1.

1 Introduction of the Study

Now a days, attracting, selecting and retaining a highly skilled and a competent
workforce is a great challenge for HR department in a tight and competitive labor market
characterized by a skills shortage and limited suitability of manpower. So, necessity of
adoption of best practices in recruitment and selection in the garment industry in
Bangladesh is important. This study examines the recruitment and selection practices of
Kenpark Bangladesh (Pvt) Limited, which is the icon of garment industry in CEPZ.

A highly successful organization is built on the strengths of “exceptional people”. No

matter how much technology and mechanization is developed, no organization could
survive and prosper without them. Kenpark Bangladesh (Pvt) Limited has a those
“exceptional people”, the people who have taken Kenpark Bangladesh (Pvt) Limited at a
tip position of success.

Due to shortages of skilled workers, high turnover rates, and rapid business growth in
the garment sectors; recruiting, selecting, and placing applicants are among the top three
challenges of HR department. Since the garment industry in CEPZ is facing these three
challenges, recruitment and selection comprises an important human resource practice in
this industry. But, this is not that much easy to recruit skilled and a competent people.
HR department of Kenpark Bangladesh (Pvt) Limited has been doing this successfully.
This study focuses on those polices that Kenpark Bangladesh (Pvt) Limited made for
recruitment and selection, methods and processes that Kenpark Bangladesh (Pvt)
Limited follow to recruit and select right people at the right place at right time.

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1.2 Objectives of the Study
The main objective of the study is—

 To know about the recruitment & selection policy of Kenpark Bangladesh (Pvt)
Ltd.

The specific objectives of the study are as follows-

 To know about the recruitment and selection process for management.
 To know about the recruitment and selection process for workers.
 To find out main problems of recruitment and selection process and to
recommend some measure towards resolving these problems.

1.3 Methodology of the Study

In this study, data are collected from two sources which are primary and secondary.
Making a good report these two types of sources are needed. The brilliant combination
of these sources ensures a successful report. The sources of my data are as follows,

 Primary data:

 Using questionnaire primary data are collected.

 Secondary data:

 Organization’s profile.
 Text books, Newspapers, BGMEA, and BEPZA web site, Company
websites etc.
 Documents and records of the organization.
 Other related materials available in the office

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1.4 Scope of the study
Scope is a crucial part of Internship though my scope was not so vast; I managed myself
to overcome those obstacles through integrated behavior. I am personally believed that
scope is not made but scope should to be made. The study only highlights about the
recruitment and selection process of Kenpark Bangladesh (Pvt) Ltd. This study has
completed based on observations & day-to-day activities of Kenpark Bangladesh (Pvt)
Ltd. I enjoyed many facilities that may not be enjoyed by other such as officials are so
friendly and helpful to each other and gives me every possible support as my
requirement. Anytime I can talk with executive, manager, senior manager and
department head. Finally, I always feel free to do anything and they give full freedom to
know anything. So my scope more than enough for preparing my internship report.

1.5 Limitations of the study

Kenpark Bangladesh (Pvt) Limited is an export-oriented company. Their business is

related with export activities. Therefore, Kenpark Bangladesh (Pvt) Limited employees
are too much busy with their official activities. That is why all the time they could not
help properly to me. However, they tried their best to help me to learn about something
their activities.

The report is not free from its limitation. The main limitations of the report are given
below-

 Period of this study was very limited.

 The website of this company does not provide a good deal of information.
 The company does not publish any brochures or annual reports from which
information could be collected.
 Lack of communication facilities.

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 Kenpark Bangladesh (Pvt) Limited

Kenpark Bangladesh (Pvt) Limited is world class casual wear manufacturing company

known for its state of the art production facility, extensive and unique research and

development Centre and high skilled human resources which has transformed a small

garment factory established in 2000 into a supreme institution of premium jeans design

and manufacturing house. At present Kenpark Bangladesh (Pvt) Limited is one of the

leading premium jeans manufacturers employing 22000 people, producing over 30

million jeans every year, and exporting its products to over 25 countries worldwide.

Kenpark Bangladesh (Pvt) Limited Is one of the foremost manufactures of the garments

industry in this country. Kenpark Bangladesh (Pvt) Ltd. Is a 100% export oriented

garments manufacturer. To maintain world-class quality Kenpark Bangladesh (Pvt)

concentrates on the following factors:

 Quality of the input.

 Quality of sewing.

 Quality of sewing thread.

 Quality of washing.

 Quality of packing.

