I am pleased to present you my report on "Recruitment and Selection Process" of MILVIK Bangladesh Ltd. He produced this report on "Recruitment and Selection Process of Milvik Bangladesh Limited" as part of the Bachelor of Business Administration degree requirement. Associate Professor and Associate Head of the Department of Business Administration at the Faculty of Business and Entrepreneurship at Daffodil International University.
This study focuses broadly on the recruitment and selection process of employees in Milvik Bangladesh, with little exposure to the company's operations. As part of its D2C activities, Milvik Bangladesh's recruitment process largely focuses on hiring sales and service employees. In this study, the recruitment and selection process of Milvik Bangladesh is divided into two steps and discussed in detail.
Apart from the structured recruitment process, Milvik Bangladesh Partnership with various social skill development and youth institutions facilitates the recruitment process and hires the best minds that match the company's purpose. Milvik's candidate selection process begins with the classification of applicants and is followed by other steps such as (initiation of interview, communication of the selected candidate(s) and . making an offer, verification of professional background and others). This study also highlights the shortcomings and some recommendations against the recruitment and selection process of Milvik Bangladesh Ltd.
A PSO supports the overall recruitment and selection process which briefly mentions the process from start to finish.
Introduction
- Background of the study
- Scope of the Study
- Objective of the study
- Limitations of the study
Given that if there are people, there will be human problems and to solve these growing problems, a group of people must step up and muster the courage to manage the most complex element of an organization, which is human resources. HRM is a planned and understandable approach to the management of the organization's most valued attributes. This applies regardless of the type of organization - government, business, education, health or social.
To make this internship report my respected supervisor selected me the topic - "Recruitment and Selection Process for Milvik Bangladesh Ltd." To complete this report I had to work closely with the HR department of Milvik Bangladesh Ltd. As Milvik Bangladesh is a multinational company, Milvik Bangladesh cares a lot about information security at all levels, and to make this report I used the only authorized information I had access to. All information used in this report is collected from the practical work directly with Human Resources Department in Milvik Bangladesh, local.
In my internship days, I had to do full-time office work and was directly involved in the recruitment process of the company. Some top-level appointments are made directly by Milvik's global HR team (BIMA) and are kept confidential.
Methodology
- Methodology of the study
- Primary sources of Data
- Secondary Sources of Data
- Methods of Analysis
This report is the true reflection of seven (7) months full time internship in Human Resources Department of Milvik Bangladesh Ltd. This study is supported by both primary and secondary form of data related to Milvik Bangladesh Ltd. internship days, I directly observed and was involved in the recruitment and selection activities of Milvik Bangladesh Ltd.
Overview of MILVIK Bangladesh Ltd
- History of Milvik Bangladesh Ltd
- Purpose of Milvik
- Vision of Milvik (BIMA)
- What Milvik Does
- Mobile Delivered Insurance and On-Demand Health Care
- Direct to Consumer (D2C Model)
- Products of Milvik
- Organogram of Milvik Bangladesh Ltd
- Departments of Milvik Bangladesh Ltd
MILVIK (BIMA global exposure) is a growing multinational Insurtech organization currently serving nine countries worldwide. It uses mobile technology to provide affordable healthcare services such as health insurance, life insurance and telemedicine to people who are unable to access these vital services through traditional channels. MILVIK aims to continuously grow through sustainable technology-based approaches, securing the future of its customers.
It has been actively working towards meeting the healthcare needs of the common people in Bangladesh since 2012. We live in a world where billions of people are unprotected from life's biggest financial and health risks. Ensuring affordable healthcare for the masses and protecting the future of every family around the world.
MILVIK's innovative approach to designing insurance and healthcare services focuses on simplicity and providing meaningful coverage. Milvik's services are designed to protect customers regardless of their stage of life. MILVIK Heath and MILVIK Life are available in twelve and two price tier options to make it easy for customers to choose the package that best suits them and their families.
Since its development, Milvik has been striving to reach the healthcare service to the end user. In order to protect the future of each family, Milvik maintains a close relationship with customers, serving each customer with a direct approach, through the company's own sales channel. Milvik Health service is available in 12 different packages where the range starts from BDT 145 to BDT 2105.
