Biman bangladesh internship report

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Biman's corporate body, Bangladesh Beaman Corporation, does business as Biman Bangladesh Airlines under the Ministry of Civil Aviation and Tourism. Biman was founded on October 27, 1972, with the concept of protecting Biman Bangladesh Airlines in the aviation market as a world-class . Beeman has experienced the power of man that it is a really good force, although the administration of Beeman can not work independently because of government interference. At the same time, given the global standard of International Airlines, Beeman lags behind. Labor passengers have the extreme appeal for the carrier of the national flag for their home as hospitality. Corporate von Biman, his story of creation when he first begins his journey to the international route, the management structure of the company, its vision, mission and goals are clearly summarized here. Details of the fleet, executive directors and current personnel status of the company are listed to give pragmatic information to Biman.The main business of the airline is to provide services to its valuable customers. Beeman includes two types of services, such as passenger service and freight. It operates its flights both domestically and internationally. It provides customers with a variety of services, such as hajj flight to , ground processing operator, electronic ticketing services and passenger intelligence services. Beeman has several lucrative subsidiaries such as BFCC and BPC. These subsidiaries provide catering services to their own and other local and foreign airlines. Biman has its own a training centre that provides more training for staff. Introduction: Biman Bangladesh Airlines Limited is the most famous airline in Bangladesh and one of the largest organizations in Bangladesh. Founded in 1972. Its main hub is known as Shahjalal International Airport. His slogan slogan Your house is in the sky. Biman provides international passenger and freight services to Asia and Europe, as well as major domestic routes. To maintain all of these, she needs tremendous human power trained well and competent to view the work. It has a huge human resources department, containing a lot of subspecies. Recruitment and selection unites the Employment Section. The main work of this section is advertising in order to attract suitable candidates and fill vacancies. Recruitment and selection are the main activities among many other human resource management activities. In most cases, the concept of recruitment is misunderstood. Recruitment is the process of identifying potential candidates for actual or expected organizational vacancies. An effective recruitment process requires a significant pool of candidates to choose from, and the more diversity within the group, the better. As a well-known organization, Biman Bangladesh Airlines Ltd can collect a huge number of training Vitas. The recruitment section has two objectives. First, it encourages candidates eligible to apply for a job. Secondly, it does not encourage candidates who are not eligible to apply. Recruiter must provide enough information to enable unqualified candidates to be out of work. After attracting potential candidates, competent staff are selected through the selection process, which is done in the employment section of Biman Bangladesh Airlines.I tried my level best to observe the tasks of this section among many other sections of the Human Resources Division. Scope and Delimitation Report: First, it's time to go through all the stuff. When I was in the Employment Section, it was relatively easier for me to gather the information I needed. The employment section staff were very friendly to help. Their behavior, attitude and helpful mentality helped me to gather the necessary information and complete my studies. The environment is much more peaceful. And obviously, my teacher's management convinced me to continue my research. Finally, all my gratitude goes to Allah. Allah has made me successful to complete this study, which is the best planner among planners. Basically there are many limitations regarding this study. As an intern it is pretty much difficult to manage all the information as well from such a large organization. The limitations of the study are not enough to understand all aspects of recruitment and selection in the employment section at Biman Bangladesh Airlines Ltd.Although I received the necessary information, I could not ask a few sensitive questions about recruitment and selection due to organizational confidentiality. The Human Resources Information System (HRIS) does not exist at Biman Bangladesh Airlines Ltd. many pages. Everything is ready Microsoft Excel.Recruitment and a selection of complex tasks. If it is a large organization like Biman Bangladesh Airlines Ltd, it becomes increasingly difficult to perform tasks. The famous acquaintance of Biman Bangladesh Airlines Ltd because of previous corruption forced me to interrogate many people. The HRC Department is in a transitional phase. It is still known as the administrative sector. Thus, modern HRM concepts do not follow in many HR sectors. The goals of