Selection Process Of Apparel Promoters Ltd

Internship Report
On
Selection Process
Of
Apparel Promoters Ltd
(This Internship Report is submitted for the Partial fulfillment of MBA,
Human Resource Management).
Prepared By:
Name: Abdullah Al Sayed
ID 150-222-080-2304
Major: HRM
Section : B
Faculty of Business Studies
Premier University, Chittagong.
Date of Submission:

Internship Report
On
Selection Process of
Apparel Promoters Ltd
(This Internship Report is submitted for the Partial fulfillment of MBA,
Human Resource Management).
Submitted To:
Ms. Kainatun Nur
Lecturer
Department of HRM
Prepared By:
Abdullad Al Sayed
ID:150-222-080-2304
Major: HRM
Date of Submission

Letter of Transmittal
December 11, 2017
To
Ms. Kainatun Nur
Lecturer
Department of HRM
Premier university, Chittagong.
Subject: Submission of Internship Report.
Dear Madam,
With great pleasure I submit my Recruitment and Selection process report on “Apparel Promoters
Ltd.” that you have assigned to me as an important requirement of MBA. I have found the study to
be quite interesting, beneficial & insightful. I have tried my level best to prepare an effective &
creditable report. The report contains a detailed study on Selection process & a look at how it is
done in the practical world. Here we have gathered information through different sources such as
websites and actual interviews from my Supervisor of “Apparel Promoters Ltd”.
I also want to thank you for your support and patience for me and I appreciate the opportunity
provided by you through assigning me to work in this thoughtful project.
Yours sincerely,
________________
Name: Abdullah Al Sayed
ID: 1502220802304
Major: HRM

Acknowledgement
First of all, I wish to express my gratitude to the almighty ALLAH for giving me the strength to
perform my responsibilities as an intern and complete the report within the stipulated time.
I am deeply indebted to my University Advisor Ms. Kainatun Nur, Lacturer of Premier
University for her whole-hearted supervision during my organizational attachment period. I am
also grateful to Mr. Saif Uddin Kamal, HR Manager at Mother & child care hospital as my
organizational supervisor. It would have been very difficult to prepare this report up to this mark
without their guidance.
My gratitude goes to entire Premier University for arranging Internship Program that facilitates
integration of theoretical knowledge with real life situation.
Moreover, I would also like to express my gratitude to my mother & child care Hospitals
Employee, seniors and colleagues who gave me good advice, suggestions, inspiration and
support for preparing the report. I must mention the wonderful working environment and group
commitment of this organization that has enabled me to deal with a lot of things.

Executive Summary
The main purpose of the report is to provide a basic idea of what Recruitment and selection
process is and how it helps to recruit and select right person for right place of apparel promoters
Ltd.
In the 1st chapter, I have discussed the Introduction, objective, methodology, scope, and
limitations etc of the report.
In Chapter 2, I have discussed about the overview and history, important vision and mission,
objective, Company Profile, Organizational Structure and operational activities of Apparel
Promoters Ltd.
In Chapter 3, I have covered the theoretical aspects of the recruitment and selection process.
In Chapter 4, I have discussed all about analyzing the recruitment and selection process of
Apparel Promoters Ltd.
Lastly in Chapter, I have given limitations, Problems, Recommendation, Conclusion, and
reference.

Table of Content
Serial
No.
Particulars Pg. No.
Chapter 1: Background of the Study 1
1.1 Introduction 1
1.2 Objective of the Study 2
1.3 Methodologyof the Study 3
1.4 Limitationsof the study 4
Chapter 2: Organizational Overview 5
2.1 Historyof the Company 6
2.2 Missionof APL 7
2.3 Goal of APL 7
2.4 Keyservices 7
2.5 Religions 8
2.6 ManagementTeam 9
2.7 Chief ExecutiveCommittee 10
Chapter 3: literature Review 11
3.1 Discussion about HRM 12
3.2 Functional area of HRM 13
3.3 Definitionof Selection 14
3.4 DifferencesBetweenRecruitment&Selection 15
3.5 Significance of selection 15
3.6 The processEmployee Selection 16
3.7 The importance of selection and placement 18
Chapter 4: Recruitment And Selection Process of
Apparel promoters Ltd.
19
4.1 Human Resource Division of the APL. 20
4.2 The structure of HR division at Apparel promoters Ltd. 21
4.3 Human Resource Management APL. 22
4.4 Human Resource Planning of APL. 23
4.5 Responsibility of HR department in APL. 24

