2.

Recruitment and Selection

Rahimafrooz requires selecting and recruiting competent Human Resources for their operation
and achieving their mission and objectives. Their objectives of selection and recruitments are
 Recruit quality personnel
 Consistency and clarity thought out the recruitment and selection process
 Maintain equal opportunity of employment across the Rahimafrooz group.
 All candidates are encouraged to represent their competencies regarding the role.
GENERAL ELIGIBILITY FOR EMPLOYMENT
• The candidate’s age must be 18 years or above.
• The candidate must not be convicted by any criminal court.
• Medically & physically fit for the job he or she is seeking may be confirmed by pre-
employment medical check-up.
• The company decision to employ will be based on competence for the job &
demonstrable behaviors.
• If found suitable, preference will be given to internal candidate who is already
employed at Rahimafrooz in some other job.
2.1 The Recruitment and Selection Process at Rahimafrooz
The Selection and Recruitment process in divided into 6 (e.g. six) segments. They are
1. Planning the Requirements of manpower
2. Requisition and Approval of manpower
3. Job Posting and Advertisement
4. Selection and Assessment
5. Final Job Offer and
6. Onbording or Joining of New Employees
2.2 Planning and Requirement of Manpower
There has to be vacant position and business requirements which need to filled up. In this
process the direct line manager will identify the requirements of head count first. Then the line
manager will try to fulfill the requirement by blending and redesigning the current duties and
responsibilities within the functional team of Rahimafrooz Group. If this initiative doesn’t fulfill
the manning requirements then line manager goes for Requisition and Approval of New
Manpower.
2.3 Requisition and Approval of Manpower
In accordance with the requirements line manager defines the role for the candidate and quantity
of candidates’ .Line manager takes the approval through prescribed form and duly signed by the
management based on the grade of the candidates.
Rahimafooz Group follows the following hierarchies for approvals according to the grade.
Grade Initiated by First Approval by Final Approval by
G 11 & Above/ Viv/SBU Div MD Group MD & DMD
Manager reporting to COO/HOB/Group
Board Functional Head
Grade 10S Department Head & Div/SBU Div MD/GDMD/GMD
SBU/Div. HR COO/HOB/Group
Functional
Head/GHHR
Grade 8 to 10 Department Head & Div/SBU Div MD/GDMD/GMD
SBU/Div. HR COO/HOB/Group
Functional
Head/GHHR
Grade 5 to 7S Department Head SBU/Div HR Div/SBU COO
Grade 1 to 4 Line Manager/ SBU/Div HR Div/SBU COO
Department Head

After approval Rahimafrooz Group moves on to the next steps of the process which is Job
Posting and Advertisement.
2.4 Job Posting and Advertisement
Rahimafrooz Group follows 2 (e.g. two) ways for job posting and advertisement.
 Internal Job Posting
 External Job Posting
They try to sourcing the right candidates from the internal resources from other departments.
That’s why they goes for “Internal Job Advertisement” through internal media like e-mail,
employee notice boards, internet etc. with a limited period of time that is 7 days. The candidates
must apply through their line manager or department head with given period of time. This also
applicable for internal candidate(s) who applies job from external advertisement.
If company files to find the right candidates from internal resources then they goes for “External
Job Advertisement” through different media like Head Hunter, News Paper Add of Online
Add. All the recruitment circulars are clearly contained the following information
a) Job title & Grade
b) Location & SBU
c) Key Roles & responsibilities (Role Definition)
d) Description of the organization/SBU/department.
e) Last date of application
f) How and where to apply
2.5 Selection and Assessment
Rahimafrooz Group starts the selection process though initial screening. At this stage line
manager and HR sort out applicants through their CV. After screening interview process and
selection panel have been developed based on level of the post. The selection panel may consider
a) Competency based interview
b) Presentation by candidates, Assessment center may be adopted depending on the role &
grade requirements
c) Practical test, Ability tests etc.
d) Ability test & competency review by line Manager for Contract Management who are to
be made permanent in g5-7.
e) Skill demonstration
f) 3rd or final interview by top management
g) For selection the score has to be at least 65% of maximum score
h) Ability Test is mandatory for G5 & G6. A set of ability Tests are available with Group &
SBU HR. Different recruitment tools will be applied as appropriate
i) Under giving circumstances preliminary interview & 2nd interview can be done as one
interview.

2.6 Final Job Offer

Rahimafrooz Group offer the job to the candidate or candidates based on the hierarchy after
final selection. They follow the following steps during offering the jobs.
1. Group HR issues the employment offer for G-10 and above, Division HR for up to G-10
and SBU HR up to G-7S.
2. SBU can offer only approved remuneration or grade. Approval of Group Head of HR
must require for any kind of deviation. Remuneration package will be considered on the
basis of total Cost to Company as per SBU.
3. For G-5 & 6 recruitment, remuneration must be at minimum compa-ration as applicable
to respective SBUS/Div CTC structure.
4. For G-7 & above while preparing the remuneration package, internal peer benchmarking
(within & outside SBU) experience & education background must be taken in 10
consideration & will require validated by Group HR at RACO for ensuring
consistency/equity across the group.
5. Cost of executive search for any recruitment shall be borne by the respective
Division/SBU.
6. The date of appointment to be effective either 1st day or 15th day of the month.
7. Employment Offer letter to be issued to the selected candidate, subject to verification of
all the Educational Certificates (as mentioned in the resume) and reference (if necessary),
The Employment Contract is given on the date of joining.

