Project Report Presentation for undergraduate and postgraduate students. This format is easy and effective for report presentation.

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2. RECRUITMENT AND
SELECTION PROCESS
IN (ANCB)
•Afghan NGOs Coordination
Bureau
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3. •Presented By: Habib Rahman Haider
•University: Kalinga Univeristy
•Course: MBA
•Semester: MBA 3rd Semester
•Enrollment Number: 92MBA578144
•Supervisor: Ms. Akshita Sharma
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4. INTRODUCTION
• The importance of ensuring the selection of the right
people to join the workforce has become increasingly
apparent as the emphasis on people as the prime
source of competitive advantage has grown.
• The contribution of effective recruitment and selection
to enhanced business performance is also illustrated
by the findings in the research study.
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5. INTRODUCTION CONTINUE
• The work environment of businesses is rapidly
changing. As part of an organization, HRM must be
prepared to deal with the effects of the changing
world of work. For them, it means understanding the
implications of globalization, technology changes,
work force diversity, changing skill requirements,
continuous improvement initiatives, the contingent
work force, decentralized work sites and employee
involvement.
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6. INTRODUCTION CONTINUE
•This study focus on the Recruitment and
Selection Process in ANCB one of the leading
Civil Society Organization in Afghanistan.
ANCB also provide capacity building trainings to
other NGOs and government officials across the
country.
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7. LITERATURE REVIEW
• Nowadays, every organization necessitates personnel
planning as one of the most vital activities. Human
Resource Planning is, by far, an essential ingredient
for the success of any organization in the long run.
There are a number of techniques that need to be
followed by every organization that guarantees that it
possesses the right number and type of people, at the
right time and right place, so as to enable the
organization to achieve its planned objectives.
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8. LITERATURE REVIEW
CONTINUE
• Commonly, the objectives of Human Resource
Planning department include resource, planning,
recruitment and selection, career planning, training
and development, promotions, risk management,
performance appraisal, to name a few. Each of these
objectives requires special attention and accurate
planning and execution
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9. OBJECTIVES OF RECRUITMENT AND
SELECTION
• The main objective of recruitment and selection is
fairly obvious: to hire the most-qualified candidate to
fill an available position. Additional objectives include.
• Creating a large talent pool of candidates to ensure
the organization can hire the best employee.
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10. OBJECTIVES OF RECRUITMENT AND
SELECTION
• Finding people who will fit in with the company
culture and contribute to the organization's goals.
• Reducing the likelihood that a candidate will leave
after a brief time by finding the right employee for the
position the first time around.
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11. OBJECTIVES OF RECRUITMENT AND
SELECTION
• Meeting the organization's diversity and social
commitments by selecting candidates based solely on
their merits and the way they fit in with the company
values, goals and culture.
• Improving the company's reputation through fair,
unbiased and effective hiring practices.
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12. OBJECTIVES OF RECRUITMENT AND
SELECTION
• Expediting the future recruitment and selection
process and reducing costs by gathering a large pool
of talented candidates who may be interested in future
vacancies.
• Improving and streamlining the recruitment and
selection process, including expediting future job
analyses for similar positions.
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13. RESEARCH METHODOLOGY
•In this heading the following topics will be
covered;
1.Target Population
2.Procedure
3.Time Frame
4.Sample Size 12/23/2019 13

14. TARGET POPULATION
•The target Population of this research
refers to ANCB, which is a non-profit
Civil Society Organization and its
members in Afghanistan.
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15. PROCEDURE
•Questionnaires has been distributed to
respondents and collected the
questionnaires back from them. Also
undertaken interviews and had some
personal interactions with the employees
of ANCB and its members. 12/23/2019 15

16. TIME FRAME
•The given time for writing this
report was four to six months.
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17. SAMPLE SIZE
• In order to complete this thesis
interviewed with sixty five from different
departments of the ANCB and members
based in Kabul, Afghanistan.
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18. RESEARCH TOOLS
PRIMARY DATA
• The primary data is collected
through:
1. Questionnaire
2. Interviews
SECONDARY DATA
• The secondary data is
collected from reliable
sources which include the
human resource
management books which
were published by different
scholars, and some websites.
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19. HYPOTHESIS
• 1. Candidates are selected on base of merit.
• 2. Organization follow the Recruitment and Selection
Process
• 3. Vacancies are announced through internet, social
web pages and job portals
• 4. Candidates are selected on the base of relations
• 5. There is proper HR planning 12/23/2019 19

20. FINDINGS
• 29% of the respondents are disagree, and only 17%
agree with the question Strategic human resource
planning in ANCB. Which is higher margins it clearly
shows that HR Planning is crucial for recruitment.
• 35% of the respondents are disagree while only 14%
are agree with the question of Reference Check before
selection. As reference check plays vital role the
selection of candidate and better understanding.
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21. FINDINGS CONTINUE
• In nutshell, ANCB does not follow the Strategic HR
planning and majority of its practices has certain
defects which are clearly elaborate in the research
report and along with the findings certain useful
recommendation are also provided to avoid such
practices in the organization.
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22. CONCLUSION
•ANCB first should go for strategic human
resource planning before going to the
recruitment; this will help this company to
have the right number of person, with the
right experience and qualification on the
right time. 12/23/2019 22

23. CONCLUSION CONTINUE
• ANCB should involve all the departments of this
company while they are interviewing an employee,
because each and every department is specialized in a
specific field, and they can test the applicants' abilities
in the required field very well, if the human resource
department does it with itself, it won't be able to
select the right person and that selected person may
not able to perform his/her duties very well. 12/23/2019 23

24. BIBLIOGRAPHY
• UNDP Global Civil Society Organizations and Participatory
Programme (CSOPP):
• Moghaddam Azarbaijani -, S. (2002) "Afghanistan, gender
guidelines" EC rapid Reaction assessment mission to
Afghanistan.
• https://www.ancb.org/pages/chater.php
• https://www.toppr.com/guides/business-management-and-
entrepreneurship/human-resource-management/selection-
process/ 12/23/2019 24

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