 Quality of Finishing.

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2.2 Mission of Kenpark Bangladesh (Pvt) Limited

 Operating facilities that are environment friendly and safe for employees and
communities as a whole.
 We up holds the integrity of all individuals, working in the industry by
providing all legal facilities including occupational health care and work
place safely.
 Continuous improvement of efficiency by introducing latest technology and
technical expert.
 Presenting the best value through effective cost management.
 Research of market trend and ultimate consumer’s fashion demand.
 Satisfy the buyers by providing quality service on mutual trust and respect.
 Continuous product development according to latest fashion trend and
innovation.

Kenpark Bangladesh (Pvt) Limited have been able to achieve the trust of many reputed
buyers Such as: M&S, Target Australia, Columbia,Addidas,Timberland,Lee,Varner
River Island etc. Kenpark Bangladesh (Pvt) Limited never compromise with the quality
and standards and we are committed to further improvement to continue the growth
trend providing advanced technology.

2.3 Vision
The vision of the company, which is also its motto- “RESPECT FOR INDIVIDUAL”,
has been set up at the very entrance of the building. Boards bearing these words are
placed on the walls of each floor. The officials informed us that all the employees right
from the top-level to the junior most position is treated with respect and dignity for
his/her work.

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2.4 Objectives of the company

 Ensure 100% security.

 Ensure 100% on-time delivery.
 Ensure 100% quality right from the commencement to the finish of
production.
 Ensure 100% efficiency of resources.
 Ensure 100% transparency in all activities.
 Ensure 100% honesty, discipline and punctuality.
 Best use of potentiality of garments industries of Bangladesh.
 Use of most modern technology in Business Field to the best possible
extends, which matches with the socio-economic condition of Bangladesh.
 Give opening to the new jobs.
 Developing a set of human resources with the most modern business
philosophy, practice and technology.
 Maintaining at least 80% efficiency.

2.5 Policies and Procedures

 Maintain cordial relations with all stakeholders, namely- customers or buyers,

suppliers and employees
 Fight against dishonesty, fraud and corruption as and when it occurs.
 Recognize the contribution of each individual and assist others to make
meaningful contribution.
 Equal rights for all and no discrimination in any field,
 Always ensure maximum utilization of resources,
 Ensure health and safety of workers and encourage an environment
conducive for work.

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2.6 Special equipment’s of Kenpark Bangladesh (Pvt) Ltd.

Sewing

All the sewing machines are UBT programmable machine, beside that we have
following special machines:

 VI. BE. Mac automatic feed of the arm.

 Automatic pocket welt machine from German Durkop Adler.
 Programmable pattern sewer.
 Programmable pattern taker.
 VI. BE. Mac automatic pocket hem.
 VI. BE. Mac automatic loop attach.
 VI. BE. Mac automatic J stitch.
 Automatic Button holder.
 VI. BE. Mac automatic waist band attach.
 VI. BE. Mac automatic pocket setter.
 VI. BE. Mac automatic pocket eraser etc.

Dry process

 Horizontal handscrapong machine.

 Vertical handscrapong machine.
 Automatic laser blasting.
 Sand blasting.
 Tacking machine.
 PP spray booth.
 Curing oven.
 Wrinkle machine.
 Blowout machine.
 Grinding machine.

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  Color spray booth.
Wet process
 computerized front load washing machine.
 Automated side load washing machine with direct heating system.\
 new generation computerized front load dying machine with built in color
kitchen
 Trevineta computerized stream dryers.
 Trevineta computerized gas dryers.
 Extractor.

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2.7 Major buyers of Kenpark Bangladesh (Pvt) Limited
The major buyers of Kenpark Bangladesh (Pvt) Limited are listed in the given below:

These famous brands are all customers of Kenpark Bangladesh (Pvt) Limited because of
the following reasons:

1. High product quality assurance.

2. Excellent correspondence during production.
3. Timely finishing and delivery.
4. Cost-effective labor.

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2.8 Products of Kenpark Bangladesh (Pvt) Limited
Kenpark Bangladesh (Pvt) Limited is a 100% export-oriented manufacturer of branded
fashion jeans and casual wear. It has various products for various genders and age
groups. Some of the products for men and women are shown below:

 Long pant  Short pant

 Three quarter length trousers  Long skirt

 Short skirt  Jackets

 Denim dress  Joggers

 Kids pant

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2.9 Corporate Social Responsibility (CSR)

Kenpark Bangladesh (Pvt) Ltd fully recognize that respect for life, the environment
humanized management is the integral part of the Human Resource management system
of this company. This company tried to help the society to grow up through economic
progress. It observes that if the people are well in income, the country will able to raise
the head. Kenpark Bangladesh (Pvt) Ltd. helps our government by import foreign
remittance.

