer involves shifting of persons from present jobs to other similar
jobs. These do not involve any change in rank, responsibility or prestige. The numbers
of persons do not increase with transfers.
 Promotions: Promotions refer to shifting of persons to positions carrying better
prestige, higher responsibilities and more pay. The higher positions falling vacant
may be filled up from within the organization. A promotion does not increase the
number of persons in the organization.
 Present Employees: The present employees of a concern are informed about likely
vacant positions. The employees recommend their relations or persons intimately
known to them. Management is relieved of looking out prospective candidates.
3.6.2 External Sources
 Advertisement: It is a method of recruitment frequently used for skilled workers,
clerical and higher staff. Advertisement can be given in newspapers and professional
journals.
 Schools, Colleges and Universities: Direct recruitment from educational institutions
for certain jobs (i.e. placement) which require technical or professional qualification
has become a common practice. A close liaison between the organization and
educational institutions helps in getting suitable candidates. The students are spotted

21. 21
during the course of their studies. Junior level executives or managerial trainees may
be recruited in this way.
 Recommendation of Existing Employees: The present employees know both the
company and the candidate being recommended. Hence some companies encourage
their existing employees to assist them in getting applications from persons who are
known to them.
 Casual Callers: Those personnel who casually come to the company for employment
may also be considered for the vacant post. It is most economical method of
recruitment. In the advanced countries, this method of recruitment is very popular.
 Central Application File: A file of past applicants who were not selected earlier may
be maintained. In order to keep the file alive, applications in the files must be checked
at periodical intervals.
 Labor Unions: In certain occupations like construction, hotels, maritime industry
etc., (i.e., industries where there is instability of employment) all recruits usually
come from unions. It is advantageous from the management point of view because it
saves expenses of recruitment.
 Labor Contractors: The contractors keep themselves in touch with the labor and
bring the workers at the places where they are required. They get commission for the
number of persons supplied by them.
 Former Employees: In case employees have been laid off or have left the factory at
their own, they may be taken back if they are interested in joining the concern
(provided their record is good).
3.7 Recruitment Process
In order to increase efficiency in hiring and retention and to ensure consistency and
compliance in the recruitment and selection process, it is recommended the following steps
be followed
 Step 1: Identify Vacancy and Evaluate Need: Recruitments provide opportunities to
departments to align staff skill sets to initiatives and goals, and for departmental and
individual growth. Proper planning and evaluation of the need will lead to hiring the
right person for the role and team.

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 Step 2: Develop Position Description: A position description is the core of a
successful recruitment process. It is used to develop interview questions, interview
evaluations and reference check questions. A well-written position description:
 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 an applicant pool which includes women and
underrepresented groups including veterans and individuals with disabilities.
 Step 4: Select Search Committee: To ensure applicants selected for interview and
final consideration are evaluated by more than one individual to minimize the
potential for personal bias, a selection committee is formed.
 Step 5: Post Position and Implement Recruitment Plan: Once the position
description has been completed, the position can then be posted to the UCR career site
via the ATS. Every effort should be made to ensure the accuracy of the job
description and posting text. It may not be possible to change elements of a position
once posted, because it may impact the applicant pool.
 Step 6: Review Applicants and Develop Short List: Once the position has been
posted, candidates will apply via UCR’s job board. Candidates will complete an
electronic applicant for each position (resume and cover letter are optional).
Candidates will be considered “Applicants” or “Expressions of Interest”.
 Step 7: Conduct Interview: The interview is the single most important step in the
selection process. It is the opportunity for the employer and prospective employee to
learn more about each other and validate information provided by both. By following
these interviewing guidelines, you will ensure you have conducted a thorough
interview process and have all necessary data to properly evaluate skills and abilities.
 Step 8: Select Hire: Once the interviews have been completed, the committee will
meet to discuss the interviewees. Committee members will need to assess the extent to
which each one met their selection criteria. The search committee evaluation tool will
be helpful in justifying decisions and making them as objective as possible. Your
documentation should demonstrate your selection decision. Documentation is
required in order to comply with OFCCP requirements.
 Step 9: Finalize Recruitment: Upon completion of the recruitment process the offer
to the selected finalist is made.

