Sheikh Abdur Rahim Department of Business Administration Faculty of Business and Entrepreneurship Daffodil International University. Regarding you to inform, it is my great pleasure to submit my report for practicum called "Recruitment and Retention Process of Mondol Group" today. This report is based on my work during the internship period in the "Mondol Group".
I am Sabiha Mahbuba, a student of MBA program, Daffodil International University, hereby declare that the internship report titled “Recruitment and Retention Process of Mondol Group, is prepared after the completion of my internship at Mondol Group under the intensive supervision and guidance of Dr . Sheikh Abdur Rahim, Associate Professor, Daffodil International University. This is to certify that the Internship Report on “Recruitment and Retention Process of Mondol Group” was prepared by Sabiha Mahbuba ID Program: MBA, Department of Business Administration, Daffodil International University under my supervision. Recruitment and Retention process of Mondol Group” In preparing my report, I got great assistance and support from Mondol Group.
Secondly, it contains a general description about Mondol Group to get a clear idea of the organization. It contains history, vision, mission, structure, organizational chart, products and services, SWOT analysis and profile of the Mondol Group. Mondol Group has a high HR policy; it successfully maintains the organizational responsibilities and HR team of Mondol Group.
My practical observation about Mondol Group's recruitment and retention process with limited knowledge and investigation, I tried my best to make this report as much as possible.
Introduction
Scope of the Study
Objectives of the Study
Methodology of the Study
Selection of the topic
This report is concluded with depending on the secondary sources and some primary sources of information like-.
Data Collection
Presentation, Analysis, Interpretations and Classification of data
Findings
Limitations of the Study
The report was written mainly on the basis of discussion with the current employees of Mondol Group. As this report is based on primary data, there may be some inaccuracy with that collected information.
Chapter – 0 2: Company Profile
- About Mondol Group
- Mission
- Vision
- Compensation and Benefit Policy
- Child Labor and Remediation Policy
- Working Hour Policy
- Environment Policy
- In House Medical Facilities
- Child Care Room
- Fire Protection / Equipment
Established in 1991, the Mondol Group is committed to quality standards and engaged in the production of all types of knitwear and apparel. Under the thorough guidance of mentor Haji Abdul Majid Mondol (Chairman of Mondol Group, established in 1991), their company has achieved tremendous success and gained goodwill with thirty years of experience in the apparel industry. The Mondol Group is said to produce world-class men's, women's, children's and baby clothing.
We strive to ensure our customers' satisfaction with the quality of our products and on-time shipping schedule. Earnings are forms of value, other than payment, that are provided to an employee in exchange for their contribution to the organization, i.e. for performing their work. unemployment and workers' compensation are federally mandated. It is strongly opposed and our ethical objectives state that all workers in factories producing for us must be over the local minimum working age.
Mondol Group will comply with applicable national laws and industry standards regarding working hours and public holidays. The maximum permissible working hours per week are determined by national law, but must not regularly exceed 48 hours and the maximum permitted overtime hours per week must not exceed 12 hours. Mondol Group committed to maintaining procedures and standards for waste management, treatment and disposal of chemicals and other hazardous materials, discharges and treatment of effluents meet or exceed the minimum legal requirements.
That is why we have a team of certified MBBS doctors, nurses and well-trained medical assistants who are ready during working hours at the factory. The assigned first aid teams, wearing a distinctive jacket, provide necessary first aid with the employees of the Mondol Group regularly medically checked by the appointed doctor to ascertain whether they have suffered from any occupational diseases. Child care centers aimed at the female employees are also installed where and where possible to incorporate.
Preventive measures: "Safety First" is our slogan and we strongly believe in our daily working life at Mondol Group. Post Fire Procedure: It is also an integral part of the fire drill, once the fire is successful, a small team will dig out if there are any injured people left on the floors. If found urgent, take them to the nearest hospital followed by first aid treatment.
Chapter – 0 3: Analysis
- HR Recruitment
- Steps in Recruitment Process
- Advertise
- Receive Applications
- Arrange Interviews
- Compile Interview Questions
- Conduct Interviews Interview duration
- Select Successful Candidate
- Check Referees
- Formally Notify
- Recruitment Process of Mondol Group
- Employee Retention
- Why Employee Retention is Important for Organization
- How Mondol Group Retain their Employees
- Compensation and Benefits for Employees
- Leave Facilities
- Resignation
- Exit Interview as Feedback
- SWOT Analysis
Members of a selection panel must be selected on the basis of their professionalism, ability and objectivity to exercise the best judgment in selecting the most suitable person for the vacancy. Screening is a process of determining which job seeker has the knowledge, abilities and skills considered most suitable for the job. Primary Screening in Gate: First applicants are called for the primary interview, those who are sweetly qualified for the job based on their educational qualification and work experience, the head of HR department Mondol Group calls for the primary Interview.
Medical test: After final selection, Mondol Group arranges a medical test program and check whether they are physical feet or not have an overall health certificate they provide. Technical Test: After the medical test the candidate has to appear for technical test and tested them how skilled they are for the job and also justify their technical knowledge. The higher the turnover rate, the more employees are discouraged from applying to the organization.
Mondol Group with a large volume of employees always tries to be innovative in adopting new ideas for retaining their key employees. At entry level Mondol Group offers standard compensation package according to position and level. So, in order to attract and accumulate efficient candidates and retain the existing ones, non-compensation benefits are highly valued by Mondol Group.
As we already know, the total number of employees at Mondol Group more than. This is the only factor why employees change companies and go for new opportunities, where there are fewer employees compared to Mondol Group. Mondol Group maintains a monthly separation data which includes the number of FT (fixed time/regular), contract, outsourced employees who leave or are terminated.
Basic salaries depend on the job categories and are determined by the board, on the recommendation of the general manager of the organization. Medical allowance paid in accordance with the position of an employee and subject to final selection by the competent authority from time to time. Gratuity is a terminal benefit that an employee receives at the time of retirement or when leaving the job.
An employee can quit the job but he or she has to report it to the authority before one month after quitting and if the employee gets the salary or other benefits from the company, he or she has to pay all this after quitting the job. Mondol Group knows that understanding these employee turnover issues is essential to creating and executing an effective employee retention strategy and ensuring your organization has the resources it needs to grow and achieve performance goals.
Chapter – 0 4: Findings,
Recommendations and Conclusion
Recommendations
Mondol Group believes that there is a huge opportunity in Bangladesh and there is a demand for product all over the world as well as Bangladesh. And at the end of my report I want to say Mondol Group one of the first growing Garments Company, I have worked in this company for the last two months, based on my last two months work experience I have tried to write this report and I have learned a lot about this company. During this practical work, also learn about how to work in HR department, such as how to recruit and select an employee, as well as all HR policies they applied.
This internship also helps me to find out what my strengths and weaknesses are, it helps me to determine what skills and knowledge I need to improve in the future.
