Subject: Submission of Internship Report on “Effectiveness of Recruitment and Selection Process of PRAN-RFL Group I am very pleased to submit my internship report on “Effectiveness of Recruitment and Selection Process of PRAN-RFL Group” to you who I was appointed by your management.I have mostly focused on the efficiency of recruitment and selection process of PRAN-RFL Group in my report.
This agreement is made and entered into by and between the PRAN-RFL Group and the undersigned student at BRAC University. I am Fahim Mahmud Khan, I declare that this report will not disclose any confidential or important information of PRAN-RFL Group which may cause problem to the company. I want to start by saying how grateful I am to the PRAN-RFL Group for giving me the opportunity to work there and to all the staff members who never stopped encouraging me throughout my internship.
It is known to all that PRAN-RFL Group is one of the top organizations in Bangladesh. I have done my best in this report to provide an example of how the fundamental duties of HRM recruitment and selection are performed and their effectiveness in the PRAN-RFL group.
Introduction
- Background of the study
- Objective of the study
- Methodology
- Rationale of the Report
- Scope of the study
- Limitations of the study
As part of an internship program, students have the chance to work in a specific company, which helps them apply what they learn in class and relate it to real-life work scenarios. In the report, which is the result of my internship, I talked about the efficiency of the recruitment and selection process of the company. This study focuses on the effectiveness of a multinational consumer goods company's hiring and selection procedures.
Finding out all the strengths and weaknesses of such a large company requires more than a few days of internship experience. It is very difficult to understand every part of the PRAN-RFL Group's operations in a short period of time, as it is a huge company. I have no prior real-world experience in this area, so I can't gather all the necessary information.
Organizational Overview
- Company Overview
- PRAN’s products and services
- Company’s Aim, Mission and Vision
- Core values of PRAN-RFL
- Subsidiary companies of PRAN
- Exporting countries
- Exporting products
- Internship at PRAN-RFL Group
Goods from PRAN-RFL's winery can be divided into few groups including beverages, juice, drinks, dairy products, sweets and snacks. PRAN-RFL offers a wide variety of thirst quenching solutions from refined natural drink to processed fruit drink. The small snacks, potato crackers and cookies made by PRAN come in a variety of flavors.
By considering the needs and expectations of the customer, PRAN-RFL is committed to providing quality. One of the fastest growing corporate houses in the country is PRAN-RFL Group. RFL Plastics currently deals in a variety of plastic products including household items, industrial goods, clothing accessories and plastic furniture.
The expansion and operation of AMCL now takes up most of the PRAN Group's resources. In my three months as a member of the recruitment team, I engaged in a variety of tasks and gained a lot of useful experience in the corporate environment.
HRM & Recruitment and Selection process
- Human Resource Management
- HRM Functions
- Recruitment Factors
- Internal Factors
- External Factors
- Recruitment process
- Sources of recruitment
- Internal recruitment sources
- External recruitment sources
- Techniques and methods of recruitment
This measure, in addition to meeting the requirements of the organization, affects the future and sustainable development of the organization. Among all other criteria, one of the most important aspects that influence the recruitment process is the size of the organization. Describes recruitment objectives and provides a structure for implementing recruitment initiatives.
Determining the recruitment goals is the first step, which forms the basis of the recruitment strategy. After determining the primary recruitment goals, the following questions should be addressed to determine the development strategy: Employee recommendations are one of the oldest sources of employment and can reduce costs for the organization by up to 70% compared to other sources.
Therefore, candidates who come from employee referrals are often familiar with organizational culture and have a positive impression of the company; consequently, they are likely to be a great asset to the business. Advertisement: This is one of the most popular and oldest sources of employment, still it requires good funding and originality. Newspapers, radio, television, magazines, telephone, online advertising, these print media can be used for advertising.
Careful planning in terms of date, theme, venue is likely to ensure a fantastic response that often results in employment. It is essential to correctly evaluate the positioning of the logo, its title, the visuals, the placement of the ad, the amount of information provided and the language used. One of the benefits for a corporation would be to create long-term relationships with different businesses.