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3.8 Selection Process
Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for
the required job, the organization will get quality performance of employees.
The Employee selection Process takes place in following order-
 Preliminary Interviews: It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and
family background, competencies and interests of the candidate are examined during
preliminary interview. Preliminary interviews are less formalized and planned than
the final interviews. The candidates are given a brief up about the company and the
job profile; and it is also examined how much the candidate knows about the
company. Preliminary interviews are also called screening interviews.
 Application Blanks: The candidates who clear the preliminary interview are required
to fill application blank. It contains data record of the candidates such as details about
age, qualifications, reason for leaving previous job, experience, etc.
 Written Tests: Various written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used
to objectively assess the potential candidate. They should not be biased.
 Employment Interviews: It is a one to one interaction between the interviewer and
the potential candidate. It is used to find whether the candidate is best suited for the
required job or not. But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews may be biased at
times. Such interviews should be conducted properly. No distractions should be there
in room. There should be an honest communication between candidate and
interviewer.
 Medical Examination: Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.
 Appointment Letter: A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter.

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Chapter-4
Recruitment and Selection
Process of Agrani Bank Limited
4.1 Introduction
We know Recruitment refers to the process of finding possible candidates for a job or
function, usually undertaken by recruiters. It also may be undertaken by an employment

25. 25
agency or a member of staff at the organization looking for recruits. And Selection is a
process by which candidates employment are divided in to two classes those who will be
offered employment and those who will not. Recruitment and selection is one of the most
important for every employee. Because by this organization makes a person as the member of
it. There is a general process of recruitment and selection that an organization should follow.
In Bangladesh perspective many organization does not follow any specific process for
recruitment and selection. There is lots of limitationsanorganization face in case of
recruitment and selection process. But the recruitment and selection process must be modern
and fair. In Agrani Bank Limited recruitment and selection is done by a specific process and
which is very much up to date. It starts with the manpower requisition and end with
appointment. And after that ABL arrange various types of training and development program
for the employees to develop their skill for short & long term. In true sense ABL tries to
follow a developed recruitment process for selecting right people in right place.
4.2 Human Resource planning of Agrani Bank Limited
Recruitment and selection are not simply mechanisms for filling vacancies rather they are
viewed as the key factor for suitable placements. With a view toward placing the right person
in the right position. Following Procedures in recruitment and selection will be practiced.
Each division will submit their month wise recruitment plan to HR for the whole year and on
the basis of such requirement HR Division will prepare the upcoming recruitment plan of
each Division/Department. Here for this the respective job analysis is done analyzed for the
vacant position.
4.3 Recruitment Sources of Agrani Bank Limited
First and foremost step of recruitment is collecting CVs from sources. There are two sources
of recruitment:
4.3.1 Internal Sources
For encouraging the internal candidate, job vacancies in Agrani Bank Limited may be
advertised through internal notices to all Agrani Bank Limited employees. Recruitment from
the internal sources may be the through promotion or delegating individuals with new
assignments. In the case of internal sourcing, HR along with the concerned
Division/Department will identify prospective candidates on the basic of individual capability

26. 26
matching with competency/Role profile and will conduct appropriate tests to select the most
suited person. Two types of internal sources of recruitment are used in the Agrani Bank
Limited
 Promotion
 Transfer
 Employee referrals
4.3.2 External Sources
Advertisement
Advertisement is a well-known and worldwide accepted of requirement. Like other company
Agrani Bank Limited publish their recruitment possibilities in different types of media.
Internet
Internet advertisement is another new source of requirement. Like other company Agrani
Bank Limited also give advertisement over net. Generally Agrani Bank Limited gives
advertisement www.bdjobs.com. The interested candidates whose profiles match with the
recruitment can apply for job over the net. By this way Agrani Bank Limited gets many CVs.
4.4 Recruitment Process of Agrani Bank Limited

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Recruitment process Agrani Bank Limited recruits employee from internal and external
sources some time in recruitment process director and top level of management become bias.
Agrani Bank Limited takes helps from public and private employment agencies for
recruitment and selection. The recruitment process of Agrani Bank Limited is shown in the
following diagram:
Step: 1 Identify vacancy
Agrani bank limited first identifies the vacancy. They follow:
 Posts to the field
 Number of the person
 Duties to be performed
 Qualification’s required
Step: 2 advertising the response

