Recruitment and Selection Process in Incepta Pharma Ltd, Bd

In: Business and Management

Submitted By hafiz
Words 1692
Pages 7
September 25, 2012

Homayara L. Ahmed
Course Instructor
Manpower Planning and Personnel Policy (J-601)
Bangladesh University of Professionals
Mirpur Cantonment
Dhaka – 1216

Subject: Submission of report on “Recruitment and Selection Process of Incepta Pharmaceuticals”
Dear Sir,

Here is the report on “Recruitment and Selection Process of Incepta Pharmaceuticals Ltd.”
, which you have assigned us as part of the course curriculum Manpower Planning and Personnel Policy (J-601). This is a group assignment, which was assigned after a series of class lectures and presentations.
Thank you for offering us the opportunity to prepare this report. We appreciate the chance to apply our theoretical knowledge which will surely stand us in good stead.

We hope that despite of the limitations, this report will give a fare idea regarding Recruitment and Selection Process of an organization to the interested readers. We will be glad to clarify queries if you have any. Finally, we thank you again for providing us the opportunity to carry out such study.

Sincerely yours,

Md. Hafizur Rahman ……………...
Faruque Ahmed ………………

Recruitment and Selection Process of Incepta Pharmaceuticals Ltd.

Prepared for:
Homayara L. Ahmed
Course Instructor
Manpower Planning and Personnel Policy (J-601)

Prepared by: Md. Hafizur Rahman M1112023 Faruque Ahmed M1112038 MBA-12

Mirpur Cantonment, Dhaka
September 25, 2012
Executive summary Incepta Pharmaceuticals Ltd. is a leading pharmaceutical company in Bangladesh. Now they are exporting their products in 57 countries. Around 4000 individuals from diverse disciplines are working in the company. Only for entry level employees they use external recruitment…...

Similar Documents

Recruitment and Selection Process of Private Sector

...Sourcing Candidates The first step in the recruitment and employment process is sourcing candidates, which means attracting applicants who may have the qualifications to fill certain vacancies with your company. Employment specialists use a variety of methods in sourcing candidates. Participating in job fairs, networking events and observing competitors' staffing changes are a few of the ways recruiters find applicants. More traditional methods, including newspaper advertising, have almost been replaced entirely by online job boards and career sites. Recruiters make use of these as well as social networking sites to locate potential applicants. Texas issues a very comprehensive set of rules concerning employment. The guidelines for employers are listed on the Texas Workforce website. Reviewing Applications Once the potential candidate completes the application process, the recruiter or employment specialist reviews the applicant's qualifications, skills and experience. Employment specialists must be familiar with every position in your company to determine whether an applicant has the requisite skills to move to the next step in the selection process. Employment specialists spend time observing workers in various departments to gain an understanding of the duties, responsibilities and physical demands of each job. Many applicants still submit paper resumes to apply for jobs; however, most companies are utilizing applicant tracking systems , which simplify...

Words: 721 - Pages: 3

Recruitment and Selection Process

...PROJECT REPORT-2013 On “Idebtify the recruitment and selection process in S.B.I. Bareilly.” Post Graduate Diploma in Management OF ALL INDIA COUNCIL OF TECHNICAL EDUCATION SESSION 2012-2014 LOTUS INSTITUTE OF MANAGEMENT BAREILLY SUPERVISION To: SUBMITTED BY: Eng. Ashish Saxena Pratishtha Gaur MBA- 2012-14 Acknowledgement I am the student of LOTUS INSTITUTE OF MANAGEMENT BAREILLY under the M.B.A is highly thankful to our respected ER. ASHISH SIR (Project Guided) and to the respected CHAIRMAN SIR DR. ABHISHEK AGRAWAL. Because due to these respected persons I am able to choose this Research Project. And now I am presenting the project report. Actually I have no words to pleasure on the completion of this project. It was not an easy matter for me to complete this project. In addition to this, I would like to thank all my respondents, who has spent their valuable time with me and help me in getting the requested information for this project. I would also offer my gratitude to my parents and friends for their help. Last but not the least I am indebted to “Almighty” without whose blessings and grace this project would not have reached where it is now. Declaration We are the students of “Lotus Institute of Management”, Bareilly , declare that this project report title “IDENTIFY THE RECRUITMENT AND SELECTION PROCESS IN S.B.I. BAREILLY CITY”......

