Golam Saklayen (Director) and Shamim ara Begum (Faculty Member) of Sonali Bank Staff College, Dhaka. I hope I have prepared this report based on my exposure to the selection and recruitment process of Sonali Bank Limited.
Industrial Banking
Other working Division of Sonali Bank
Daffodil International University Library Page 16 To provide easy access to their products and provide the best possible services at the doorsteps of their existing and potential customers, the bank introduced Direct Selling Services by recruiting highly skilled and customer-oriented professionals. According to their advice, the bank's Islamic Banking business is separated from the Conventional Banking business and shown separately in the bank's financial statements. The growth rate of import business was 29.46 percent, and the main import products were industrial machinery, raw materials, raw materials and other consumer products.
SBL used the generic name Hasanah – the brand name for the bank's Islamic products and services, which is used several times in the Quran and Hadith to denote good deeds, well-being, virtue, beauty spots, which represents SBL's commitment to the work expresses. towards the welfare of humanity through Islamic banking activities. Fixed deposits, savings deposits, saving deposits and short-term deposits from customers remained the core deposits of the bank. The bank also has many Sharia-based Islamic products that are provided to the customers through the bank's Islamic banking branches.
The bank always tries to give the highest return on customers' deposits.
Theoretical Analysis of Selection and Recruitment Process
Aim of Selection and Recruitment
Induction manual / kits which may contain
Mentoring / “buddy” system
As part of the sales pitch, employers sometimes send out information packets to people who make enquiries. These measures should cover eight to ten of the most important requirements identified in the job description and person specification. The selection criteria can be weighted according to importance and the rating of the applicant multiplied by the weight gives the applicant's score for that selection criteria.
Selection techniques such as interview questions and tasks are designed around each of the eight to ten selection criteria so that each candidate can be. Initial Screening of Applicants After successful recruitment, the goal of the screening process should be to cut the list of applicants down to three or four people for interviews. Screening should be done based on the level of experience and skills the applicant demonstrates through the CV or telephone interview, and how it matches the selection criteria for the position.
This telephone conversation should ideally be followed up in writing with details of the time, place and expected activities to be carried out during the interview and the expected duration, so that the applicant can plan their day.
Interviewing
The applicants selected for an interview should be called to ensure that they are still interested in the position and then offered an interview. Daffodil International University Library Page 31 The Society of Chartered Certified Accountants has 300,000 members and students around the world.
The Selection and Recruitment Process of Sonali Bank Limited
The HR department has to decide the set of campuses based on the courses offered there, all the past experience of the candidates from those campuses and the emerging requirements of the bank.
Selection Process
The employment test is generally an aptitude test that measures the candidates' verbal ability, numerical ability, reasoning ability, etc. HR Division contacts IBA/BIBM to design and conduct recruitment tests on behalf of the bank. The HR department provides them with the desired academic qualification and the name of the vacancies to build the question paper for the test.
After the interview has been completed and the interviewees have been evaluated, the management committee decides who will be selected and who will be rejected. After the physical examination, the candidate must bring the result of the medical tests along with all necessary documents and academic certificates to participate. After going through the formal joining and placement process, the candidates are finally employees of Sonali Bank Limited.
Personal judgment Overall competence and ability to fit the job position and the organization.
Appointment
Daffodil University International Library Page 35 employees other than an official in the service of the Bank. No person shall be appointed to the service of the bank unless he is declared physically fit by the Medical Officer of the bank or any other medical authority prescribed by the bank in this behalf.
Termination of services
Then provide that the board can relax the age limit in special cases for reasons that must be recorded in writing. Daffodil International University Library Page 36 the amount payable by an employee under the first paragraph of any amount authorized by the Bank on the date of dismissal. Each employee will retire at the age of 60 or 35 years after commencement of service with the bank, whichever is earlier.
Provided that the period of service may be extended in the interest of age above 30 years or 35 years of service by the board.