4.6 Selection Process of the APL. 25
4.7 Joining of the Candidate 30
4.8 Summary of the Recruitment & Selection Process of APL. 32
Chapter 5: Internship Experience Of NCCBL 33
5.1 Internship activity in APL 34
5.2 Job Description & Responsibilities in APL 34
5.3 Observation 35
5.4 Lesson learned from internship program 36
Chapter 6: recommendation & Conclusion 37
5.1 Recommendation 38
5.2 Conclusion 39
References 40

Premier University, Chittagong .
[Pick the date]
8
Chapter 1: Background of the
Study

[Pick the date]
9
1.1 Introduction
The selection processes of an organization are two of its most important HR planning activities.
The basic purpose of Selection is to ensure a sufficient pool of applicants from which the most
qualified individuals may be selected. Effective recruiting is important because sufficient number
of qualified applicants is needed to ensure that selection can be successfully accomplished.
1.2 Objective of the Study:
 Basedon two objectives I have prepared this report:
Primary Objective:
The main objective of this report is to provide necessary information about the procedures of
selection techniques followed by the “Apparel Promoters Ltd” through the HR Department and
recommendation.
SecondaryObjective:
a) To have a clear view about what is actually happening in the field of HRM of the selected
business organization.
b) To collect information and insight about the Selection function of the organization.
c) To experience different Selection system those are being followed by “Apparel Promoters
Ltd”.
d) To relate the theoretical knowledge with the real life experience of the Recruitment &
Selection process of “Apparel Promoters Ltd”.

[Pick the date]
10
1.3 Methodology of the Study
The study is conducted in a systematic procedure starting from selection of the topic to final
report preparation. The integral part was to identify and collect data; they were classified,
analyzed, interpreted and presented in a systematic manner to find the vital points. The overall
process of the methodology followed in the study is explained further.
Sources ofData:
Data are collected from both primary and secondary sources –
 1.6.1 Primary Sources
 Observation of the organization.
 Discussion with officials and concerned experts.
 1.6.2 SecondarySources
 Annual report
 Newspapers
 Internet
 Textbook
 Collectionof Data:
Primary data I collected from observation method, face to face communication with the officials.
Secondary data was collected from Square toiletries websites and other related websites and
documents.

[Pick the date]
11
1.4 Limitations of the Study
The major limitations that I faced during my internship period and preparation of this report are
as follows:
1. Employees are not allowed to provide sensitive and depth information.
2. The main constraint of the study was insufficient access to information which has significantly
disturbed the scope of the analysis that is required for the study.
3. As the employees were busy with their own duty, they could give me little time for
consultation.
4. Time restriction is another important for limitation of study.
5. Published information is not up to date

[Pick the date]
12
Chapter 2: Organizational Overview

[Pick the date]
13
2.1. History of the Company
APL Logistics offer a comprehensive suite of services extending from international freight
forwarding to both origin and destination services, including freight consolidation, warehousing
and distribution management. We employ innovative Information Technology (IT) to deliver
maximum supply chain efficiency, visibility and control. APL Logistics is Singapore-based
global cargo transportation and Logistics Company. APL Logistics designs and operates smart
globally integrated supply chains officially incorporated in 1977, APL Logistics is a US$1.6
billion global supply chain services provider. APL Logistics designs and operates smart globally
integrated supply chains. They combine origin and destination logistics solutions with
transportation services across all modes and regions of the world.
Operating in more than 110 locations in 60 countries, they manage 200 logistics facilities
covering over 20 million square feet globally. With more than 7,600 logistics professionals
across the world with local market knowledge, APL Logistics is trusted global logistics partner.
APL Logistics is a member of the Kintetsu World Express group, a global logistics services
provider with well-established air and ocean freight forwarding capabilities in Asia. KWE is a
leading logistics services provider in Japan with more than 10,000 employees across 30
countries. APL Logistics has extensive experience operating within the following key industry
sectors:
 Automotive
 Consumer
 Industrials
 Retail
The APL Logistics brand is synonymous with service quality, reliability and operational
excellence. We have a strong focus on delivering high-quality services that consistently meet
your requirements and exceed your expectations. We constantly measure our performance
against established targets and implement continuous improvement programs to drive operational
excellence throughout our organization.