Words: 1121 - Pages: 5

"Recruitment and Selection Process" in Unilever Bangladesh Limited

...Term paper On "RECRUITMENT AND SELECTION PROCESS" IN UNILEVER BANGLADESH LIMITED ` [ MGT-341 Human Resource management "RECRUITMENT AND SELECTION PROCESS" IN UNILEVER BANGLADESH LIMITED Prepared for Mahnaz Akhter Lecturer School of business Prepared By Group 1 Sec: B Semester: Fall-2013 23th December 2013 To Mahnaz Akhter Lecturer School of business University of Information Technology and Science (UITS) Subject: Submitted the Term paper of MGT-341 Dear Madam It is indeed a great pleasure for us to be able to hand over the result of our hardship of the group Term paper on RECRUITMENT AND SELECTION PROCESS IN UNILEVER BANGLADESH LIMITED. This report is the result of the knowledge. This has been acquired from the respective course. We tried our level best for preparing this report. The information of this report is mainly based on our knowledge and Internet information. We fervently hope that you will find this plan worth reading. Please feel free for any query or clarification that you would like us explain. Hope you will appreciate our hard work and excuse the minor errors. Thanking you for your cooperation. Sincerely Group 1 Name&ID Signetures Rahat a jan 12310577 Jinia Afrin 12410291 Abdia......

Words: 4455 - Pages: 18

Recruitment & Selection Process of Gp

... and some friends who keep on this long process with me, always  offer support.    And  finally  I  also  express  my  sincere  gratitude  to  all  those  who  participated  to  prepare  the  report. Most of them were busy subscriber of GrameenPhone.               Table of Contents Executive Summary Chapter 1 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.7.1 1.7.2 1.8 1.9 Chapter 2 2.1 2.2 2.3 2.4 Chapter 3 3.1 3.2 3.3 3.4 Chapter 4 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 The Organization Introducing the Company History Shareholders of Grameenphone Company Vision Mission Statement & Values Corporate Social Responsibilities Product, Services Core product Value Added Services Organ gram of GrameenPhone Divisions at GrameenPhone SWOT Analysis Strengths Weaknesses Opportunities Threats Description Of the Job Job Description Specific Responsibilities of the job Observations and Recommendations Some scope of implementation Project Part Introduction Objectives of the Study Significance of the Study Sources of the study Reason of choosing customer satisfaction of GP Methodology of the study Limitations of the Study Customer Satisfaction Survey Findings Analysis of the Results: Page no. I-III 1 - 35 2 3 6 7 8 13 16 16 19 21 22 36 - 39 36 37 38 39 40-45 41 43 44 45 46-63 47 48 48 48 49 49 50 50 54 57 Strategies to improve customer satisfaction References Appendix                                               63 64 65-76   Executive Summary  GrameenPhone  Ltd  (GP)  is  a  fast ......

Words: 17603 - Pages: 71

Recruitment and Selection Process of Robi Axiata Bd

...Internship Report “Recruitment and Selection Process “ Of Robi Axiata Ltd. Submitted to, Afsana Akhtar Assistant Professor BRAC Business School BRAC University Submitted by, Upama Khayer , I.D.-07304103 BRAC Business School BRAC University. Submitted on, 05 December, 2010 Letter of Transmittal December 05, 2010 Ms. Afsana Akhtar Assistant Professor BRAC Business School BRAC University Subject: Letter of Transmittal Dear Madam, With great pleasure I submit my Recruitment and Selection process report on “Robi Axiata Ltd.” that you have assigned to me as an important requirement of BUS-400 course. 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 Recruitment and 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 “Robi Axiata 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, ________________ Upama Khayer (ID #07304103) Acknowledgement First of all, I would like to thank my Advisor Ms. Afsana Akhtar for her untiring guidance, help, effort, and suggestion. Really I am thankful to her. Without her direct guide this report couldn’t be possible. A very dynamic......

Words: 13986 - Pages: 56

Manage Recruitment, Selection & Induction Process

...Recruitment – When starting the recruitment process the business should look at the current business needs and look at its business goals to achieve business growth. The initial recruitment process should involve an analysis of what level of staff support you will need, the hours required (eg. part time, casual, contractor, full time, trainees etc), tasks to be performed in this role, is it within the budget, being clear and organised of what you want out of this recruitment process, developing a position description including a bit background about your business and the correct avenues of advertising the position. Selection – The selection process is done by matching the best applicant to the profiled job description, this will place people into jobs so that organisations can meet their strategic and operational goals. To do so the selection process should be fair, consistent, well understood, and legally and professionally executed in conjunction to the organisation practices. At least one member of the panel should have knowledge of the role to assist in identifying and choosing the correct applicant for the initial shortlisting and the interview process. Good selection practices should always involve shortlisting, interview, reference and background check, job offer and an employment contract. Induction Procedure – The induction process should enable the new employee to settle down quickly in a new position and become familiar with the people, culture and......