 Bringing to the public job opportunities in the factory.

 Educational program for uneducated child labor through BGMEA.
 Keeping restriction in recruitment policy of HRD as regards child labor
employment.
 Donation to Prime Minister’s Relief Fund and donation to the
associations engaged for helping distress people, as well sending team
form the company.
 Employment of the foreign expert to train up the workforce.
 Working Environment for women.
 Donation and rehabilitation program for the distressed people affected by
natural catastrophe like flood, storm, tornado etc.
 Creating business opportunity for the linkage of support industry.
 Training of the local people working in the factory through foreign
experts.

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2.10 Code of conduct of Kenpark Bangladesh (Pvt) Ltd.

 Kenpark Bangladesh (Pvt) Ltd. abides by the principles that decisions on hiring,
salary, benefits, advancement, termination or retirement are based solely on the
availability of and individual to do the jobs.

 Forced labor: Kenpark Bangladesh (Pvt) Ltd. does not use force labor in any
from Prison, indentured, bonded or otherwise.
 Child labor: Kenpark Bangladesh (Pvt) Ltd. does not employ any person below
the age 18.

 Compensation: Kenpark Bangladesh (Pvt) Ltd. Provides each employee at least

minimum wage or higher and provided each employee a clear, written
accounting for every pay period.

 Benefits: Kenpark Bangladesh (Pvt) Ltd. provides each employee all legally
mandated benefits. These include meal subsidies, transportation or transportation
subsidies. Others cash allowances, health care, pregnancy or sick leave, vacation,
religious holiday, leave and contributions for provident fund.

 Hours or Work/overtime: Kenpark Bangladesh (Pvt) Ltd. complies with legally

mandated work hours uses overtime only when each employee fully
compensated according to local law and on a regularly scheduled basis provides
one day off in seven and requires no more than 60 hours of work per week.

 Management of Environment, Safety and Health: Kenpark Bangladesh (Pvt)

Ltd. has written health safety guidelines, has a factory safety committee provides
personal protective equipment free of charge and mandates its use and complies
with all applicable local environmental, safety & health regulations.

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  Every employee shall be treated with respect and dignity. No employee shall be
subject to any physical, sexual, psychosocial or verbal harassments or abuse.
Written disciplinary procedures shall be applied fairly among all workers.

2.11 Facilitates

Provident fund: Every permanent employee should be a member of the fund. Eight
percent of the salary is cut and saved in this fund every month and the company to that
fund contributes the same amount. There is a trustee board to operate this fund and the
amount saved in this fund is repayable to the employee.

Festival bonus: KENPARK BANGLADESH (PVT) LTD. provide two Eid bonuses
amounting tk. same as the salary to employees and workers every year.

Medical services: Free medical services are offered to each employee

Leave encashment: If any employee does not enjoy the earned leaves allocated for him,
he is allowed to en-cash the leave day into the cash, which is payable yearly basis.

Company leaves rules:

 Festival Leave
 Casual Leave
 Medical/Sick Leave
 Earned Leave
 Maternity Leave

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2.13 General information

General information on factory time-table, leaves,

holidays, wages and others
Daily general working hour 8 hours
Weekly general working hour 48 hours
leisure Along with lanch time
Daily over time 2 hours (if needed)
Weekly holiday 1 day (Friday)
Festival holiday in a year 12 days with full wages
Casual leave in a year 10 days with full wages
Sick leave in a year 14 days with half of the wages

Earned leave in a year 17 days with full wages

Maternity leave 112 days with basic wages
LWP 10 days with full amount of
allowance

Minimum wages 2100/- monthly

Maximum wages 10000/- monthly
Average wages 3550/- monthly
Mode of payment of regular workers Monthly (following Christian era)

Wages of daily laborer Tk. 100/- per day excluding Over

time.
Mode of payment of daily laborer On daily basis.

General pay-day Within 7th of the following month.

