Submitted By:

Md. Sazzad Hossin

ID. No: 08093101167
Intake: 19th
Program: BBA
Major in Human Resource Management (HRM)
Bangladesh University of Business & Technology
(BUBT)


Recruitment & Selection Process of
Spencer Designs Limited
The objectives of the study are given below:
1. To know the sources of recruitment followed by
SDL.
2. To identify the recruitment and selection process of
SDL.
3. To find out the problems regarding recruitment and
selection practices of SDL.
4. To recommend some possible measures to overcome
problems.

Types of Research:
This research is a descriptive type of research

Sample unit:
The sample unit of the survey was Accounts
Manager, Marketing& Merchandiser Manager, HR
Manager, S.Merchandiser, S.Co-ordinator, Co-
ordinator, Trainee, and Trainee Assistant Officer
Cash.
In this report I have used both primary and secondary
data. Primary data is the data which is observed or
collected directly from first hand experience.
Secondary data is the data which have already been
collected and analyzed by some else and results are
undertaken for the next process.
Primary data sources:
Through questionnaire
Face to face conversation
Secondary data source:
The data I have collected from the secondary sources
are follows:
Annual reports of SDL (year 2011,2012)
Official records of SDL
Website of SDL (www.spencerdesings.com)
Designation Number of respondent
Merchandiser Manager 1
Accounts Manager 1
HR Manager 1
Commercial Manager 1
Merchandiser 3
Commercial officer 2
S. Coordinator 1
Co-ordinator 1
Trainee Assistant cash 1
Trainee 1
Total 13

Sampling method:
The non- probability sampling method to collect data.



Sample size :
The sample size was 13 respondents
As an intern it was difficult for me to collect information
about the companys internal policies.

It was very difficult to collect information from various
personal for their jobs constraint.

Since the HR manager had to respond to my
questionnaire while they were busy they were busy with
their daily work.

Some of the officers were less interested to respond to
my questionnaire.
Lack of availability of information and data, as in
many cases updated data were not available.

To maintain company secrecy some information are
not mentioned in this report.

At present all employees of Spencer Designs
Limited .are very busy and it is hard to get
appointment with them.
Spencer is a group of company, which is a leading
garments manufacturer and exporter and has its
exposure in this trade since 2001
Is a highly promising 100% export oriented
compliance and ISO certified manufacturing factory.
It has three factories situated in Ashulia.
Company Type :(100% Export Oriented Industry)
Product :100% top bottom
Total Employees:1000
Provide quality garments to ensure total satisfaction
of customers, in terms of workmanship, delivery,
price and services.
Set up the best & the most efficient garments
manufacturing facilities in the country to satisfy the
needs & expectations of the customers.
Human Resource Management is the set of
organizational activities directed at attracting,
developing, maintaining an effective work force.
Definition of Recruitment:

Simple term recruitment is process of seeking and
attracting a pool of candidates from which qualified
candidates for job vacancies can be chosen.


Determine the present and future requirement of the
organization in conjunction with personnel-planning
and job-analysis activities
Increase the pool of hob candidates at minimum cost.
Help for increasing the success rate of the selection
process by reducing the number of visibly, under
qualified or overqualified job applicants.
Help for reducing the probability that job applicants,
once recruited and selected, will leave the
organization only after a short period of time.


Meet the organization legal and social obligation
regarding the composition of its work-force.
Begin identifying and preparing potential job
applicants who will be appropriate candidates.
Increase organizational and individual effectiveness
in the short long team.
Evaluate the effectiveness of various recruiting
techniques and sources for all types of job applicants.

Definition of Selection:

Selection is a screening process. It is the process of
picking individuals who have the relevant
qualifications to fill jobs in an organization.
Recruit policy of Spencer Designs Ltd.
Ensure the right people in the right place
Combination of skills and resources is a must
No discrimination against the applicant on the basis
of sex, color, region , race, age ,national origin or any
other factor
Companys policy is always loyal to the Local law.
No 1 who is below 18 years of age can be hired as an
employee for Spencer Designs Ltd on regular,
contract or temporary status.

The person who is serving in any other companies
whether temporary or permanent under any
circumstances in any capacity is never recruited.

That function heads determines suitable qualification
for any post.

Absolution confidentiality in HR Recruitment policy
must maintain.
Internal sources:
1. Promotion
2. Up Gradation
3. Transfer
4. Temporary Assignment
5. Addition Assignment
External sources:
1. Advertisement in the daily Newspaper-(the
newspaper that are widely circulated)
2. Employee agencies (public agencies ,privet
employment agencies )
3. Professional organization (account associations,
labor union, Management association)
4. Employee Referrals / Recommendation:
5. Recommendation from the current employees about
any person.
1. Assessment of the job:
The following things are the assessed for a job:
Whether the work is difficult or not.
Whether experience is required or not
What are the qualities needed for the work to be
done?
When the work will be started?
Requisition of Recruitment:
The concerned Department Head raise the requisition
of recruitment through the prescribed Recruitment
Requisition From with required information and after
that forward it to the Human Resource Department.
The Human Resource Department than complete its
formality and return it to the concern department.
Last of all the concern department submit the
Recruitment Requisition From to the Managing
Director for approval. The new appoints must be
according to the approved HR budget and must be
approved by the Managing Director.
Attracting application:
Spencer Designs Limited always circulates the job
vacancies by publishing advertisement in national
newspaper. The newspapers that are widely circulated
get preference for accomplishing this task .for
circulating the publishing widely and effectively
Spencer Designs Limited chooses both Bangla and
English dailies. The advertisement includes name of
the position, nature of work, age limits, educational
qualification, qualities and experience required for
the job, job responsibilities and duties, expected
salary, place of the job etc.
Receiving applications:
In the advertisement, potential and confident
applicants are asked to submit their applications
along with their resume, certificates and other
necessary documents within a period of time. Then
the HR department receives all the resumes submit by
the applicants.