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Agrani Bank limited mainly advertising their vacancy through the newspaper. Traditionally,
advertising is seen as a person specification: Advertising help’s the HR professional of the
organizations to concentrate on the strategic function and processes of human resource
management routing work.
Step: 3 screening & short listing
Applicant tracking systems provide following tips:
 Resume writing: Applicant tracking systems working best with text and resume
should be designed accordingly
 Resume font: There are a few reasons important to keep resume simple
 Format of cover letter: Depending on the hiring organization either it viewed or not.
 Resume file format: The file format may vary based on the bank applicant system.
Step: 4 Arrange Interview
Agrani Bank Limited arrange interviews and ask questions about the applicant’s experience
and skills, work history, ability, and the qualifications the bank is seeking in the optimal
candidate for the job. Interview can be a more in-depth one on one interview with the person.
It can be a daylong interview that includes meeting with bank staff.
Step: 5 Decision Making
Cognitive processing has a primary role in decision making. The regulation and knowledge of
cognition, affects decision making in a consistent and predictable way. Data collection
involved four strategies on managerial decisions have received little attention.
4.5 Selection Process of Agrani Bank Limited

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The following steps of selection process are followed by Agrani Bank limited:
 Step: 1 Receipt of Application: This is the first selection hurdle to join Agrani Bank
Limited. Candidates either send their CVs in application for a specific vacancy, or
they send unsolicited CV for any suitable position. The HR division collects job
applications against each job vacancy. In case of newspaper advertisements, the
applicants are given at least 3 week to apply. After specific period, each other and
every job is closed for applying
 Step: 2 sorting out of applicants: The next step is the short listing CVs usually the
HR division is engaged in the short listing .But the HR division may delegate this step
to the respective divisions to save time. To recruit experienced bank, CVs may be
sorted out from the collection of unsolicited CVs received. Or another possibility is to
find out experienced and competent bank in other bank.
 Step: 3 Informing candidates: After the applications are sorted out and a
preliminary list is prepared, the candidates are informed and are called for a written
exam (for entry level position) or an interview (for experienced bank for mid-level or
senior level position) for written tests, the bank issued admit cards though courier
services seven to days prior to the exam.
 Step: 4 Written tests: The employment test is generally an aptitude test which
measures the candidate’s verbal ability, numerical ability, reasoning ability etc. the
HR division provides them with the desired academic qualification and the name of
the vacant posts to the vacant posts to construct the question paper for the test.
 Step: 5 Interview: The interviews that are conducted are panel interviews and not
structured. The interview board consists of the MD, DMD and Head of HR. Even in
the selection of fresh graduates for TA or MT positions, those top level executive
level managers are present usually only one interview is conducted for selecting a
candidates for a position.
 Step: 6 Final approvals by competent authority: After the interview conducted
interviewees are evaluated, the management committee decides which to be selected
and which to be rejected. After this final decision, an “offer latter” is made for
selected candidates. One the candidates accept this offer, they are given the
“appointment letter” the candidates that are rejected are not informs.
 Step: 7 Physical examination: After the appointment letter are printed, the
candidates are given one month are joining, first the candidates have to go through

30. 30
physical examination. If the result of this physical examination is satisfactory, then
the candidate is eligible to join the bank.
 Step: 8 Joining and placement: After the physical examination, the candidates need
to bring the result of the medical test along with all the necessary documents and
academic certificates for joining. After going through the formal joining and
placement process, the candidates are finally employees of Agrani Bank Limited.

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Chapter-5
Questionnaire Survey
Analysis

32. 32
5.1 QUESTIONNAIRE SURVEY ANALYSIS
1. Recruitment and Selection Process of Agrani Bank Limited creates
hassle to applicant
Particulars Percentage
Yes 0%
No 100%
1. Interpretation: Recruitment and Selection Process of Agrani Bank Limited doesn’t
creates hassle to applicant
2. Comments: Agrani Bank Limited doesn’t creates hassle to applicant
0%
100%
Yes
No

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3. Internal Sources are used in the organization.
Particulars Percentage
Promotion 50%
Demotion 0%
Transfer 45%
Others 5%
Total 100%
Interpretation: The above figure shows that 50% promotion, 45% transfer, 0% demotions,
and 5% others are used for internal recruitment in.
Comments: Agrani Bank Limited uses promotion, transfer and demotion sources in the
internal recruitment.
50%
0%
45%
5%
percentage
Promotion
Demotion
Transfer
Others