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Term Paper (BIM) 15
2.15 Kenpark Bangladesh (Pvt) Limited – At a glance

Name Kenpark Bangladesh (Pvt) Limited

Logo

Web Adress

Date of Establishment 2003

Date of Commercial
Production
Category of the ‘A’ type (100% Foreign ownership)
Company

Vision of the Company Respect for Individual

Product of the Branded fashion jeans and casual wear

Company

Floor Area 6,80,000 [Link]

Number of Machines 4500

Export Destinations Europe ,USA

Total Manpower  Male- 4313(49.12%)

 Female- 4867(50.87%)

Production Capacity 40,000 PCs Per day.

Total Production 12.48 Million Per annum

Tax Exemption Period 12 Years. (2004 to 2016)

Bank Name  Standard Chartered Bank

 Dutch Bangla Bank

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Competitors Cambodia, China, Vietnam, India and all other local
Competitors.

Buyers Lee, Carrefour, Verner,Timberland,Target

Australia,Rier Island, American Eagle Etc.

Various Process  Cutting

Involved In  Sewing
Production  Wet Processing or Washing
 Finishing
Working Hours 7.30 am to 4.15 pm. (Normal)
 Human Resource Department
 Commercial Department
 Accounts & Finance Department
 Industrial Engineering, Work-study &
planning.
 Production Department
 Production Accounting Department
Department of the  Information Technology (IT) Dept.
Company  CAD & Sampling Department
 Merchandising Department
 Engineering Department
 Supply Chain Management Dept.
 Compliance Department
 Quality Assurance Dept. (Q.A.D)
Workers’ Insurance BEPZA Insurance Scheme
Scheme
Workers’ Representative Welfare Council (WRWC)
Workers’ Council No Labor Union

Fabric Warehouse 10,000 sq. ft within the premises, there are 4 other
Area warehouses in the EPZ area.

3.1 Human Resource Planning

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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 resources of the company are 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.
Kenpark Bangladesh (Pvt) Ltd. is an equal opportunity employer, as it makes good
business sense to recruit, select and appoint based on the skills, qualification, experience
and competencies of candidates rather personal factor. Equal opportunity ensures that
the best person is recruited and selected for the job regardless of the presence of some
“discriminating factors”. Kenpark Bangladesh (Pvt) [Link]’t consider the following
factors to gauge the qualifications of a candidate.

 Political belief
 Religious belief
 Race
 Sex / Gender
 Color
 Marital Status
 Impairment

Every organization has employment planning. Kenpark Bangladesh (Pvt) Ltd .has also
its own employment planning. The organization usually forecast its personal needs based
on their mission, strategies goals and objectives, technological and other changes
resulting in increased productivity. Although there are several methods to predict
personal needs but they use managerial judgment. Because it gives the more real world
scenario for personal needs. They think that the other methods cannot give the accurate
situation of the personal needs. But managerial judgment method depends upon the
change in productivity, market condition etc.

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3.2 Recruitment Policy of Kenpark Bangladesh (Pvt) Limited

The purpose of recruitment policy is to establish processes, procedures as well as a

system to ensure that Kenpark Bangladesh (Pvt) Limited has the most effective
recruitment practice to support its aim in being the leading garments manufacturer in
CEPZ; by attracting & employing the highest caliber candidates at the right time; and
maintain the company's image as the most accredited employer in garment industry.
Standing policy on recruitment are:

 Recruitment must be conducted through the HR & Admin Department.

 No individual will conduct any sourcing, recruitment or hiring activity without
the involvement of the HR Department.
 Recruitment of candidates for the company will be done in compliance with all
legal social, cultural & company polices & standards.
 In order to ensure more transparency in the recruitment process, standing policy
to be followed with immediate effect.
 Medical fitness is pre-requisite for all positions.
 The organization never discriminates for the basis race, community, religion or
sex.
 Child labor is strictly prohibited.

3.3 Recruitment Policy for Workers

Recruitment policies for workers are given below:

 Men power requisition within the budget to be the HR department with the
approval from higher authority.
 On receipt of the approval the HR department will immediately start the
recruitment process.