broad purpose reports: The broad purpose of the study is to know about the system of recruitment and selection of Biman Bangladesh Airlines Limited. Specific Goals: To learn about the personnel policy of Biman Bangladesh Airlines Ltd.To focus on HR planning Biman.To reveal the selection process followed by Beeman Bangladesh Airlines Ltd. to highlight the various tests in the selection process. To know the problem facing the recruitment and selection of people for Biman.To provide some suggestions for improving the system's methodology of research, including sampling, data collection, data analysis, etc. is now detailed below, Sampling Plan: Sampling Elements: Biman Bangladesh.Sample Size: For this project I chose a number of 20 Biman Bangladesh.Sampling: Non-probability sample convenience. Data sources: I collect mainly from primary and secondary sources. First source: Practical jobs are the main sources of information. Face to face talking to the officers. Direct observations. Face to face conversation with employees. I collect information by filling out questionnaires. Secondary sources: Secondary sources are widely used to make the Report more meaningful and pre-prehensible. Secondary sources are the annual biman BangladeshFiles and Folders.Daily Diary (containing my practical orientation activities in Biman Bangladesh) that was supported by me. Websites.Data Analysis: I used SPSS software to analyze the data. Limitations of the study: There are some limitations in our study. We encountered some problems during the study, which is mentioned below) Lack of time: the period of time of this study is very short. We had only four weeks in my hand to complete this report, which was not enough. So we couldn't go into the depth of the study. Sometimes officials were busy and busy and couldn't give me much time. ii) Insufficient data: Some desired information can't be collected due to confidentiality. Once upon a time they didn't want to control me from their official work.iv) Other limitations: As we're new, there's a lack of previous experience in Problem. And many practical questions were written of my own own that can vary from person to person.Organizational OverviewBiman Bangladesh on view: Beeman Bangladesh Airlines Ltd. is the most famous airline in Bangladesh. It is widely known as Beeman. Biman Bangladesh Airlines Ltd is the flagship carrier of Bangladesh Airlines. As a member of IATA, it flies passengers and cargo to 16 international destinations in Asia and Europe. It goes to most destinations directly or through a stopover. A convenient transfer service from to regional destinations is readily available. Biman is known for its well-trained and dedicated team with notable safety standards. The airline's flight booking and management system and other communication systems are fully computerized. Biman is now committed to making the airline more attractive to its valued passengers by prioritizing greater comfort. Its main hub is Shahjalal International Airport in Dhaka and also operates flights from Shah Amanat International Airport in , earning income from a connecting flight to Osmani International Airport in Sylhet. Biman provides international passenger and freight services to Asia and Europe, as well as major domestic routes. The airline has air service agreements with 42 countries, but only flies to 16 countries. The airline was wholly owned and operated by the Government of Bangladesh until 23 July 2007, when it was transformed into the country's largest limited liability company by the interim government of Bangladesh. The airline is headquartered in Kurmitola, Dhaka.In in addition to its own aircraft, Beeman's ground processing unit also supports Airlines, Thai Airlines, , , , Airways, Air, Saudi Arabia, , PIA, Indian Airlines, Dragon Air, Druk Air, etc.at Hazrat Shahjal international airport, Dhaka.Biman VisionTo create Biman Bangladesh Airlines Ltd. in the aviation market as a world-class airline. Mission: Provide safe, reliable, efficient, efficient, cost-effective, cost-effective and properly coordinated air transport services and meet customer expectations while earning sustainable profits while continuing to be a caring employer. The main objectives are to ensure and develop safe, efficient, adequate, cost-effective and well-coordinated air transport services, both domestic and international. Major activitiesAir passenger transportation,Air freight. Non- core enterprises/activities of ground and cargo processing services for and Foreign AirlinesEngineering ServicesBanglades Airlines Training Center (BATC)Beman Flight Center For Food (BFCC)Beman Poultry Complex (BPC) Motor TransportMedical ServicesBiman Print PressPartmental Business with Abacus (National Marketing CompanySource:Biman CompanySource:Beman The airline was founded on January 4, 1972 as Bangladesh's national airline under Bangladesh's Biman Decree (Presidential Decree No. 126). The launch of the flagship was initiated by 2,500 former employees, including ten Boeing 707 commanders and seven other pilots of Pakistani international airlines, who submitted a proposal to the Government on 31 December 1971 after Bangladesh's independence. The