Words: 287 - Pages: 2

Recruitment & Selection Practices in Safat Motors Ltd

...demand for communication services but is currently facing an increasing shortage of skills supply. Moreover, due to shortages of skilled workers, high turnover rates, and rapid business growth in the service sectors, it has been noted that recruiting, selecting, and placing applicants are among the top three priorities of human resource professionals (Bureau of National Affairs, 2000; Straus, Miles, and Levesque, 2001 cf. Bauer et al., 2004). Since the motor vehicle industry in Bangladesh is faced with these three challenges, recruitment and selection comprises an important human resource practice in this industry. Further, in this industry, human resources comprise both the raw material and the “technology” (Communication) and are therefore of prime importance. |1.1 Origin of the report: | This report titled “Recruitment and Selection Procedure of Safat Motors Limited” is a curriculum requirement for Master of Business Administration (MBA) Degree of Southeast University, Bangladesh under the supervision of Ms. Afreen Ahmad Hasnain, (Department of Business Studies) organized at Safat Motors Limited, Head Office, Dhaka. So this report is the outcome of my 6 months practical knowledge at Safat Motors Limited. |1.2 Background of the study: | Motor Vehicle......

Words: 16430 - Pages: 66

Recruitment and Selection Process

...Recruitment and Selection Process Paper Charles McIntyre CJA/214 August 16,2014 Marco Faggione The Recruitment and Selection Process of the SWAT Team Introduction The purpose of this paper is to help you to understand the recruitment and selection process of the SWAT Team in which Special weapons and tactics ( SWAT) teams are comprised of volunteers from within the police force who have advanced rescue, firearms, and medical response skills. This paper will also, include the salary of the SWAT team as well as the requirements and training. If you are interested in becoming a SWAT team member, you must meet experience requirements and undergo specialized training. Training Requirements To become a SWAT team member, you must be a police officer and possess full knowledge of police policies and procedures. You must also be in excellent physical shape and demonstrate advanced firearms proficiency. SWAT teams generally respond to high risk situations and members may work in a specialized position such as sniper, crisis negotiator, grenadier, or tactical emergency medical responder. The first step to becoming a SWAT team member is to join the police force and complete police academy training. Training usually lasts between 12-14 weeks. You can expect to complete courses in state and federal law, local ordinances, civil rights, accident investigation, traffic control, firearms, emergency response, self-defense, and patrol. Additional Experience Police departments......

Words: 719 - Pages: 3

Randstad: Recruitment and the Selection Process

...Randstad: Recruitment and the Selection Process Randstad: Recruitment and the Selection Process Randstad Holding is a global provider of HR services and the second-largest staffing organization in the world. Randstad was founded in Amsterdam over 50 years ago in 1960 by Frits Goldschmeding. The company represents more than 90 percent of the global HR services market. In July of 2008, Randstad acquired the human resources company Vedior. The acquisition of Vedior has made Randstad the second largest human resource services provider in the world. The company mission is “to be a world leader in matching demand for and supply of labor and human resource services.” [ (Randstad US, 2012) ] The Randstad Group holds top positions in multiple key markets such as Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland, Portugal, Spain, Switzerland and the United Kingdom. They also hold major positions in Australia and the United States.  Randstad Holding has 28,700 corporate employees working from 4,711 different branches, and is employing over 576,000 people every day. Randstad Holding nv is headquartered in Diemen, the Netherlands, The Randstad Holding organization is a $22.5 billion, global Fortune 500 Company, with operations in 40 different countries providing professional employment solutions and services. Some of the solutions provided include: temporary staff, temporary to hire, direct hire and......

Words: 2652 - Pages: 11

Reqruitement and Selection Process in Uniliver Bangladesh Ltd

...Recruitment and Selection Process in Unilever Bangladesh LTD Executive Summary Unilever Limited is one of the largest multinational business firm in the world. Over the last four decades, Unilever Bangladesh has been constantly bringing new and world-class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of the country’s households use one or more of our products. It provides sixteen verities brands and try to mitigate all types of human demand by introducing with new innovative products. Unilever Operations in Bangladesh Provide employment to over 10,000 people directly and through its dedicated suppliers, distributors and service providers. 99.5% of UBL employees are locals and they have equal number of Bangladeshis working abroad in other Unilever companies as expatriates. Unilever wants to attract the best graduates to join in their leadership actions. This report enlightens what type of recruitment opportunities offered by Unilever Bangladesh Limited for university students and how the students can access that opportunity. Unilever look for passionate people who want to do real business and have the potential to be highly motivated by brands, and are enthusiastic, creative and rigorous. They want people who are hungry for success and can work confidently in teams. Unilever create an environment where people with energy, creativity and Commitment work together to fulfill ambitious goals. In addition, they all work to the highest......

Words: 3793 - Pages: 16

Recruitment and Selection Process

...American Journal of Business and Management Vol. 1, No. 2, 2012, 70-75 The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited Laila Zaman* East West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of......