Performance Appraisal, Provident fund and Gratuity
The officers of the Bank located in the heart of the city, generally in commercial surroundings. The tellers are centrally air-conditioned and well furnished with modern furniture and sophisticated technical banking equipment. With the advanced technology, the bank's officers have now become paperless; most of the banking tasks are registered done here with strong banking software.
Inter- and intra-office communication is usually conducted by telephone, fax, internet and mobile phones. An employee of this organization enjoys various loan facilities like house building loan, car loan, furniture and household electronic item loan under some schemes employees enjoy interest free loan facilities.
Performance Bonus and Other Bonus
Accumulated Findings of our Survey
The Selection and Recruitment Policy of Sonali Bank Limited
PRIMARY Given the Banking Cadre Services structure as above, for Sonali Bank, recruitment should be
Apprentice assistants will be on probation for a period of 01 (one) year, which may be extended by the competent authority if an officer does not show satisfactory performance during the probationary period. On satisfactory completion of probation, their service as Assistant Officer will be confirmed in the following manner:. a) TA(s) will go through an evaluation process during probationary period. MT will go through a period of probation for 2 years and on successful completion of probation will be confirmed in service as per category as shown above.
Daffodil International University Library Page 46 Performance appraisal and interview by MC will be conducted at least one month before completion of 24 months and only VG &. Performance appraisal and interview by the management committee will be conducted at least one month before the completion of 24 months and only VG and E rated trainees will be confirmed in essential positions approved by MD under the policy. However, in no event shall more than fifty percent of the trainees be eligible for appointment.
The appointment will be made in accordance with the requirements on the basis of the commission prepared by the interview committee in order of merit and after the approval of the competent authority.
PRIMARY
Daffodil International University Library Page 47 During interviews with candidates for final selection, education, professional excellence and technical competence in the relevant field should be properly evaluated. The interview committee consisting of MD, all DMDs and head of HR department will conduct personal interview/viva for final selection of MT. An interview score sheet will be prepared for each candidate taking into account all relevant factors and a record will be maintained for reference.
These are usually consistent "VG (Very Good) and E (Excellent)" performers who, after entering as probationary officers, will gradually succeed in executive positions in the BSSC and eventually move into senior positions with proven performance on the job with gaining experience and competence. c) Sourcing of candidates will be done through campus liaison with all listed universities/institutions. Daffodil International University Library Page 50 of 60 (60%) in the written test to be eligible for viva/interview for the post of Policy Probationary Officer. Candidate must secure minimum 24 hours out of 40 (60%) in viva/interview to qualify for final selection as Policy Probationary Officer.
A four person interview committee consisting of the concerned functional heads, DMD and head of HR department will conduct the face to face interview/viva for the final selection of probationary officers.
PRIMARY Period of Probation and Confirmation in Service of Prob. Off
4 years as GM or equivalent position in any scheduled bank & minimum seniority 25 years. 3 years as GM or equivalent position in any scheduled bank & minimum seniority 22 years. 3 years as DGM/1 year as GM or equivalent position in any planned bank & minimum seniority 18 years.
2 years as AGM or equivalent position in a scheduled bank and a minimum service period of 14 years. 2 years as SPO or equivalent position in a scheduled bank and a minimum service period of 10 years. 2 years as a PO or equivalent position in a scheduled bank and a minimum service period of 8 years.
2 years as SO or equivalent position in a scheduled bank and minimum service 6 years.
Identification of main problems and findings
Påskelilje International University Library Page 57 Several recommendations for the existing selection and recruitment policy and procedure are described here. Sonali bank has restriction in providing education loan; maximum students (who really need it) do not have sufficient support to fulfill the terms and conditions of getting this loan. The success of a commercial bank largely depends on the quality of service provided to customers.
The quality of the service depends on the competence and quality of the organization's employees. Therefore, the SBL authority should be careful in recruiting the right person for each job. As seen, the SBL recruitment and selection process has room for improvement.
Although the process adopted so far has been effective to some extent, to adapt to the changing times, the process should be reviewed and simplified.