Milvik Life: Protect loved ones from a financial crisis in the event of the death of the earning family member. Currently, Milvik Bangladesh, in collaboration with Bkash (leading MFS service provider), provides healthcare services to the common people, for which the beneficiaries are required to have a Bkash account and the monthly subscription amount is deducted from the customer's Bkash wallet.
Duties & Responsibilities Performed by Intern (HR)
Intern Life at MILVIK
During my 7 months internship, I had the chance to explore different work arenas in the Human Resources Department of MILVIK Bangladesh. Since MILVIK Bangladesh has a large sales team, the role of the HR department in managing the workforce is so crucial.
Responsibilities of Intern (HR)
Recruitment & Selection Process of MILVIK Bangladesh Ltd
- Purpose of Recruitment & Selection
- Standard Procedures of Recruitment & Selection in Milvik
- Recruitment Steps of Milvik Bangladesh Ltd
- Requisition from the Respective Department
- Number of Headcount
- Nature of the Position
- Details of the Position
- Job Description
- Job Specification
- Compensation & Benefits
- Timeframe
- Inviting Applicants
- Selection Process of Milvik Bangladesh Ltd
- Applicants Sorting & Calling for Interview
- Commencement of the Interview
- Reaching out the Candidate (s) Selected & Offering
- New Joiners Check list
- Background Checking
- Appointment Letter / Offer Letter
With the aim of attracting and hiring the most sought after candidates and meeting the human resource needs of its various departments, Milvik Bangladesh Ltd. As a global company, Milvik must follow globally standardized recruitment and selection procedures in every region where Milvik operates. . Request submitted by the respective Head of Departments (HoDs) to increase or supplement the department's workforce, after formal consultation with the Country Manager.
Sometimes Milvik deals with different headhunters depending on the need and importance of the recruitment. The interview is organized with the consultation and cooperation of the relevant recruitment department. Due to the horror of the pandemic, to ensure the health safety of candidates and employees, most of the interviews in February - August 2021 will be conducted online.
If any of the candidates do not join on time, the concerned candidate will be informed by HR Department of Milvik Bangladesh Ltd. The second phase takes place in the presence of the senior staff of the administrative body. If the final selection is made, the relevant HR personnel will inform IT, training departments and other relevant departments for equipment distribution and induction training of the selected candidates.
Initially, the Head of Department (HoD) of any relevant department discussed the manpower requirement with the Country Manager, HR, in consultation with the Country Manager. In this part it is mentioned what the current number of staff members of the respective department is and how much more they need to reach the desired level. A detail of the post for which the requisition has come is also given from the respective department.
After the HR department receives resumes for the advertised position, it initially sorts the resumes based on the requirements of the position. To keep the transparency of the appointment, a minimum of two (2) interviews of HR and concerned department is mandatory to remain present. After the completion of the interview, candidates are communicated from the HR side of Milvik Bangladesh Ltd.
Educational certificate: After submitting the soft copy of the educational certificates, these can initially be justified by the HR department. Previous employer: As part of the reference check, the HR department contacts the new employer's previous employer for past data (performance, red flag arenas and improvement arena).
Findings, Recommendations & Conclusion
Findings of the Study
MILVIK does a very effective job analysis before creating any role or assigning a person to any specific one, by reviewing the role's responsibilities and assessing the skill set and experience of the person expected to lead. MILVIK offers induction training to all new employees, which is an excellent initiative to familiarize them with the culture. Brands and promotional activities of MILVIK Bangladesh are not enough for a good position in the competitive business environment.
As an employer, the brand's visibility to the potential pool of candidates is also not at a high level. As a global entity, MILVIK offers a very favorable work culture within the organization, but the compensation package for some specific roles, especially for employees and entry-level roles, is not up to par. Since compensation is one of the main factors motivating employees to work in the organization, MILVIK should look into it.
MILVIK Bangladesh runs with a large number of sales force and support departments have a good number of employees, but the comparison of the engagement activities of the number of employees is not up to par. Chances of fresh graduates getting hired at MILVIK are relatively lower due to experience requirement. At the time of recruitment and during employment, MILVIK never requires its employees to comply with any activity that is contrary to local labor law.
The recruitment process for blue-collar workers and for some starters still needs to be streamlined in terms of staffing forecast and time to fill the given number of positions.
Recommendations
Conclusion