airline was originally called Air Bangladesh International, but was soon changed to its current name. Fokker F-27 Friendship Of Biman at Kolkata Airport in 1974On February 4, 1972, Beeman began his internal services, initially linking Dhaka with Chittagong, Jessor and Silkhet, using one Douglas DC-3 purchased from India. After the crash of this DC-3 on February 10, 1972, near Dhaka, during a test flight, two Fokker F27s owned by Indian Airlines and supplied by the Indian government entered the fleet as a replacement. Shortly thereafter, additional power was provided by the inclusion of the Douglas DC-6 provided by the World Council of Churches, which in turn was replaced by the Douglas DC-6B, leased from Troll-Air to operate the Dhaka-Kolkata route. On March 4, 1972, Biman began its international operations with a weekly flight to on a Boeing 707 chartered by British Caledonian. On 3 March 1972, the Fleet was supplemented by a Fokker F27 aircraft from India; On 28 April 1972, the aircraft was used daily on scheduled flights between Kolkata and Dhaka. Three more Fokker F27s were purchased in March and September of the same year. In its first year, Beaman operated 1,079 flights with just over 380,000 passengers on board. Biman Bangladesh Airlines Boeing 707-320C at London in 1981 Four Fokker F27s joined the fleet in 1973, allowing Beeman to double the frequency of Kolkata's flight to two times a day. The Boeing 707 was added to the fleet in September, and the flight to London was twice a week, while the Chittagong-Calcutta flight also began operating. In 1974, operations were extended to (February), (November) and (December). In 1976, Beaman sold two of his Fokker F27s and bought another Boeing 707 to expand international services in , and . Singapore was added to Biman's list of international destinations when the third Boeing 707 was purchased in February 1977, followed by , and Amsterdam the following year, which also saw the purchase of its fourth Boeing 707. In 1977, Beaman was transformed into a public sector corporation, which will be managed by a board of directors appointed by the Government. The airline broke even for the first time in 1977-78, and made a profit the following year. International destinations have expanded to include Athens, and Tripoli in 1979, followed by Tokyo and Dakhran in 1980.A Biman Bangladesh Airlines A310-300 at London Heathrow Airport in 2005.In 1983, three Douglas DC-10 joined the fleet and the airline began to phase out Boeing 707s. On 5 August 1984, Beeman was involved in the worst accident when a Fokker F27 flying from Chittagong crashed near Dhaka, killing all 49 people with all 49 people on board. The long-haul fleet was then supplemented with the purchase of two new aircraft in 1996, followed by the addition of two more in 2000 from and Air Jamaica, and in 2003.In financial year Beeman was carrying 1.15 million passengers, a 70% increase from the previous decade. However, with the increase in the number of private domestic carriers in Bangladesh, Beaman's share of the domestic passenger market declined by 35 per cent compared to the previous 10-year average, with only 162,000 passengers travelling with Beeman in the domestic sector in fiscal year 2005-2006. During the same period, Beaman reported its largest annual loss of more than $120 million ($8.3 billion in 2010) and a loss of $100 million ($6.9 billion in 2010). Beaman also lagged behind millions of dollars in payments to its fuel supplier, the Bangladesh Petroleum Corporation. Privatization: Faced with growing losses since the late 1990s, the government offered 40 percent of Biman to foreign airlines in 2004, hoping that the buyer would take over the management of the carrier. However, the proposal required that many decision-making rights remain in the Government of Bangladesh, a proposal that was ignored by outside airlines. A similar initiative in 1998 cost Beaman $1.6 million in consulting fees without results. Biman's rebranding in 2010, scrapped after 2 monthsIn May 2007, the interim government approved plans to turn Beaman into a public limited company with shares split between seven public sector organizations. As part of the restructuring, the Government has adopted a voluntary retirement system (MERS) to reduce the ratio of human- equipment (MER) by 367:1 (labour-to-aircraft ratio). The industry average at the time was 200:1, while other Asian airlines worked with MERs around 150:1. THE IRS has provided the Government with compensation of more than $40 million from the World Bank. Beaman's management had hoped to reduce its workforce by 1,600, but received 2,162 applications, many of which were dismissed without any benefit or in the case of a non-emergency allowance. Beaman accepted 1,877 applications and confirmed that key personnel would not be allowed to leave the organization through the IRS. On July 23, 2007, Biman Bangladesh Airlines became the largest publicly traded company in Bangladesh. Previous offers The airline to be renamed Bangladesh Airlines have been rejected. The government is the sole shareholder of 1.5 billion shares, but intends to offer 49 percent to the private sector, while retaining