2.7 Onbording or Joining of New Employees

The following documents to be furnished to Group HR department within 3 days of

joining to start processing payroll.

By the Incumbent
• Updated CV
• Educational Certificated
• Salary certificate from previous employer
• Latest Photograph
• TIN Certificate
• Clearance from previous employer or acceptance of resignation letter
• Application for Employment
By SBU/Div/Group HR
• Recruitment requisition, duly signed by relevant authority
• Interview rating form, duly signed by relevant interviewers
• Offer Letter
• Employment Contract, duly signed by both the parties
• Joining Report
2.8 Probation and Evaluation
1. Any selected candidate irrespective of position shall be placed in probation for six (6)
months.
2. In the event of exception need to change the duration of probation period for a specific
recruitment, approval must be obtained by Divisional COO/ SBU MD.
3. Upon confirmation, the employee will be eligible to receive company’s long term
benefits as per policies.
4. Line manager must carry out at least two probation review- Interim (after 3 months) and
Final (after 6 months)
5. If the employee’s performance is found not up to the expectation during interim reviews
the line manager must clearly identify the competency gaps and help the employee
succeed in the role. This has to be documented and reviewed together with the employee
each month
6. The final review shall refer to midterm review and clearly reflect employee’s competency
level and recommendation for confirmation.
7. In general, no salary enhancement can be made upon confirmation, except for adjustment
in allowance/ pay band, as applicable to the respective grades.

3. Training and Development

Rahimafrooz Group is highly focused on developing the resources through extensive training.
Their objectives is to build the human resources
 As competent to meet the demand and carry out the jobs
 Quality training and developments are ensured by providing necessary skills, knowledge,
competencies, and attributes to the workforce so that the required jobs can be performed
effectively.
 Keep updating the employees of Rahimafrooz Group along with technological and
operational changes and developments.
3.1 Identifying the Requirements of Training and Development
The requirements of training and development is identify by
 Based on performance Appraisal: During the performance appraisal the requirement of
training and development is identified for the individual employee or group of employees
by comparing the performance against the objectives are set earlier due the increasing the
competency of employees.
 Based on the Training and Development Policy: This is the continuous policy which
are followed by the Rahimafrooz Group for the continuous development of employees
and all the employees can be competent enough to adopt any kind of technological and
other kind of changes.
3.2 Process of Training and Development
Rahimafrooz Group keeps the provision of both Local Training and Foreign Training for the
employees. To avail the training opportunities following groups are responsible.
 Employees themselves
 Supervisors and line managers
 Human Resource department
Rahimafrooz Group organizes Local Training in three different ways.
a) Training organized by Group HR: Training team is responsible for the proposal,
planning, approval and implementation of the training. Group HR usually organizes
the training on Leadership, Project Management etc. if any functional training is
necessary which are common through the group will be included here.
b) Training organized by SBU HR: SBU HR is responsible for the proposal, planning,
approval and implementation of the training and cater the specific needs of the SBU.
This will be primarily technical or functional in nature. Budget for such training &
development will be included in the SBU Annual Business plan.
c) Ad Hoc Training and Development: Requirements of such kind of training and
development arises from specific need that were not identified before. The employee,
line manager or HR team may raise the proposal for such kind of training. Such
training & development will include but not limited to on-the-job learning, special
assignment, formal classroom training and development.
Rahimafrooz Group organizes Overseas Training in different ways. They follow the
following steps for overseas training.
i. Based on the development needs and goals of the organization Rahimafrooz
Group sent the employees who are holding key positions and consistent
performer for overseas training.
ii. Any program that cater the specific competency gap and the duration is short
which are conducted by professional training institute, associations or faculties
are applicable for overseas training. Such trainings are based on functional skill,
leadership or management development, and product and service training those
are not available in Bangladesh. Group Head of HR shall ensure appropriate
selection criteria of the overseas training institute/ facilitator.
iii. The budget for such training & development will be as per Annual Business Plan.
SBUs are responsible to cater for the cost for their respective participants from
their SBUs. However, Group OD/Training team may look for the availability of
such requirement of the program on behalf of SBU independently based on the
ABP requirement.
iv. The overseas training & development budget will include program fee (as per
Invoice or e-mail quotations), travel and accommodation (as per overseas tour
entitlement & policy). Individual participants’ will generally raise necessary
documents required to travel overseas and different SBUs participate in the same
program at the same time, to bring consistency & reduce complexity, Group
OD/Training team at RACO can complete the entire process for the participants &
then cross charge respective SBUs accordingly.
v. Executive development program (EDP) for top team shall not be within the
purview of this policy.
vi. Trainee selection criteria
a. It is applicable for permanent (not in probation) employees and who are in
grade 7 & above.
 b. Has potential to move at least one job grade tier approximately within next
two to three years.
c. Demonstrated minimum KRA achievement of 80% in the immediate past
two years.
d. Generally if an employee has taken an overseas training, he/she will not be
considered for any overseas training within next twelve (12) months.
e. The criteria are of above points i and iii will not be product and service
training at the business partners' facilities.
3.3 Evaluation of Training
All training will be evaluated by Group OD/Training team by means of feedback from the
trainee.