[Pick the date]
14
2.2 Mission of APL Logistics:
Enable customers to outperform their markets through reliable and innovative supply chain
solutions: Achieve sustainable growth through balancing needs and requirements of our
stakeholders.
2.3.Goal of APL Logistics
Grow with our customers and to be an established player and targeted verticals and markets
2.4.Key Services
 Order Management
Purchase Order Management
Buyer’s Consolidation
Vendor Management
 Import and Export Management
 Customs Brokerage
 International HubManagement
 DC Bypass Services
 Deconsolidation
 Trainload and Cross-dock
 Freight Management

[Pick the date]
15
 Ocean Freight Forwarding
 Air Freight Forwarding
 Land Transportation Services
 Intermodal Transportation
 Road Transportation
 Expedited and Time-definite Services
 Expedited Services
 Warehousing and DistributionManagement
 Inbound Logistics
 Manufacturing Support
 Vendor Managed Inventory
 Order Fulfillment
 Distribution Management
 Value-added Services
2.5.Regions:
 Europe
 Latin America
 Middle East and Africa
 North America
 North Asia
 South Asia
 South East Asia

[Pick the date]
16
2.6 Management Team:
1. William Villalon
President, APL Logistics
2. Shigeo Mori
Chief Financial Officer
3. Danny Goh
Chief Operations Office
4. Fabio Duque
Global Vertical Leader, Consumer
5. Siddharth Adya
Global Vertical Head, Industrials
6. Tony Zasimovich
Global Vertical Leader, Retail – SVP
7. Michael C. Pilver Jr.
Global Vertical Leader, Automotive
8. Graeme Watson
Head, North America
9. Felix Riachi
Head of LATAM, APL Logistics
10. Joerg Granzow
Regional Leader, Europe, Middle East and
Africa
11. Paul Man
Regional Leader, North Asia
12. Vibhu Prakash Annaswamy
Regional Head, South Asia
13. Komol Roongruangyot
Regional Leader, South East Asia
14. Komol Roongruangyot
Regional Leader, South East Asia

[Pick the date]
17
2.7. Chief Executive Committee
Chief
Executive
Office
(CEO)
General
Manager,
Human
Resources
Dept.
Director
Finance,
Accounts
&
Finance
Dept.
Deputy
General
Manager,
Business
Develop-
ment
General
Manager,
Materials
Develop-
ment
General
Manager,
Information
Technology
Develop-
ment
Director –
Operation

[Pick the date]
18
Chapter 3: literature Review
3.1 Discussion about HRM
The History of Human Resource Management is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who individually and
collectively contribute to the achievement of the objectives of the business. The terms "human
resource management" and "human resources" (HR) have largely replaced the term "personnel
management" as a description of the processes involved in managing people in organizations. Human

[Pick the date]
19
Resource management is evolving rapidly. Human resource management is both an academic theory
and a business practice that addresses the theoretical and practical techniques of managing a
workforce.
Human resource management has roots in the late and early 1900's. When there are less labor then
there are more working with machinery. The scientific management movement began. This
movement was started by Frederick Taylor when he wrote about it a book titled ‘The Principles of
Scientific Management’. The book stated, "The principal object of management should be to secure
the maximum prosperity for the employer, coupled with the maximum prosperity for each
employee”.
Taylor believed that the management should use the techniques used by scientist to research and test
work skills to improve the efficiency of the workforce. Also around the same time came the
industrial welfare movement. This was usually a voluntary effort by employers to improve the
conditions in their factories. The effort also extended into the employee’s life outside of the work
place. The employer would try to provide assistance to employees to purchase a home, medical care,
or assistance for education. The human relations movement is the major influence of the modern
human resource management. The movement focused on how employees group behavior and how
employee feelings. This movement was influenced by the Hawthorne Studies.
3.2 Functional area of HRM

[Pick the date]
20
The important functions of Human Resource Management are given below:
Figure 1: Function of HR

[Pick the date]
21
3.3. Definition of Selection
Selection is the process of picking up individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition of
Selection is as under -
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.”
 According to Business Dictionary
Selection is the process of interviewing and evaluating candidates for a specific job and selecting
an individual for employment based on certain criteria. Employee selection can range from a
very simple process to a very complicated process depending on the firm hiring and the position.
Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection.