a controlling stake. The previous Managing Director, Dr. Abdul Moman, was appointed Chief Executive Officer (CEO) and Managing Director of the new organization. Six directors have been appointed from the ministries of energy, trade, finance, civil aviation, foreign affairs and cabinet, and the Cabinet Secretary assumes the role of Chairman of the Board of Directors. Seven secretaries and the joint secretary of the Ministry of Civil Aviation became the seven shareholders of the new PLC. In September 2008, the government appointed Air Commodore zahed Kudduza (retired) as CEO. From 2002 to 2005 Kuddus was chairman of the Bangladesh Civil Aviation Authority (CAAB), before that he held various positions in the Bangladesh Air Force.After privatization, the initiative was started by former Biman employees who left the organization via VRS to create a rival airline. Names offered for the airline included Air Bangla International, Biman Employees Airlines and Balaka. They were joined by Biman's previous managing directors, as well as the former president of the Bangladesh Airlines Pilots Association. However, nothing more was heard about the proposed enterprise. Management:Biman Bangladesh Airlines Ltd. has been wholly owned by the Bangladeshi government through the Beman Bangladesh Corporation since its launch. In 1977, Beaman was transformed into a public sector corporation that granted Beaman limited autonomy, led by a government-appointed board of directors. Biman Bangladesh Airlines Ltd. has a huge workforce. Labor Status, as of May 31, 2010, is below: Employee LevelPermanent and ContractCasualThalMD - CEO01-01Executive Director05-05Cockpit Crew146-146General Manager - Equivalent14-14Dy. CEO - Equivalent33-33Manager/Asst. Manager/officer - Equivalent7244569Staff228014493729Total32031494444444444444697Table 1: LevelSo, a total of 4,697 people work in Beaman at various levels, of which 2,800 and 400 of them work on a permanent (holding P number) - contract (holding numbers G) basis. 1494 people work on a random basis (with numbers C). Thus, the IER (Man-Equipment Ratio) is 392:1, which is an issue that should be considered as an industry standard 200:1 and other airlines in Asia has kept it around 150:1. However, there are some reasons for this high MER. Compared to other Asian airlines, which operate many regional flights on narrow-fuss planes in its fleet. Thus, the number of aircraft is poor compared to the labor force, although The passengers are quite large. In addition, many of the functions that other airline outsourcing are done in-house. House. for example, engineering, GSE, ground processing, road transport, etc. non-core operations are not outsourced. These departments can be made by subsidiaries, which Singapore Airlines did a long time ago. Even an E- ticket isn't outsourcing either. It would be a significant reduction in the labour force if these services were outsourced and the IER would be within the limit. Hierarchy of Management:Position Is Currently Managing Director and CEO ofAir Cadr. Mohammad Sakiul IslamDirector of Customer ServiceA. M. Mosaddik AhmedDirector of Engineering and StoresWg. Cdr. MM AsazuzzamanDirector of Flight OperationsCapt. Sk. Nasir Uddin AhamedDirector FinanceKamal Uddin AhmedDirector Of PlanningCapt. Sarkar Kamal SayeedDirector of Marketing and SalesMohammad Shah NewazDirector AdministrationRajpati SarkarTable 2: Management Hierarchy Of Value Service: Trusted: It begins with a commitment to personal and corporate integrity. Attributes: honest, fair, reliable, responsive and consistent. Collaboration: Working together with colleagues and our customers to provide services that are better than what we can do individually. Attributes: Respect, listening, learning, contribution, individual, scalable and reliable. Innovative: Applying technology, processes and methods in a new way to provide quality services. Attributes: creative, unique, relevant, practical, proven and valuable. Effectively: Focus on improving our own efficiency without diminishing the strength of our relationship and commitment to our client. Attributes: streamlined, economical and friendly. Global/Local: People and tools that support global, regional, local customer operations around the world. Attributes: networked, coordinated, responsive and familiar. View on operating and financial performance: Biman Bangladesh Airlines Limited Said the Company had made a consolidated loss of TK. 80.14 crore during 2009-2010.During the fiscal year 2009-2010, Beeman earned total income TC. 2,913.60 crore including income from hajj operation TC 290.17 crore. Last year 2008-09, it was Tk. 3,012.82 crore including revenue from Hajj Operation Tk. 298.82 crore. Revenues from passenger traffic accounted for about 77.87% of the airline's total operating revenue. Cargo turnover and excess baggage were 8.22% and 1.27% respectively. It can be noted here that due to the capacity constraints, Beeman was unable to take full advantage of the cargo market, Beaman brought the shipments under automation, and another modern marketing mechanism was created to optimize revenue with the planned increase in the fleet. Due to age-related aircraft and