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4. External sources are used in the organization for recruitment.
Particulars Percentage
Advertisement 55%
Walk-ins 25%
Head-hunting 0%
Via Internet 20%
Total 100%
Interpretation: The above figure shows that Agrani Bank Limited uses external sources for
55% advertisement, 25% walks-ins, 0% head-hunting and 20% via internet for recruitment.
Comment: Agrani Bank Limited uses advertisement, walks-in-interview and internet for
regular and executive staff.
55%
25%
0%
20%
External sources for recruitment
Advertisement
walks-ins
Head-hunting
Via internet

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5. There is internal interference in recruitment and selection process?
Particulars Percentage
Disagree 10%
Strongly Disagree 0%
Neutral 25%
Agree 35%
Strongly Agree 30%
Total 100%
10%
0%
25%
35%
30%
Disagree
Strongly Disagree
Neutral
Agree
Strongly agree
Interpretation: The above figure shows that 30% respondents strongly agreed, 35%
respondents agreed, 25% were neutral and 10% respondents disagree that there occurs
interfere in the case of recruitment in Agrani Bank Limited .
Comment: About interfere for internal recruitment; we can say that there is some
interference for internal recruitment.

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5. Recruitment & Selection procedure systematic in Agrani Bank Limited
Particulars Percentage
Disagree 10%
Strongly Disagree 0%
Neutral 40%
Strongly Agree 30%
Agree 20%
Total 100%
10%
0%
40%
20%
30%
Sales
Disagree
Strongly disagree
Neutral
Agree
Strongly agree
Interpretation: The above figure shows that 30% strongly agree, 20% agree and 40%
neutral,10% disagree with the statement that recruitment & the selection procedure of Agrani
Bank Limited is systematic.
Comments: It means that Agrani Bank Limited maintains recruitment and selection
procedure systematically.

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6. The Recruitment and Selection process of Agrani Bank is cost effective
Particulars Percentage
Disagree 30%
Strongly Disagree 0%
Neutral 30%
Agree 20%
Strongly Agree 20%
Total 100%
30%
0%
30%
20%
20%
Sales
Disagree
Strongly disgree
Neutral
Agree
strongly agree
Interpretation: The above figure shows that 20% respondents strongly agreed, 20%
respondents agreed, 30% respondents were neutral and 30% respondents disagreed with the
statement that recruitment and selection procedure is not fair enough.
Comment: The recruitment and selection process of Agrani Bank Limited is cost effective.

38. 38
Percentage
Yes
No
Total
100%
100%
7. The Recruitment & Selection procedure in Agrani Bank Limited is not
lengthy at all
Particulars Percentage
Yes 0%
No 100%
Total 100%
Interpretation:
The above figure shows that 100% respondents said that the Selection Process is lengthy in
Agrani Bank limited.
Comment: Majority of the employees said that the selection process is lengthy because of
different kind of Test.

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8. The Recruitment & Selection process of Agrani Bank Limited is
satisfactory and effective.
Particulars Percentage
Disagree 0%
Strongly Disagree 0%
Neutral 45%
Agree 40%
Strongly Agree 15%
Total 100%
0% 0%
45%
40%
15%
Disagree
Strongly
Disagree
Neutral
Agree
Interpretation: The above figure shows that 15% respondents strongly agreed, 40%
respondents agreed, 45% respondents were neutral about the statement.
Comment: As 55% respondents were agreed about the statement and 45% respondents were
neutral about the statement so it means recruitment & selection process are satisfactory.

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9. The Recruitment & Selection process of Agrani Bank Limited Face
External Pressure.
Particulars Percentage
Disagree 0%
Strongly Disagree 0%
Neutral 45%
Agree 40%
Strongly Agree 15%
Total 100%
0% 0%
45%
40%
15%
Disagree
Strongly
Disagree
Neutral
Agree
Interpretation: The above figure shows that 15% respondents strongly agreed, 40%
respondents agreed, 45% respondents were neutral about the statement.
Comment: Agrani Bank Limited Face External Pressure.