[Pick the date]
22
3.4. Difference between Recruitment & Selection
Basis Recruitment Selection
Meaning It isan activityof establishing
contact betweenemployersand
applicants.
It isa processof pickingupmore
competentandsuitable
employees.
Objective It encourageslarge numberof
Candidatesfora job.
It attemptsat rejecting
unsuitable candidates.
Process It isa simple process. It isa complicatedprocess.
Hurdles The candidateshave notto cross
overmany hurdles.
Many hurdleshave tobe
crossed.
Approach It isa positive approach. It isa negative approach.
Sequence It precedes selection. It followsrecruitment.
Economy It isan economical method. It isan expensivemethod.
Time Consuming Lesstime isrequired. More time isrequired.
3.5. Significance of Selection
The company should follow a proper selection procedure as huge amount of money is invested in
selecting the right candidate for the job. Also, the cost incurred in training and induction program
is too high that the wrong selections could lead to a huge loss to the employer in terms of the
time, effort and money.
Absenteeism and labor turnover are the grim situation for any organization and if the candidates
are not selected appropriately, then these problems will increase and the overall efficiency of the
organization will go down.
3.6. The process Selection

[Pick the date]
23
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. Moreover, organization will face
less of absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While
selection is a negative process as the inappropriate candidates are rejected here. Recruitment
precedes selection in staffing process. Selection involves choosing the best candidate with best
abilities, skills and knowledge for the required job.
 The Employee selectionProcess takes place in following order-
Preliminary Interviews
Application blanks
Written Tests
Employment Interviews
Medicalexamination
Appointment Letter

[Pick the date]
24
1. 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.
2. 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.
3. 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.
4. 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.
5. Medical examination-Medicaltests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.
6. Appointment Letter-A reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter.

[Pick the date]
25
3.7. The importance of selection and placement
 The importance of employee selection and placement are given below:
1. To fairly and without any element of discrimination evaluate job applicants in view of
individual differences and capabilities.
2. To employ qualified and competent hands that can meet the job requirement of the
organization
3. To place job applicants in the best interest of the organization and the individual.
4. To help in human resources manpower planning purposes in organization.
5. To reduce recruitment cost that may arise as a result of poor selection and placement
exercises.
Figure 3: Employee Selection & placement

[Pick the date]
26
Chapter 4:
Recruitment And Selection Process
of Apparel Promoters Ltd

[Pick the date]
27
4.1. Human Resource Division of the Apparel
Promoters Ltd:
The apparel Promoters Ltd considers that success depends on the collective effort of entire work
force. Human resource division of The Apparel Promoters Ltd has comprehensive policy and
procedure that practices best approaches with legal and ethical consideration. The major purpose
of human resource division is to introduce organizational policy and related to employees of The
Apparel Promoters Ltd. It gives specific guidelines of operation of human resource division with
a vision to maintain the expected standards that are maintained.
It also provides specific direction regarding the assessment, evaluation, reward system and long
term benefits of employees of The Apparel Promoters Ltd. It sends a clear picture about expected
standards. The employees get idea of their present status, growth and value addition process in
the organization.
The human resource division is a central reference of employee relations and policies. Each
policy is a guideline to be used with discretion, understanding and management in the spirit in
which the policy is written.

[Pick the date]
28
4.2. The structure of HR division at APL:

[Pick the date]
29
4.3. Human Resource Management Process:
HRM is a field of management involves planning, organizing, directing and controlling the
functions of procuring, developing, maintaining and motivating a labor force.
Human Resource Management Process consists of eight activities necessary for staffing the
organization and sustaining high employee performance. The process is described below:
HR Planning &
Requisition
Selection Orientation
Training
Appraisal &
Evaluation
Benefits &
Compensation

[Pick the date]
30
4.4. Human Resource Planning in Apparel
Promoters Ltd:
Planning is the core area of all the functions of management. It is the foundation upon which the
other three areas should be built. Planning requires management to evaluate where human
resource of the company is currently, and where it would like to be in the future. From there an
appropriate course of action to attain the company's goals and objectives is determined and
implemented.
Every organization has employment planning. Apparel Promoters ltd has also its employment
planning.
They usually forecast their personnel needs based on their mission, strategic goals & objectives
& technological and other changes resulting in increased productivity. Although there are several
methods to predict personnel needs, but they use managerial judgment because it gives the more
real world scenario for personnel needs.
They think that the other methods cannot give the accurate situation of the personnel needs.
These are basically graphical methods, which cannot measure the actual personnel needs. But
managerial judgment method depends upon the change in productivity, market conditions etc.