fleet restrictions, even with leased aircraft in the second half of the year, Beaman was unable to achieve satisfactory schedules during the period under review. In connection with the modernization of the fleet, Beaman signed an agreement with Boeing in April and May 2008 to purchase 10 new new economical arcraft. Other strategies have been adopted to restore existing fleet constraints, improve efficiency and create an image. One 777-200er and two 777-200 aircraft joined the fleet in January 2011. The Company's activities :D The rectors would like to highlight some significant achievements during this period, as well as the experience and future plan of the company's activities. All Economy Class:Biman continued to receive additional revenue through the all-economy operations of its DC10-30 fleet, which increased its economy-class capacity by 15 percent. However, with the rebranding initiative currently in the process of improving Beaman's image, the operation of the dc10-30 fleet will be limited to selected routes only in the coming days. Operation Hajj: Beeman has the honor of being able to serve hajj pilgrims. During the financial year, it successfully transported 31,700 hajj pilgrims to Saudi Arabia, 54 hajj and 32 scheduled flights from Dhaka and Chittagong. Last year, Beeman carried 29,604 Hajj pilgrims on 40 hajj flights and 34 flights. Direct service DAC-LHR-DAC:Biman has introduced special direct flights on the DAC-LHR-DAC route since March 2010. It can also be noted that there are no direct flights from DAC-LHR-DAC by other Airlines.Network : Beeman had 22 destinations in its network, including 02 domestic destinations. Work at some destinations has been suspended due to persistent losses. This initiative has reduced the losses. With the induction of additional aircraft, some of the suspended routes have been restored. The operation in New York is expected to resume soon. New Look of Marketing and Sales Team: As part of the reorganization plan, the Marketing Division was restructured to prepare the airline for a highly competitive market environment. The reorganized marketing approach focuses on revenue from passenger, freight and other businesses. By collaborating with Boeing, Biman has created a PC-based intranet that allows quick decision-making. This state automatic system will take help from various Office Management Software that will make conventional decisions very convenient. Migration Bookings and SITATEX ServicesBiman have used Dumb Terminals for their booking services for the past two decades. In addition, the old version of SITATEX played an important role for messaging services, Beman entered the next generation network and replaced Dumb Terminals and old PCs for the entire network. To do this, they introduced IP-VPN (Internet protocol - Virtual Private Network) for the network side and replaced desktop computers with branded PCs. This migration leads to access to high-speed data transmission. They currently have a world standard clause SITATEX services. AIRLOGICA (DATA Mining Technology) Working in partnership with GDS is very important. It is equally important to keep the cost of GDS at a rational level. Beeman signed an agreement with AIRLOGICA. It uses sophisticated data collection techniques to help airlines fully assess the costs of the Global Distribution System, allowing the user to select reports and perform special requests. Billing and Settlement Plan (BSP) In 2008-09, Beaman initiated efforts to bring his station under BSP. By the end of 2008- 09, all Beeman stations were brought under BSP, except Rome because of the local market scenario. BSP is a system designed to facilitate and simplify the sales, reporting and US procedures of IATA accredited passenger sales agents, as well as improve financial controls and cash flow for BSP Airlines. The truly worldwide system, at the time of the 2008 closure, had 88 BSPS covering 160 countries and territories serving 400 airlines, while gross sales processed amounted to $239 billion. BSP simplifies the overall distribution of the airline burden, as agents issue sales report and one amount to a central location, airlines receive a single settlement covering all agents and most major sales agents in the form of reported sales. This led to savings for both Beeman and his agents. Beeman not only participated in BSP, but also made it mandatory for all his agents. Agents now deal with Beeman in a safer environment with reduced financial risk. The Freight Account Payment System (CASS)Biman is also one of the first airlines to introduce cargo account payment systems (CASS) designed to make it easier to bill and settle bills between airlines and freighters. It works on the CASS link and advanced global web allows for electronic billing solutions. CASS gives a dual solution because it replaces the airline's traditional paper based on invoicing.b) Agents manually manage these accounts, while all benefit from increased financial controls and improved cash flow like CASS's success rate of success in fundraising is almost 100%. CASS has been fully operational this year with 27 cargo forwards and 4 Airline members. Under the IATA mandate, E-freight will be 