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  Initial interview shall be taken by the HR department and the candidate shall be
sent to manager I/E for arrangement of practical test with prescribed form. The
I/E department will send the candidate to the respective department/section for
practical test under the joint supervision from the concerned departmental head
and work study team. In the practical test if the candidate found satisfactory the
candidate shall be referred to the recruitment committee for final selection in
the same day. The disqualified candidates should be released before lunch hour
and the suitable candidates should be provided with lunch packet if the test
continues even after lunch.
 In case the test for suitable candidates finished before lunch the manager HRD
will arrange emergency meeting of the recruitment committee at 12-30 to 1.00
p.m for taking final interview otherwise the meeting of the recruitment
committee will be held every day at 4.00 p.m to conduct the interview if any.
 The decision of the recruitment committee to be treated as final and no request
from any corner shall be entertained.
 Recruitment committee members are as follows:

Designation Role
GM Chairman
DGM(A&F) Co-Chairman
Manager HRD Member Secretary
Manager IE Member
Respective Department Head Member

The recruitment committee will examine the physical fitness. Last working experience,
Reason of leaving the job. Papers and documents, References, Process of testing etc. and
they can ask for any further documents/test.
After final recruitment the candidates should be given proper orientation, briefing about
the organization, rules and regulations, compliances matters, emergency exit etc. before
joining. Members of the orientation committee are as follows:

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  Representative from HR department.
 Representative from engineering department.
 Representative from concerned department.
 Compliance officer.

3.4 Recruitment & Selection Process for Workers

Kenpark Bangladesh (Pvt) Limited is one of the largest garments manufacturers in
CEPZ. It has to produce large number of garment daily. To maintain continuous
production efficient and skilled workers is must. Due to some problems workers leave
their job and this could hamper production. So, Kenpark Bangladesh (Pvt) Limited
recruits worker most of the time.

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The recruitment process of workers is different. In Kenpark Bangladesh (Pvt) Limited
four types of workers are needed.

3.5 Process for worker:

There is some recruitment and selection processes for workers. Those are given below:

3.5.1 Budget:
Daily recruitment for workers conducted on the basis of budget for specific department.
In “Daily Attendance Report” (Appendix 2) of every department there is a summary of
budge for each department. It is called “Budget Position” .This shows total budge for
specific department, existing manpower, surplus and shortage of manpower. According
to this data, HR department recruit workers for those section where workers needed.

Sewing Finishing

Operator Helper Operator Helper

Budget 2105 930 124 492

Existing 1993 1138 135 414

Ex +,Less - -112 208 11 -78

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 Fig: Example of Daily Budget of Sewing and Finishing on 15.03.2012

3.5.2 Advertisement:
Manpower requisition within the budget to be given to the HR department with the
approval from the higher authority. After approval, HR department start the recruitment
process immediately. HR department advertise for the post in a banner mentioning the
required post. They usually hang this banner outside of their garments. Interested
candidate collect token and application form from the supervisor.

3.5.3 Interview:
Interested candidate must submit the following documents with the Application Form
(appendix 4)
 Passport size photograph
 Stamp size photograph
 Birth certificate
 Educational certificate
 National ID card
 Blood group certificate

HR officer checks all the necessary documents, certificates, physical fitness, last
working experiences, reason of leaving, signature etc. In workers recruitment process
AGE is very important factor. According to BEPZA rule workers aging below 18 must
be rejected. If there is any doubt about candidate’s age, recruitment officer send
candidate to the doctor for checking age. If result is positive, HR officer proceeds to next
step and if result is negative HR officer reject candidate immediately.

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3.5.4 Practical Test:
After taking initial interview, HR department send the candidate to manager of IE for
arrangement of practical test with the Recruitment Information Form (Appendix 3) and
Application Form. The IE department sends the candidate to the respective
department/section for the practical test under the joint supervision from the concerned
department head and work study team. In the practical test if the candidate found
satisfactory result, the candidate shall referred to the recruitment committee for final
selection in the same day. The disqualified should be released before the lunch hour and
the suitable candidate may be provided with the lunch packet if the test continues after
the lunch.

3.5.5 Appointment, Orientation and Placement:

After having result from IE department with practical result, HR department provides
joining letter and ID card and Workers Service Rule & Code of Conduct book

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(appendix 5). The next day, HR department arrange orientation program and describes
workers service rules and code of conduct of company. After orientation, workers placed
to their respective section or department.

3.6 Recruitment Policy for Management

Recruitment policies for workers are given below:

 Recruitment of candidates for the company will be done in compliance with

all legal social, cultural & company polices & standards.

 Any person employed by the company should possess academic

qualifications & practical experience needed for the job as specified by the
company job descriptions and must pass successfully any tests or interviews
determined by the company.
 On order to recruitment of the senior management members in any
department the concern department must obtain prior approval in writing
from the Managing Director/ Director and submit to the undersigned for
further recruitment process.

Members of the recruitment committee are as follows:

Designation Role

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 Managing Director Chairman
Director Co-chairman
GM Member Secretary
DGM Member
Manager HRD Member
In case of Production Department Manager IE, as member

No appointment letter will be issued for the Sr. management member without the
approval from the recruitment committee.