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10. Is the online Recruitment system of Agrani Bank Limited up to date?
Particulars Percentage
Yes 20%
No 80%
Comment: online Recruitment system of Agrani Bank Limited is not up to date
20%
80%
Yes
No

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5.2 Major Findings
The major findings of the recruitment & selection process of Agrani Bank Limited Are
justified in my view is:
1. Agrani Bank Limited uses both internal & external sources to recruit employees.
2. Agrani Bank Limited uses promotion, transfer and demotion sources in the internal
recruitment.
3. Agrani Bank Limited uses advertisement, walks-in-interview and internet for regular
and executive staff. But they mostly use advertisement source for recruitment.
4. Agrani Bank Limited has some interference for internal recruitment.
5. Agrani Bank Limited maintains recruitment and selection procedure systematically.
6. The recruitment and selection process of Agrani Bank Limited is not fair.
7. The selection process of Agrani Bank Limited is lengthy.
8. Recruitment & selection process are satisfactory in Agrani Bank Limited.

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Chapter-6
Recommendations & Conclusion

44. 44
6.1 Conclusion
The Banking sector is growing in Bangladesh as like as all over the world. This industry
always tries to provide better service their customers and develop their operational system.
Recruitment and selection is an important program for any organization which allows an
organization to assess the vacancy and choose the best personnel who will lead the
organization in the future. According to the finding of this study the human resource
department of Agrani Bank limited is strong enough to provide a systematic and organized
and recruitment and selection program in order to find out appropriate candidates for its
vacant post. Though there are some problems in the recruitment and selection program of
Agrani Bank Limited such as Human resource division, biasness, board of directors,
political interference and inappropriate choice of sources, these problems must be removed
for future prosperity. Since the success of an organization depends on the skilled, experienced
and devoted manpower and these types of manpower can only be achieved through a sound,
systematic and appropriate recruitment and selection program.

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6.2 Recommendations
These problems may be solved if the bank adopts the following measures:
 In Agrani Bank Limited, there shouldn’t be any kind of interference for internal
recruitment.
 In Agrani Bank Limited the recruitment and selection process should be fairer.

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Bibliography
Book reference:
 Dressler Gary “Human Resource management” -12th Edition.
 Human Resource Management by Professor M.A. Akkas
Website:
 www.google.com
 https://www.agranibank.org/
Report:
 Annual report of Agrani Bank Ltd (2015-2016)

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Appendix
Questionnaire
I am Tasnia Tabassum Joti A student of BBA Program in Bangladesh University of
Business and Technology (BUBT). For the Potential fulfillment of the BBA program, I have
to prepare a report on “Recruitment & Selection Process of Agrani Bank Limited”. So
that, some information would be needed from you. It is assured that all the information will
keep confidential and safely use in this report only.
Please read carefully and put a tick () in the perspective number and kindly give your
response where necessary:
Name: Designation:
Questionnaire analysis:
1. Recruitment and Selection Process of Agrani Bank Limited creates hassle to applicant.
a. Yes
b. No
2. Which internal sources are used in the organization?
c. Promotion
d. Demotion
e. Transfer
f. Others
3. Internal Sources are used in the organization
a. Advertisement
b. Walk-ins, write-ins, talk-ins
c. Head-hunting
d. Via internet
4. External sources are used in the organization for recruitment.
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

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5. Recruitment & Selection procedure systematic in Agrani Bank Limited
a. Disagree
b. Strongly Disagree
c. Neutral
d. Agree
b. Strongly Agree
6. The Recruitment and Selection process of Agrani Bank is cost effective
a. Disagree
b. Strongly Disagree
c. Neutral
d. Agree
c. Strongly Agree
7. The Recruitment & Selection procedure in Agrani Bank Limited is not lengthy at all
8. The Recruitment & Selection process of Agrani Bank Limited is satisfactory and effective.
Strongly agree
a. Disagree
b. Strongly Disagree
c. Neutral
d. Agree
d. Strongly Agree
9. The Recruitment & Selection process of Agrani Bank Limited Face External Pressure.
a. Disagree
b. Strongly Disagree
c. Neutral
d. Agree
e. Strongly Agree
10. Is the online Recruitment system of Agrani Bank Limited up to date?
a. Yes
b. No

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