[Pick the date]
31
4.5. Responsibility of HR department in the APT:
Position Job Responsibilities
Manager, recruitment & employment Recruiting, Interviewing, Testing,
Placement & Termination
Manager , compensation & benefits Job analysis and evaluation, surveys,
Performance appraisal, compensation
administration, bonus, Profit sharing plans,
Employee benefits.
Manager, Training & Development Orientation, Training, Management
development, Career Planning &
development
Manager, Employee EEO relations, contract compliance, staff
assistance programs, Employee counseling.
Responsibility of HR department

[Pick the date]
32
4.6. Selection Process of the apparel promoters
Ltd:
Selection is the process of gathering information for the purpose of evaluating and deciding who
should be employed in particular jobs.
 Screening and Short-listing Applications
The responses to the advertisements are sorted and screened. The CVs as well as the Covering
letters are judged. In the covering letter, the style and language of writing, the emphasis put on
the areas asked for tin the advertisements and the quality of the letter (whether it is specifically
tailored to the advertisement or just a standard response) are the aspects that are judged.
Different weights are assigned to the selection criteria mentioned in the main specification
depending on their relative importance. Based on the presence of these factors to the desired
extent (experience, educational degree, computer literacy, etc) the cumulative weights for all the
applicants are counted and the short list of a sizable number of the topmost candidates is
generated.
However, the HR officials also study the CVs with the respective line manager to check whether
any valuable deciding parameter is missing that are mentioned in the CVs. Then the candidates
selected in the shortlist are called for the written test.
 Written Test
The Written test is a regular part of the normal recruitment process. It is conducted for maximum
positions. The top management of Apparel Promoters Ltd believes the written test before the
interview process has proved to be effective and a useful tool to select the desirable candidates.
The written test has conducted in terms of knowledge about required fields. The candidates are
called for the preliminary (first) interview based on their performance in the written test.
 Employment Test

[Pick the date]
33
Organization selects employees to get certain works done by them. So it is necessary to test
whether particular candidates have the capabilities to perform them. For this purpose, employers
follow certain selection procedures. Most of the companies use employment tests in order to be
sure that these tests are reliable and valid. Tests are aimed at predicting future success on a
particular job.
A variety of tests are usually used as selection tools. Testsare classifiedintoseveral types.Theyare:
(i) Aptitude Tests
(ii) Intelligence Test
(iii) Mechanical Aptitude Tests
(iv) Achievement Tests
(v) Job Knowledge Tests
(vi) Situational Tests
(vii) Interest Tests
(viii) Personality Test
 Aptitude Tests:These tests measure whether an individual has the capacity or latent
ability to learn a given job if given adequate training. Aptitudes can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical,
clerical, manipulative capacity etc.
 Intelligence Tests:These tests in general measure intelligence quotient of a
candidates. In detail these tests measure capacity for comprehension, reasoning, word
fluency, verbal comprehension, numbers, memory and space .Other factors such as digit
spans both forward and backward, information known, comprehension, vocabulary,
picture arrangement and object assembly.
Though these tests are accepted as useful ones, they are criticized against deprived
sections of the community. Further, it is also criticized that these tests may prove to be
too dull as a selection device.
 MechanicalAptitude Tests:These tests measure the capacities of spatial
visualization, perceptual speed and knowledge of mechanical matter. These tests are
useful for selecting apprentices, skilled, mechanical employees, technicians etc.
Psychomotor Tests: These tests measure abilities like manual dexterity, motor ability and

[Pick the date]
34
eye-hand coordination of candidates. These tests are useful to select semi-skilled workers
and workers for repetitive operations like packing, watch assembly.
Clerical Aptitude Tests: Measure specific capacities involved in office work. Items of
this test include spelling, computation, comprehension, copying, word measuring etc.
 Achievement Tests:These tests are conducted when applicant claims to know
something as these tests are concerned with what one has accomplished These tests are
more useful to measure the value of specific achievement when an organization wishes to
employ experienced candidates. These tests are classified into: Job Knowledge test; (b)
Work sample test.
 Job Knowledge Test:Under this test a candidate is tested in the knowledge of a
particular job. For example, if a junior lecturer applies for the job of a senior lecturer in
commerce, he may be tested in job knowledge where he is asked questions about
Accountancy principle, Banking, Law, Business Management etc.
Work Sample Test: Under this test a portion of the actual work is given to the candidates
as a test and the candidate is asked to do it. If a candidate applies for a post of lecturer in
Management he may be asked to deliver a lecture on Management Information System as
work sample test.
 Situational Test:This test evaluates a candidate in a similar real life situation. In this
test the candidates is asked either to cope with the situation or solve critical situations of
the job.
(a)Group Discussion: This test administered through group discussion approach to solve
a problem under which candidates are observed in the areas of initiating, leading,
proposing valuable ideas, conciliating skills, oral communicating skills, coordinating and
concluding skills.
(b)In Basket: Situational test is administered through â€˜in basket™ the candidate, in this
test, is supplied with actual letters, telephone and telegraphic message, reports and
requirements by various officers of the organization, adequate information about the job
and organization. The candidates is asked to take decisions on various items based on the
in basket information regarding requirements in the memoranda.