Human Resource Planning is the ongoing process of systematic planning to achieve

optimum use of an organization's most valuable asset - its human resources. The
objective of human resource (HR) planning is to ensure the best fit between employees

and jobs, while avoiding manpower shortages or surpluses. The three key elements of
the HR planning process are forecasting labor demand, analyzing present labor supply,
and balancing projected labor demand and supply.  

3.7 Recruitment & Selection Process for Management

Recruitment for senior management is different. Here many steps are involved and it is
more lengthy process inclusive of many different stages starting from job vacancy to
employee selection. Because every organization try to recruit best candidate and employ
the best talent for its organization. Kenpark Bangladesh (Pvt) Limited has some specific
rules and process for recruitment and selection for white color people.

Manpower planning is done to identify the vacancies arising out of business needs and
as when new unit are required. In Kenpark Bangladesh (Pvt) Limited, the time of annual
budgeting or whenever the vacancies arising out of business needs are identified jointly
by head of respective department. Respective department head informs Head-HR to

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recruit employees which is approved by the GM. HR depart then take further steps for
recruitment.

3.8 Process for management:

There is some recruitment and selection processes for workers. Those are given below

3.8.1Internal Source

When an organization looks for recruit within the concern or organization it is called
internal source of recruitment. Internal sources of recruitment are readily available to an
organization. Internal sources recruitment may lead to increase in employee’s
productivity as their motivation level increases. Kenpark Bangladesh (Pvt) Limited looks
for internal sources for recruiting employees and those sources are

3.8.2 Transfer:
In Kenpark Bangladesh (Pvt) Limited, this is the most practices way of recruitment.
Whenever vacancy is created, Kenpark Bangladesh (Pvt) Limited looks for desired
candidate in their sister concerns and other companies as well. HR manager of Kenpark
Bangladesh (Pvt) Limited contact with other organizations and informs about the
position. If suitable employee is available, HR manager of that organization take
necessary steps for transfer.

3.8.3Promotion:

Promotion through Internal job postings is another great source of internal recruitment.
In Kenpark Bangladesh (Pvt) Limited sometimes promotion works as a source of
recruiting people in one post to another post. This is happen only when an employee fits

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best for the post. The promotion of the employee depends on his skill, dedication to the
job & overall his working capacity.

3.8.4 Headhunting:

Kenpark Bangladesh (Pvt) Limited goes for headhunting for higher post. Headhunting is
the process of recruiting individuals to fill senior executive positions in organizations. In
this case, candidate already employed in other organization is attracted and offered to
switch the organization. This has a relatively low rate of success, because the targeted
candidate may not consider the change in job. If unsuccessful in this stage, too, then
management decides to go for public advertisements.

3.8.5 Internal Job Posting:

The vacancy advertised within the organization and existing employees are asked to
apply for the vacancy. The advertisement usually is posted on company bulletin boards
or is placed in the company news paper. This is mainly done for technical department.

3.8.6 External Source

When all of the internal sources are searched and no suitable candidate is available then
Kenpark Bangladesh (Pvt) Limited goes for external sources of recruitment. External
sources of recruitment take so much time and it kills enough time to get right candidate.
Those sources are

3.8.7 Advertisement:

An advertisement in newspapers is widely used source of recruitment. Kenpark

Bangladesh (Pvt) Limited advertises in national dailies to attract the talents from the
market. The main advantage of this method is that it has a wide reach and it is most

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effective source of external sources. Advertisement describes the job benefits,
qualification, competences and how to apply.

3.8.8 Resume Archive:

Resumes that were received from previous job advertisements and various sources are
collected and saved according to position and division in the HR department. For a
vacant position HR department searches suitable candidate from those resumes.

3.8.9 Employee Referrals:

Employee referral is a recommendation from a current employee regarding a job

applicant. Vacancies may fill by internal referrals from the existing employees who
provides the details about their friends and relatives who may fit the criteria.

3.8.10 Job Portals:

With the advance of the internet, it has been possible to reach a wide range of people.
Company posts its job requirements on its website and other job portals like [Link].
Resumes and jobs are matched using basic criteria like skills, past experience and job
location.

3.8.11 Screening & Sorting Application:

Applications and CVs against the advertisement are sorted and screened manually by
recruitment committee. The CV’s as well as the covering letter are well judged. In the
CV, spelling, style and language of writing, provided information are checked. The

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information that asked in the advertisement, also checked by recruitment committee.
After sorting and screening, short-listed candidates are then called for an written test.