Words: 4466 - Pages: 18

Recruitment and Selection Process

...Nottingham Business School <Module code> Assignment Module leader: <leader’s name> Recruitment and selection issues in POG Azerbaijan Student ID: N0611211 Nottingham Word Count: 145 January 2015 Recruitment and selection is a key business function for attracting and selecting the best individuals to an organization. Its importance has significantly raised during the last decades of globalization. Nowadays, companies are conducting business on an international level, taking advantages of the loosened regulations, modern technologies and infrastructure. Multinational companies play important role in this global business atmosphere as they use a worldwide approach to markets and production. One such company is Premium Oil and Gas, a Dutch holding company, employing over 80,000 staff in 80 countries, best known to the public through its 25,000 service stations. One of its business units, POG Azerbaijan has been involved in oil and gas exploration of Caspian Sea for ten years, but has only recently begun actual production. The company has experienced difficulties implementing its corporate culture in the host country environment, resulting in various issues for its Human Resource policy – recruitment and selection, corporate culture, learning and development. The challenge discussed within the boundaries of this essay are recruitment and selection of staff for the needs of Premium Oil and Gas Azerbaijan. The main reason is that in order......

Words: 1473 - Pages: 6

Recruitment and Selection Process of Airtel Bangladesh Limited: an Evaluation

...Recruitment and Selection process of Airtel Bangladesh Limited: An Evaluation CHAPTER ONE INTRODUCTION 1.1. BACKGROUND OF THE STUDY This report is prepared to fulfill the partial requirement of the Internship program of the Evening MBA program of the Department of Management Studies, University of Dhaka. Similar to any other university or business school after completion of the MBA program (academic courses) every student must have to complete the internship program as a required course for the degree of MBA. The main purpose of the program is to know the real life situation. The topic of my report is “Recruitment and Selection Process on Airtel Bangladesh Limited: An Evaluation”. In the age of globalization and the modernization mobile phone has become a more important item to stay connected to their nearest and dearest ones. Not more than ten years before, people could not imagine about mobile phone which was considered to be luxury phone. But now people cannot think without the mobile phone and considered to be a necessary item. There are in total six telecommunication operators operating throughout Bangladesh. The six telecommunication operators are- Grameenphone Ltd, Airtel Bangladesh Ltd, Robi Axiata Ltd, Banglalink, Teletalk and City Cell. In Bangladesh, Airtel Bangladesh Limited is one of the fastest growing mobile service providers and is a concern of Bharti Airtel Limited, a leading global telecommunications service provider. The company offers a......

Words: 10961 - Pages: 44

Report for a Recruitment Selection Process

...| REPORT FOR A RECRUITMENT SELECTION PROCESS | | | | | You have been asked by Johnsons Care Company to recruit a new Administrative Assistant for them. Write a report for a recruitment selection process that could be used to select this person | The purpose of this report is to understand the effective recruitment selection process from Johnson Company in recruiting the suitable candidate of Administrative Assistance in their organizations. Recruitment selection process is a procedure of engaging individual suitable qualifications with abilities to apply for a position in an organizations. We will look into the KSAOs model as an assessment of recruitment selection process for the position of Administrative Assistance in Johnson Company. KSAOs are the model that consist in Knowledge, Skills, Abilities, and Other characteristics that a basic applicant must possess in order to perform and excel successfully in the position. Moreover, KSAOs typically divided into two major categories which consist of technical and behavioral. From technical perspective, KSAOs measure attributes knowledge and “hard” technical skills, like the basic administrative and management in the warehouse for an administrative assistance position in this instance. Behavioral KSAOs measure “soft” skills which consist of the attitudes and approaches that applicants applied in the work strategy, such as the ability to collaborate and communicate on wide level of range with the......

Words: 2045 - Pages: 9

Recruitment & Selection Process of Mutual Trust Bank Limited survive in the competitive environment. In this report I will explore how effectively MTBL is providing the Recruitment & Selection Process. In this report, I will identify Employer’s expectations about Mutual Trust Banks’ services and the services they actually receive from the bank. I will also find out whether there is any service gap and will recommend for minimizing the gap to enhance its service quality. I believe this report will be helpful for me to gain practical knowledge “Recruitment & Selection Process”operations as it has a great contribution in the growth of our economy. 1.2 Rational of the Study I am proposing this topic because; the information on employee Recruitment & Selection process of MTBL is accessible for me from the Branch and corporate offices. And as a HR internship student I need to work on such a topic which is directly related with my subject of study, so I have chosen Recruitment & Selection Process, to meet the internship requirement and to enrich my HR knowledge. As I want to be HR professional in future so, I think the learning from this topic will  provide me some real life ideas and knowledge on designing a Recruitment & selection program in future for the employees working in banking sectors. The proposed report will also help the faculty of business administration to have an overall Recruitment Process report of an organization and the report can be shown to the HR students so that they can gather idea from the...

Words: 10016 - Pages: 41