While studying at BRAC University, the submitted internship report is my author's work. With due respect, I am submitting my internship report on "Analysis of Recruitment and Selection Activities of IPDC Finance Limited." I tried my best to follow the guidelines of the university. This Agreement is entered into and entered into by IPDC Finance Limited and the undersigned student at BRAC University.
I would like to begin by expressing my gratitude to Allah for giving me the capacity to complete the three-month internship program and the internship report. Sayeed Iqbal (Chief Human Resources Officer) Human Resources, IPDC Finance Limited for providing me all the information I needed to submit my internship report. The effectiveness of the HR department's actions regarding selection is then judged based on organizational performance, organizational and employee growth, employee satisfaction, and employee feedback.
For the survey, a systematic questionnaire was created and carried out in order to evaluate the HR team's contribution to the selection process from the employee's perspective. There is also a brief discussion about the human resources division and the talent acquisition division belonging to the recruitment and selection process of IPDC.
CHPATER 1 : OVERVIEW OF THE INTERNSHIP
Advantages for the student
Difficulties or Problems
Recommendations
IPDC Finance Limited, formerly known as Industrial Promotion and Development Company of Bangladesh Limited, is the country's first private sector financial institution, founded in 1981 by a leading group of shareholders including International Finance Corporation, United States, German Investment and Development Company, Germany, The Aga Khan Fund for Economic Development, Switzerland, Commonwealth Development Corporation, United Kingdom, and the Gove Foundation. IPDC Finance Limited (hence IPDC or the Company), incorporated in 1981 at the Registrar of Joint Stock Companies and Firms in Dhaka, Bangladesh, is the largest long-term private sector lending institution in the country. IPDC Finance Limited, once known as IPDC of Bangladesh Limited, was the first non-banking financial organization in Bangladesh.
Since its establishment, IPDC has played a pivotal role in transforming the industrialization of the country's private sector by providing new financial products and services. IPDC's new name, "IPDC Finance Limited," reflects the company's commitment to play a leading role in Bangladesh's economic growth. Over the next three years, IPDC Finance Limited will adopt a new set of strategies based on a newly developed roadmap.
IPDC Finance Limited asserts that in the current climate of economic change, it is more important than ever to redefine a company's goals. The vision for IPDC Finance Limited is to continuously view its people as critical to the success of the organization.
IPDC's strengths include
Initiate and administer policies to ensure that IPDC provides equal access to hiring, promotion, compensation, relocation and other benefits of employment regardless of an individual's age, gender, race, national origin, ethnicity, political affiliation or religious beliefs. Make sure everything goes according to plan when it comes to hiring, evaluating, and rewarding employees. According to the organization's mission: to enable customers and communities to achieve their full potential by realizing their full potential.
Home Loans
Auto Loans
Personal Loans
Bhalo Basha Home Loan
IPDC-EZ
IPDC Finance offers a variety of loan solutions at their customers' doorsteps to help their customers realize their lifelong goals and meet their basic needs.
Medium Market Enterprise (MME)
Factoring
Working Capital Financing
Joyee
Work Order Finance
Lease Funding
Corporate Finance and Consulting
Lease Funding
Finance of Projects and Syndications
Temporary Financing
Deposit Services
Deposit Premium Scheme
Millionaire Deposit Scheme
Savings Schemes
Ultiflex Deposit Scheme
Deposit Schemes
Annual Profit Scheme
Quarterly Profit Schemes
Monthly Profit Program
Scheme of Cumulative Profit
Scheme for Double-Money Deposits
Fixed Deposit General
IPDC believes that the company's success can largely be attributed to the quality of its human resources. The company's management is committed to creating and implementing innovative human resources initiatives that will inspire and retain its workforce. They continue to pursue the best and brightest in the business because they know HR will give them an edge in the marketplace.
Human Resources is responsible for ensuring the company complies with all applicable laws, as well as maintaining records, hiring and training employees, determining compensation, providing relationship support, and resolving specific performance issues. The Human Resources (HR) function consists of six submenus: recruitment/selection, development/training/appraisal.
Training & Development
These goals and benchmarks are often the performance standards or competency criteria that will be used to assess the employee's effectiveness. Once an employee starts working for the company, and at regular intervals thereafter, the manager is responsible for communicating the organization's goals and objectives to him in a clear and concise manner, preferably using smart criteria. Compensation, one of the most important policies in human resource management, is an important consideration for any employer.