3.8.12 Written Test:

After the CVs are being selected then the candidates are called for a written exam. The
written exam normally takes place in orientation room. Recruitment committee conducts
it. It carries 100 marks. Written exam consist of English (30marks), General Knowledge
(20marks), analytical ability (20marks), and job related knowledge (30marks).The
candidates are called for the preliminary interview based on their performance in the
written test.

3.8.13 Interview:

Candidate who successfully passed the exam, are called for interview. Recruitment
committee conducts the interview. The entire interview part includes two phases. The
first phase is the screening interview and the second one is detailed interview. At the
first phase, the candidates have to face a normal interview with general questions where
their smartness and nervousness are being tested. In the next phase, the candidates have
to face a more detailed and job related interview where their knowledge about job. There
is no fixed time for the interview. Duration of the interview depends on the interviewer
how he will judge the candidate and how the candidate will convince the interviewer.
Candidate selected from the final interview, is asked about the salary that he/she is
expecting from the offered job. After negotiating on the salary amount, committee
informs candidate about other benefits.

3.8.14 Reference Check:

Reference checks are made after the candidate is selected. This is a process of
thoroughly verifying employment history of a job applicant. The process is followed

Term Paper (BIM) 30

through e-mail/telephone. The references are taken from the previous
employer/university as applicable.

3.8.16Appointment:

Ones the reference check is done the candidate is given an offer letter specifying the
salary package, job responsibilities, facilities that will be provided by the organization.
After the new incumbent joins the organization, he is issued a formal letter of
appointment giving the terms and conditions of employment in detail. With the
appointment letter the employees are given a joining pack in which they have to sign
some documents and fill up some forms.

4.1 Findings

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After concluding the study and analyzing the objectives some findings have been
identified out of which the main findings are mentioned below
 Kenpark Bangladesh (Pvt) Ltd. mainly emphasizes on internal and external

sources for recruitment.

 Kenpark Bangladesh (Pvt) Ltd. has a structured and standard selection process.

This is strictly followed by the selection board that is empowered by the

organization.

 For external sources, the organization does advertisement, takes help from the

employment agencies (only for technology department), do campus recruitment,

arrange internship for the students, take employee from personal contact or by

employee leasing.

 Based on employee skills, educational background, experience of work employee

are recruited in the organization.

 All works of HRD are performed through a software name ‘ERP Solution’.

 Recruitment & Selection process of Kenpark Bangladesh (Pvt) Ltd. is so long

process.

 Due to political pressure and obligation, sometimes Kenpark Bangladesh (Pvt)

Limited recruits employees without practicing recruitment and selection process.

 Most of the times they recruits from outside.

 Cost of recruitment and selection process is little bit high.

 They don’t not verify an individual legal status.

 They don’t give any job opportunities for freshers.

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  Compliance department is not strong enough so that they do not trained newly

recruited workers.

4.2 Recommendations
According to the findings, there are some recommendations or suggestions, which are
listed below:

Short Process:
Recruitment & Selection process must be short. Short process saves time and cost of the
organization.

Avoid Political Pressure:

For recruitment & selection process of workers and management, political pressure must
be avoided for getting actual quailed employees for the organization.

Vacancy Fill up:

They can fill it by promoting appointment or suitable person in the organization.

Using 3rd party:

The company can use 3rd party for the entire department to reduce cost. And it is not
possible all time to get the best CV, in that case 3rd party can help the organization.

Background investigation:

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HR department should undertake a background investigation of applicants who appear to
offer potential as employees. They should verify an individual legal status to previous
work through checking credit reference, criminal records and so on.

Job opportunities:

They must take some fresher’s for their future leader.

Department upgrade:

They must improve their Compliance department so that this department trained newly
recruited workers successfully.

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4.3 Conclusion
Recruitment is an important issue for any organization. Recruitment and selection allows
an organization to assess the vacancy and choose the best personnel who will lead the
organization in future. So the organization should give more emphasize on selecting a
person. A person who can carry forwarded the organization in terms of development,
values and ethics. Mainly the precious resource for any organization is their knowledge
based efficient workers. The organizations should more cautious on this issue to ensure
the quality and ethics.

Better recruitment and selection strategies result in improved organizational outcomes.