[Pick the date]
35
 Interest Test:These tests are inventories of the likes and dislikes of candidates in
relation to work, job, occupations, hobbies and recreational activities. The purposes of
this test is to find out whether a candidate is interested or disinterested in the job for
which he is a candidate and to find out in which area of the job range/occupation the
candidate is interested. The assumption of this test is that there is a high correlation
between the interest of a candidate in a job and job success. Interest inventories are less
faked and they may not fluctuate after the age of 30.
 PersonalityTests: These tests prove deeply to discover clues to an individual
value system, his emotional reactions and maturity and characteristic mood. They
are expressed in such traits like self-confidence, tact, emotional control, optimism,
decisiveness, sociability, conformity, objectivity, patience, fear, distrust, initiative,
judgment dominance or submission, impulsiveness, sympathy, integrity, stability
and self-confidence.
(a) Objective Tests: Most personality tests are objective tests as they are suitable
for group testing and can be scored objectively.
(b) Projective Tests: Candidates are asked to project their own interpretation of
certain standard stimulus situations basing on ambiguous pictures, figures etc,
under these tests.
Personality tests have disadvantage in the sense that they can be faked by
sophisticated candidates and most candidates give socially acceptable answers.
Further, personality inventories may not successfully predict job success.
 Selection Interview
The interview process is a three-tier one. A preliminary interview is conducted which follows the
“elimination method”. After that, the second interview takes place with a very few number of
candidates. Then they finally selected person is called for the final interview. The interview time
is kept convenient for the candidate, especially if s/he was working elsewhere at the time of
interview. The shortlisted candidates must fill up an employee information form before the
interview. The selection interview is given below:
 Preliminary Interview: The purpose of preliminary interviews is basically to
eliminate unqualified applications based on information supplied in application forms.
The basic objective is to reject misfits. On the other hands preliminary interviews is often
called a courtesy interview and is a good public relations exercise.
 Behavioral Interview: A job interviewing technique whereby the applicant is
asked to describe past behavior in order to determine whether she is suitable for a

[Pick the date]
36
 Position. For example, an interviewer may ask "Tell me about a time when you dealt with
a disruptive customer". Responses are expected to give an indication of an applicant's
professional conduct.
 Final Interview:A professional candidate should take every step of the interview
process seriously, but it is important to realize the final interview is the “championship
game.” The final interview is the candidate’s last chance to convince the organization that
they are the right person for the job and the last chance to influence the forthcoming
offer. All the work and effort so far have led to this moment, so do not treat the final
interview’s outcome as a foregone conclusion. Making it to this stage is not a guarantee
of receiving the offer. While confidence is justified and appropriate at this point,
candidates should not let their guard down. Final interviews often involve difficult
questions that demand more complete answers and detailed examples of past scenarios.
Final interviews are designed to set expectations and confirm a cultural fit with the
company. Be flexible, results-focused, motivated, even-tempered, and ready to take on a
challenge. Come prepared to talk about accomplishments and forward-looking strategy
for the job.
 Reference Check
Reference checks allow obtaining information and opinions regarding the person’s character,
quality of the work and suitability for the position. It is an opportunity to validate the information
received from the candidate via their resume and the interview.
 Employment Decision
If the candidate has no problem with the stated terms and conditions of the job and the
organization mentioned and discussed in the final interview, he/she is offered an application
blank. The application blank is a standard format of employee-information that includes all the
information the organization needs regarding the personnel. The candidate has to fill this blank
and submit this to the company along with a CV.
 Pre-employment Medical Check-up:

