Recruitment and Selection Process of Eastern Bank Ltd.
Personnel or Human Resource is the vital factor of sustaining an organization whether production or service oriented. In production oriented organization the capacity, skill, knowledge etc. are not so visible to the general public unlike service oriented organization.
May be that’s the reason the service oriented organizations especially the banks are so much sensitive while hiring personnel or Human Resource.
To choice the right person for the right position is not so easy task. Running a bank is not only providing loan and making deposit. Rather a very critical chain of command is maintained over here to provide ...view middle of the document...
One considerable thing is that, the large numbers of its contractual employees. Large number contractual employees of the bank’s total employees are given the opportunity to show their performance, skill, ability, knowledge for a considerable amount of time. If they can perform well, there is a chance for them to be permanent later on.
Of course EBL always pays competitive salary to encourage its dedicated employees.
To patronize the local expatriates EBL never hire foreign expatriates. They take it as part of their Corporate Social Responsibility (CSR).
This is how working in EBL has been a covetable and lucrative offer in Bangladesh now a days.
Objective of the study
By doing the assignment we’ll be able to identify how the bank recruit and select personnel it requires to accomplish its day to day tasks. We’ll also be able to identify the process described in the text and their application in real life scenario in an organization like bank.
By this we’ll be able to differentiate the process between the text and bank practice.
And the most important thing is that, we’ll get a clear idea, how personnel are recruited and selected in a bank, so that we can prepare ourselves according to that level. This will greatly benefit us to get ourselves recruited and selected without any serious hassle and make our career with more flexibility.
Limitations of the study
Usually organization doesn’t want to disclose information regarding their official matters, most importantly those related to management decision.
As our topic, recruiting and selection is more or less close to that we had to face many problems to make them believe that these informations will just be used only for academic purpose.
Then time limitation is another factor. We made many appointments but in many times we had to be frustrated. Sometimes due to traffic jam we could not present in the bank on time and lost our appointment, sometimes the officer gave us time, we went to the bank but the officer went outside for any official assignment, sometimes we could not make appointment on the flexible time of the concerned officer due to our class time and so on.
Source of Data
We have used both sources primary and secondary. We went to the bank (EBL) Head Office 4 times for getting the answers of our questionnaire that is our primary source.
We were given a brochure of the bank actually the annual report 2008 of the bank and we have visited the bank’s website that has worked as our secondary source.
Questionnaires are an inexpensive way to gather data. A well-designed questionnaire that is used effectively can gather information on both the overall performance of the test system as well as information on specific components of the system.
Questionnaires are versatile, allowing the collection of both subjective and objective data through the use of open or closed format questions.
Considering all these facts into account we’d made a questionnaire based on our...