IPDC's compensation plan is designed to attract top candidates, meet the needs of all employees and retain the company's most valuable employees.
Wages and Allowances
Festival Bonus
Revenue Tax
Gratuity
Provident Fund
Other Benefits
Overall comprehension of HR Department
- Conflict Management
- Executed Strategies
- Promotional Activities
- Values
- Collaboration
- Financial Performance
- OPERATING EXPENSES
- Asset and Liabilities
- Du-Pont Summary
IPDC provides many benefits to its employees and these benefits make them want to stay with the company for a long time. The hiring was part of IPDC's capacity-building strategy, which should pay off in 2022 if the company continues its aggressive expansion plans. So from the above statement we can see that the total assets of IPDC Finance ltd is increasing day by day.
So from the above following statement we can see the total liabilities and shareholders equity of IPDC Finance limited. The bulk of IPDC's new retail customers also contributed to the expansion of the company's deposits. To plan properly, management must consider both the current and desired future state of the company's human resources.
The next step is to create and implement a plan that will help the company achieve its goals. Furthermore, the lower number of salespeople ensures that the company's most qualified and experienced employees are retained in sales, which is the most crucial sector of IPDC Finance Limited. If the selected candidates pass the medical examination, they will be hired by the management committee. IPDC is an equal opportunities employer and encourages applications from people of all backgrounds.
IPDC Finance uses a meritocratic recruitment process to fill open positions with the most qualified people. During the initial or extended trial period, the company or the employee may terminate the employment relationship with 15 days' notice and without reason. In the event of termination, the company will pay the employee all accrued but unpaid compensation up to the date of termination and.
If the trial period ends well, the employee will be officially hired by the company. All the company's rules and practices, written and unwritten, as well as the terms and conditions of employment, apply to this appointment. IPDC Finance Limited is a well run organization but that doesn't mean you should work with them.
IPDC Finance Limited is one of Bangladesh's fastest growing non-banking financial institutions. The company's management team consists of capable, highly experienced and energetic managers who have contributed to the company's continuous growth and progress over the years.
SWAT ANALYSIS of IPDC
Chapter 3: The Project Part
- The introductory phrase
- Literature Review
- Objectives
- Interview Based on Competencies
- Placement of Newly Hired Personnel: .1 Medical Assessment
- Recommendations
- Conclusion
This chapter presents a review of a wide range of published material on the process by which the turnover rate can be reduced to the benefit of the organization. Specific objective: To identify the factors affecting the process and its deficiencies in order to determine the effect of turnover on the performance of the organization as a result of the process. Informing applicants about the activities and expectations of the organization will prevent them from applying blindly.
This saves the organization money by minimizing the need to train new employees in their respective positions. Whenever a position becomes available, such as at the beginning of the year or when an employee resigns. This requires a focus on the effectiveness of hiring and staffing procedures, as well as the pursuit of new and better hiring techniques.
All applicants, regardless of race, religion, gender, age or any other factor that may be used in accordance with the laws of the country. Which source is chosen depends on the position or salary and/or location of the position. Regarding the management trainee or assistant manager level positions at the seniority level of the department or HR department.
The department conducts the preliminary screening for the aforementioned assistant post, while the head of human resources is responsible for the final screening. Prior to the interview, the HR team will administer a written exam, which is required for entry-level officers. Those who score well in the written exam will be invited for a preliminary interview with the HR department.
Candidates with the highest scores are invited to the final round of interviews, which will determine who is hired for the position or considered for future openings. The candidate is selected by the final assessment committee, and his salary is based on the candidate's professional qualifications and expertise in the relevant areas, as determined by the HR manager. The Employee shall have no further claims against the Company arising out of or in connection with the employment, other than claims which may arise under the provisions of any applicable law imposing liability on the Company.
It's all part of the same transfer, whether you're changing jobs within the same organization or moving to another branch, department, or other similar structure. IPDC Finance Limited uses competency-based interview assessment because it reduces the possibility of discrimination, ensures fairness during the recruitment process and prevents panelists from making quick judgments on candidates based on attributes unrelated to the job they are performing. With a more attractive HR strategy and recruitment process that is in line with the industry.