[Pick the date]
37
After submission of the application and the CV, the selected person has to go through full
medical checkup that guarantees her/his physical fitness to perform the job successfully. A
Medical practitioner who uses a physical capability analysis that assesses the candidate against
the physical capabilities documented for each role conducts the medical. A medical is also
appropriate for internal candidates if they are applying for positions that require different
physical capabilities.
4.7. Joining of the Candidate:
After completing all above process the selected candidate requested to bring all their academic &
professional certificates along with their previous job separation confirmation application &
other related documents and follow below criteria.
 Offering the Role:
Once the health check-up is done, the candidate is given an offer letter specifying the salary
package, job responsibilities, utilities that will be provided by the organization. Even at this
stage, the selected candidate has the chance to withdraw her/himself from the job offer. He/she is
always free to discuss whatever difficulty may arise regarding pay-structure/facilities, etc. the
door of HR is kept open for any sort of relevant discussion.
 Verbal offer:
The verbal offer of the role to the candidate is given once the medical and reference checks have
been successfully completed. The discussion should cover the following:
 Tell the candidate that you would like to offer them in the role.
 Congratulate them.
 Tell them the remuneration package that is being offered, including superannuating.
 Ask them if they are happy with it.
 Ask them if they verbally accept the position.
 Tell them that we will be sending them a written letter of offer and introductory package.

[Pick the date]
38
 Written letter of offer:
A written letter of offer must be forwarded to the candidate. Once the candidate has verbally
accepted the position, the appropriate letter of offer is organized. This letter should be sent to the
candidate within two days of making the verbal offer. An introductory package will be sent to
The successful candidate, along with the letter of offer. At least one week before the person
commencing in their new position, an appointment notice will be placed on notice boards and/or
the internet.
 Placement: Placement is the final stage of the selection process. It ensures that the
person concerned has finally got the job. Though proper placement, the objectives of
HRM to ensure “Availability of right man at the right place and at the right time” is
also fulfilled, if at least for the time being.

[Pick the date]
39
4.8. Summary of the Recruitment & Selection
Process of Apparel Promoters Ltd.
& Chi
Need assessment
 Vacancy in
existing post(s)
 Market expansion
 Increase in
production
capacity
 Launching new
product
 Introducing new
system
Checking
the
Recruiting
Options
 Internal
 External
Advertisement in
National
Dailies
(BothBangle andEnglish)
Sorting
Applications
 Weights are
assigned based
on the selection
criteria.
Written Test
 IQ test
 Behavioral
competencies
 Communication
skills
Interview
 Preliminary
interview:
 elimination process
(short listing)
 Second interview:
work
 knowledge
/behavioral
 competency
 Final interview: pre-
selection
 interview
Selection
 Application
blank filling
 Medical
check-up
 Offer letter
Orientation
/induction
 Exposure to all
important
business
/functions and
locations of the
company
 Feedback report
focusing on
learning
experience (s) of
the induction
program
 Placement
Follow up
 HR Department
continuously
interacts with the
new entrants
assisting to cope
up with the work
environment,
work culture,
peer group etc.

Chapter 5:
Internship Experience in Apparel
Promoters Ltd

[Pick the date]
41
5.1. Internship Activity
I have worked two months as an Intern at apparel Promoters Ltd at ruby Gate, Bayzid Bostami
Road.ctg. The internship program has provided me tremendous opportunities and scopes to learn
and get the insights of practical apparel which will help me in developing my future career.
Through the internship program I have learnt regular work as well as corporate work experience
that I never could have learnt in the classroom.
Moreover, besides the regular office work I have learned to deal with the challenges of the
banking industry, got the opportunity to apply knowledge gained from the academic experience,
explored many scopes to observe various roles and jobs in the apparel sector and all these
learning’s helped me to gain "real world" experience in banking world. Since my first day, I had
the chance to handle a multitude of tasks and responsibilities. I worked in general banking sector
throughout my two months internship program.
5.2. Job Description & Responsibilities in APL
As I had opportunity to have three months long at the apparel Promoters Ltd, I have done
different tasks that are conduct by the recruitment and selectiont under Human resource division.
I was assigned to the following jobs regularly. Those were:
 Collecting resumes
 Screening resumes
 Preparing call list for written , viva and practical test
 Preparing attendance for written , viva and practical test
 Preparing candidate profile summary for written , viva and practical test
 Preparing top sheet and exam paper
 Preparing attendance sheet for candidates
 Allocating questions and exam papers
 Checking answer scripts
 Input final result in CPS
 Making final result
 Maintaining rejected resumes