Hence, they take employee applications through their own websites for the vacancies which creates a better understanding of the organizational culture. Depending on the candidate required for a particular vacancy, any of the sources above can be used. Before launching a recruitment drive, it is important to consider four key factors: the available budget, the urgency with which open positions need to be filled, the need to reach a large audience and the level of the position.
Direct method: To contact potential applicants, representatives of the organizations visit schools, universities and training facilities. Indirect Methods: Some of the most important indirect techniques include advertisements in magazines, newspapers, trade journals, on television and radio, and on various notice boards.
Human Resource Department of PRAN-RFL Group
The Human Resource department
- Objectives of HRD
- HRM Department in PRAN-RFL Group
Most of the administrative and paperwork burdens from HRM that could hinder HRM have been minimized by management to help HRM become more strategic within the PRAN-RFL Group.
PRAN-RFL’s Recruitment and Selection process
Recruitment process
- Source of Recruitment
According to the employment category of the job opening, Bangladesh is implemented in four different methods. As a result, the employment practices of this organization are divided into four categories based on position or group. If the company hires someone who is qualified for the position, the selected person is then assigned to the new position using the current workforce.
Management takes the second step if there is not already a suitable candidate employed in the organisation. The job posting programs tell employees about the required qualifications and vacancies and ask qualified employees to apply. External Source: The organization will pursue external recruitment after weighing the aforementioned option if necessary.
Vacant positions must be filled by the persons who match the qualifications, experience, skills and competences required for the position. Therefore, external advertisements should be posted to attract potential candidates if PRAN-RFL does not have a candidate qualified for the position. The purpose of the hidden prevent unwanted pressure from the stakeholders to use their identity is to favored applicants.
If they knew the name of the company, they would have applied for the same position. So this is why When the caliber of the organization's most recent job posting was a candidate was a crucial factor to consider. For example, PRAN-RFL employees recommend their friends who work for other organizations in case a position opens soon.
Candidates who fit the job description and appear qualified are referred to the organization. Enrollments and walk-ins: Individuals who send a written inquiry are enrolled; On the other hand, job seekers who physically show up at HR are inbound. Typically, both enrolling and walk-in groups are required to fill out a blank application to assess each applicant's abilities and interest.
Selection process
- Short-listing and Screening Applications
- Written Test
- Interview for Selection
- Reference Checks
- Decision of Employment
- Offering the Role
- The Recruitment and Selection process of PRAN-RFL Group
Especially if the candidate is working somewhere else at the time of the interview, the candidate is given some flexibility in this regard. It is a way of verifying the information we obtained from the candidate during the interview and through his CV. It's a good idea to vet internal candidates by talking to the candidate's manager or other colleagues.
If the candidate's existing employer is contacted, it is particularly important to obtain the candidate's consent before contacting their referee. It is common for a candidate to feel uncomfortable about the company talking to their existing employer. The candidate should choose a different individual than their current workplace if they feel uncomfortable as work colleague.
To determine whether the information provided by the candidate and the referee agree, it is important to ask the referee what the candidate did in those cases. A blank application is given to the candidate if he has no problems with the specified terms and conditions of the job or the company that was described and discussed in the final interview. After completing the aforementioned steps, the candidate receives an offer letter outlining the job duties, compensation packages, and benefits that the company will cover.
Verbal Offer: Once reference checks and employment decisions have been completed correctly, the candidate will be verbally offered the position. Let them know that the company will send them a written offer letter and a welcome package. The appropriate offer letter is prepared after the candidate has verbally accepted the position.
Within two or three days of making the verbal offer, this letter is delivered to the candidate. Along with the offer letter, the selected applicant was also given a presentation pack. A notice of the appointment will be posted online and/or on bulletin boards at least one week before the person starts in their new role.
Effectiveness of Recruitment and Selection process of PRAN-RFL Group
Limitations of Recruitment and Selection process at PRAN-RFL Group
Recommendations
Conclusion