The more effectively organizations recruit and select candidates, the more likely they are
to hire and retain satisfied employees. This is what the Kenpark Bangladesh (Pvt)
Limited been doing since 2004. Kenpark Bangladesh (Pvt) Limited has already earned
reputation as a very potential company of the CEPZ. This has been possible due to
skilled manpower, which has been developed by taking proper recruitment and selection
strategies and giving sufficient training and development opportunities Kenpark
Bangladesh (Pvt) Limited has been following this strategy since its start. But recruitment
and selection is not only the main task of a HR department. There are other tasks, which
is part of HR department Too.

So we can easily find out the recruitment and selection process at Kenpark Bangladesh
(Pvt) is a very developed and effective one. Kenpark Bangladesh (Pvt) Ltd. should
analyze the recruitment and selection process of other multinational company of home
and abroad. That can make Kenpark Bangladesh (Pvt) perfect in recruiting people and
the company will get efficient professionals that will increase the productivity as well as
revenue.

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Bibliography

 M.A Taher: Human Resource Management and Industrial Relations (2nd Ed.),

Abir publications, Dhaka, 2008.

 Chandra Paul: The Bangladesh Labor Code, 2006 & other Related Laws (2 nd

Ed.), Shams Publications, 2008.

 Stephen P Robbins.: Human Resource management, Prentice- Hall of India

private Ltd. New Delhi, 2008.

 Bangladesh Export Processing Zone Authority Instruction (Instruction No. 1 of

1989), Dhaka, 1989.

 Kenpark Bangladesh (Pvt) Limited: Workers Service Rule & Code of Conduct,

Admin, Human Resource & Compliance Department, CEPZ.

 Human Resource Management, (2005), Dr.P.C. Pardeshi

 Dessler, Gary: Human Resource Management (11th Ed.), Prentice- Hall of India

private Ltd. New Delhi, 2009.

Website:
 [Link]

 [Link]

 [Link]

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 QUESTIONNAIRE

1: When are the resources need and forecasted?

 Quarterly
 Monthly
 Annually
 not fixed

2: How is the resource need forecasted?

……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………….

3: How do you rate the recruitment procedure?

 Short
 Average
 Long
 Very Long
 can’t say

4: What is the process you follow for recruitment and selection? People explain the same
in brief?
……………………………………………………………………………………………
……………………………………………………………………………………………
………………………………………………………….

5: Which method do you mostly prefer from the following for recruitment and selection?

 Direct Method
 Indirect Method
 Third Party

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6: What sources you prefer for recruitment and selection?

 Internal sources
 External sources
 Both

7: What are the sources for internal sourcing among the following -:

 Present permanent employees

 Present temporary employees
 retrenched / Retired / employees
 Deceased / disabled / employees

8: What are the sources for external recruitment among the following?

 Campus interviews
 Placement agencies
 Private employment agencies
 Public employment agencies

 Data bank
 Casual applicants
 Other, if any please mention
 …………………………………………………………………………………………

9: Which is the most successful method for recruitment?

……………………………………………………………………………………………
……

10: How many rounds of interviews are conducted?

 1-3
 3-5
 More than 5

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11: Are you satisfied with round of interviews conducted?

 Yes
 No
 To some extent
 can’t say

12: What form of interview did you prefer?

 Personal Interview
 Telephonic Interview
 Video Conferencing

 All three

13: Are you satisfied with the interview process?

 Yes
 No
 To some extent

14: If no then what is the reason? And suggest the measures to be taken for
improvement?

……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
………………………………………………………………

15: Are you satisfied with the present method being followed by the company for
recruitment and selection?

 Yes
 No

Term Paper (BIM) 39

16: If no, what steps would you prefer, to make improvement?

……………………………………………………………………………………………
……………………………………………………………………………………………
………………………………………….
17: Are the aptitude test conducted?

 Yes
 No
 Till some extent
 Can’t say

18: If yes then it is for

 Fresher
 Executives
 Other (specify)


……………………………………………………………………………………………
……………
19: Do you conduct any of these tests?

 Psychometric test
 Medical test
 Reference test check
 Other (specify)

……………………………………………………………………………………………
……………………………………………………………………………………………
…………………………
20: How do you rate the HR practices of the company?

 Very Good
 Good
 Average

 Bad

Term Paper (BIM) 40

Appendix 1: Daily Attendance Report

Appendix 2

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Appendix 3: Recruitment Information Form

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Appendix 4: Application Form

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Appendix 5: Workers Service Rule & Code of Conduct

Term Paper (BIM) 44