[Pick the date]
42
 Photocopy important papers
 Taking all signatures
 Providing all necessary papers to internee and in-plant trainee
5.3. Observation:
Through my internship period at the apparel Promoters Ltd, I have observed some
issues which are:
 Limited workforce: Recruitment and talent management department of HR division
performs their responsibilities with a limited workforce. Sometimes, it makes so stressful
working environment for existence employees.
 Recruitment and selection process done continuously: In The apparel
promoter Ltd, recruitment and selection is a continuous process. Almost every week, HR
division has done recruitment and selection task and these tasks have done chronologically.
 Lots of paper work: Recruitment and talent management department of the apparel
Promoters Ltd has used lots of paper work. From requisition form to publishing final result,
Paper is used in every aspect. As a result, they waste many papers and do not recycle this
paper most of the times.
 Proper use of internal sources of recruitment: Recruitment and talent
management department maintains good eyes on its internal sources. When there is any
recruitment process, HR division posted recruitment advertisement on every notice of every
branch. They also publish this advertisement on their intranet. So, staff from this organization
can see the advertisement. HR division also maintains contact with other divisions’
employees so that they can recommend other people to apply here. But they do not post any
advertisement in their official website.
 Using HRIS and internal server: Recruitment and talent management
department only uses HRIS software to input final result. Other soft copies of recruitment
and selection process are kept in their internal server.

[Pick the date]
43
 Totally new environment for internee: The Apparel Promoters Ltd has no
training for internee. They put internee directly on process. As a result, there are many
mistakes at starting moment.
Selection process and academic lesson: The selection process of The Apparel
promoters Ltd is ideal but sometimes they cannot be able to maintain whole process because
of time shortage. If applicant’s referred by management, unfairness can be happened in his
selection process
5.4. Lesson learned from internship program:
 Time management: I had always work to arrange, organize, schedule and
budget my time to finish the tasks. It will help to develop my time management skill
with effectively and efficiently.
 Communication: I had to communicate different types of people like applicants,
managers, internees, new joiners for complete my tasks. So, it helps me to develop
communication skills.
 Stress management: When there is any recruitment and selection activity, I
had to do this with stress because there is shortage of workforce compare with job. So
I have learnt how to deal with stress.
 Teamwork: I always worked with a helpful team in The Apparel promoters Ltd.
Here, I understood that teamwork is an essential part to complete task for
organization aspect.















[Pick the date]
44
Chapter 6:
Recommendation & Conclusion

[Pick the date]
45
6.1. Recommendation
1. Starting online application:
2. Maintaining a Database of CVs:
3. Short-listing of CVs:
4. Testing the Validity of the Written Exams:
5. Introducing Job Knowledge Tests:
6. Introducing Assessment Centers:
7. Realistic Job Preview:
8. Background Investigation: 9. Interviews: 10. Interviewer Training:
11. Stop Policy Violation:

[Pick the date]
46
Conclusion:
Apparel promoter’s ltd has grown in medical sector in Bangladesh in the last two decades at a
considerable rate. The sector consistently creates job opportunities for highly qualified people.
Apparel Promoters Ltd is either directly or indirectly contributing largely towards raising the
standard of apparel sector through quality products and services. As Apparel Promoters Ltd plays
a vital role in the medical sector as well as in the national economy.
To be successful, relentless contribution and dedication of the organizations human resource
management is very much needed. To compete in the international as well as in local markets in
adverse situation the
HR managers work has become much more difficult in today’s ever changing business
environment.
Developing plans in a dynamic situation demands critical analysis of the situation and strictly
adhering to the core principal of the organization.
In this report, I have tried my level best to identify Recruitment & Selection procedures used by
Apparel promoters Ltd what and how they recruit & select their employees. In
This report, I imply my acquired knowledge from HR course and try to comply with the
techniques procedure and systems followed by the company.
The companies in this industry should concentrate on quality service to take this industry
towards further success. The Bangladesh government should also be considerable and
cooperative to help the businesses flourish.

[Pick the date]
47
References:
 Apparel Promoters Ltd Employee Book
 www.apparelpromotersltd.com
 www.wikipedia.org.
 www.recruiter.com/recruitment-strategies.html
 Text Books: Fundamental of Human Resource Management by S. P. Robbins, David A.
 DeCenzo, Gary Dessler (2011) . 11thedition. New Delhi: Prentice- Hall of India
 Official records of Apparel Promoters Ltd .
 HR manual Of Apparel Promoters Ltd

Selection Process Of Apparel Promoters Ltd

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Selection Process Of Apparel Promoters Ltd

Similar to Selection Process Of Apparel Promoters Ltd (20)

More from Ariful Saimon

More from Ariful Saimon (20)

Recently uploaded

Recently uploaded (20)

Selection Process Of Apparel Promoters Ltd