Employee tests:
Employment tests are varies from job to job. Such as-
for marketing executing recruitment the physical
appearance or smartness get preference where for HR
executive recruitment managing power gets priority.
Verification of reference and educational
background:
All sorts of certificates are to be checked by the HR
service manager in this stage. At least two references
are needed in order to verity applicants. After
verification the reference and certificates the next is
begin.
Medical check up:
The section process also includes a medical
evaluation of the applicant before the hiring decision
is made. Normally, the evaluation consists of a health
checklist that asks the applicant to indicate health
checklist that asks the applicant to indicate health and
accident information. All sorts of expenses in this
regard are borne by Spencer Designs Limited.
Supervisory interview:

The ultimate responsibility for a newly hired
workers success falls to the workers immediate
supervisor. The supervisor is often able to evaluate
the applicants technical abilities. When super visor
make the final decision, the employment function
provides a supervisor with the best prescreened
applicants available
Interpretation: The above figure shows that 35 %
respondents internal sources, 25% respondents
external sources and 40% respondents agree that both
sources are used for recruitment in SDL.

Comments: SDL use both internal and external
sources to recruit employees

1.What types of sources are used for recruitment in
the organization?
35%
40%
0%
Internal
External
Both
Other
Interpretation: The above figure shows that 50% promotion
14% demotion, 36% transfer and 0 %, transfer are used for
internal recruitment in SDL.

Comments: SDL use promotion, demotion, transfer sources in
the internal recruitment.

Interpretation: The above figure shows that 25% respondents
strongly agree and 37% respondents agree,13% respondents
neither nor disagree and 25% respondents disagree that there
occurs interfere for internal recruitment in SDL.

Comment: as 62% respondents had negative view about
interfere for internal recruitment we can say that there have
interfere for internal recruitment.

Interpretation: The above figure shows that all respondents
answered that the board of directors in SDL are interfering for
internal recruitment 71%, Human resource division 29%.

Comments: board of directors and Human Resource division
of SDL interfere for internal recruitment.

5.Which external sources are used in the organization
for recruitment?
22%
0%
14%
64%
Advertisement
Wail-ins,Write-ins,talk-
is
Head-hunting
Via-intrenet
Interpretation: The above figure shows that SDL uses
external sources-advertisement 22%, head-hunting 14%, and
via internet 64%for recruitment.

Comments: SDL uses advertisement, head-hunting and
recruitment via internet for regular and executive staff.

Interpretation: The above figure shows that all respondents
answered, SDL uses both test of selecting an employee. SDL
uses these tests to select.

Comments: SDL uses both test of selecting an employee.

Interpretation: The above figure shows that all respondents
answered, 60% respondents strongly agree and 40%
respondents agree SDL have talent-hunting program.

Comments: SDL organize this program for getting talent &
potential employees from other organization.

Interpretation : The above figure shows that 40% of
respondents strongly agreed and 60% respondents agreed with
the statement that recruitment and selection procedure of SDL
is systematic.

Comments: So it means that SDL maintain its procedure
systematically.

Interpretation : The above figure shows that 20% respondents
strongly agreed, 35% respondents agreed, 15% respondents were
neutral and 30% respondents disagreed with the statement that
recruitment and selection procedure is fare.

Comments: As 55% respondents had positive view about
recruitment and selection procedure is fare so we can say that
recruitment and selection procedure of SDL is fair. The respondents
who were disagree with the statement; they think that top level
management interferes in recruitment & selection procedure.

Interpretation: The above figure shows that 25% respondents
strongly agreed, 40% respondents agreed with the statement and
35% respondents were neutral about the statement.

Comments: As 65% respondents had positive view and 35%
respondents were neutral about the statement so it means employees
are selected according to the job description and job specification.

Interpretation: The above figure shows that 40% respondents
strongly agree, 35% respondents agreed and 25% respondents
were neutral about the statement.

Comments: As 75% respondents were neutral about the
statement, it means recruitment and selection process of SDL
is satisfactory.

The recruitment process of Spencer designs limited is mostly
fair and transparent.
Spencer Designs Limited uses both internal and external
recruitment channels.
No discrimination against the applicant on the basis of sex,
color, region, race, age, national origin or any other factor.
The company always tries to find out the best people for
recruiting.
Spencer Designs Limited management always prefers the
people who have already completed the Bachelor or Masters
in any recognized public or private universities.

Spencer Designs Limited recruitment circulation gives
through of newspaper and website.
Spencer Designs Ltd management follows a standard
procedure in the selection process.
The management always tries to the best suitable person for
employment.

From the above discussed HR policies and their recommended
changes, Spencer designs limited can achieve the dream they
had been hoping for. Recruitment policies in Spencer designs
limited are tangled and create unnecessary delay in the
progress. This requires a sharp business focus from HR
professionals and the delivery of high quality HR systems that
are integrated into the organization strategy and operations.
The study Recruitment and Selection procedure of Spencer
designs limited under HR revealed that employees are the
most valuable resources for the progress of the organization.
SDL should arrange behavior tests, achievement tests, aptitude
test etc.
Spencer Designs Limited should arrange orientation program
for all new employees. As a result new employees happen to
know the organizational cultural, values, mission, vision etc.
Though Spencer Designs Limited provides inducting training
before placing in job but I think they should provide some
more training related with job.

Some time it seems nepotism but they should avoid it for
100% fair and transparent recruitment.
SDL should sponsor more programs in the magazine and
corporate fairs.
SDL should increase other facilities for job satisfaction.