100% implemented worldwide. Bangladesh should immediately sign the 1999 Montreal Protocol, or the 2004 Montreal Protocol, in order to introduce electronic cargo to Bangladesh this year. Passengers Intelligence Service (PaxlS) In early 2008, Beaman took the lead in implementing PaxlS, powergul and the main market intelligence tool for air travel analysis, which was finally implemented in May 2009. PaxlS, a product developed by IATA's Business Intelligence Service, is nost comprehensive database passenger market available today, with more accurate, reliable and accessible data collected IATA Billing and Settlement Plan (BSP). PaxlS reports have published ticket information from more than 400 carriers covering 82 BSP offices. Currently, the product is widely used for network planning, fleet marketing planning and agency monitoring and performance analysis. E-Ticketing After the sale of E-tickets in 2007-08, within the dead line of IATA, Beeman continued to make improvements in this area. Thanks to the introduction of the exit control system in RLIH, JED and CGP, e-ticket travel from these stations has become smoother. Interline E-ticket agreements were signed with 9 other airlines. The launch of online booking EngineBiman has introduced an online booking system (IBE) for the airline's booking and ticketing system. By introducing IBE into the airline's ticketing system, passengers will now receive direct information about airline schedules and be able to make reservations. Internet Booking Engine (IBE) is an app that helps the travel and tourism industry support booking over the Internet. This helps consumers book flights, hotels, holiday packages, insurance and other online services. This is a much needed application for the aviation industry as it has become one of the fastest growing sales channels. With the introduction of Internet Booking Engine (IBE), the airline has managed to make a direct impact on customers. Again, IBE will help Biman reduce additional costs and support instant booking and payment. Improving profitability Taking into account the practicality of different markets, passenger demand, seasonality and the activities of competitors, Beaman's fare were re-fixed in many sectors on the higher side, after proper consideration from time to time that gave in positive generations of income. In accordance with the practice of well-known airlines, new RBDs (different fare structures of the same class, depending on booking time) have been created and improved to increase revenues. Non-stop services B-777Introduction non-stop services B-777 at DAC-LON-DAC and DAC-ROM-DAC sectors has helped Beeman maintain/improve its ethics in the face of stiff competition from other indirect operators. Biman has strengthened its position in the UK market as this non-stop service has proved very popular with the Bangladeshi ethical community. The operation of the B-777 in Singapore and Kuala Lumpur for 3 months in the 2009-10 financial year, before using it in the London and Roman sectors, helped Beeman carry huge labor, tourism and business traffic from different locations, especially from Kathmandu. Literature ReviewKustomer Satisfaction: Consumers are individuals with likes and dislikes. When the preponderance of people in a particular group somehow feels about the product, the service, the essence, the person, the place or the things, as they say, a generalized consumer attitude that can affect that person, product or organization is on a positive or negative side. Marketers tend to influence consumer attitudes, and understanding the prevailing relationship is the first step to changing it if necessary. Therefore, it is very important to know customer satisfaction in all areas. Service quality: The quality of service affects customer satisfaction by delivering performance (real benefits). The quality of service is a focused assessment that reflects the customer's perception of a specific aspect of service: reliability, responsiveness, confidence in empathy, touch. Satisfaction, on the other hand, is more inclusive: it is influenced by perceptions of quality of services, quality of products and prices, as well as situational factors and personal factors. The importance of customer satisfaction in foreign currency: Foreign currency is a process that converts into one national currency to another and transfers money from one country to another. Foreign currency is the section of economic science that deals with the means and methods by which the right to wealth in the currency of one country is covered by the rights to wealth from the point of view of another country's currency. It included a study of a method that exchanges one country's currency for another's currency, the reasons why such an exchange is leased, the forms that the exchange can take and the exchange rates are affected. The Bank plays an important role in our economy regardless of whether inside or outside Bangladesh. A foreign exchange bank can play a vital role in any economy. For this reason, it is very important to ensure proper customer service in this sector. Analysis and interpretation of data analysis and interpretation of data policy: Biman Bangladesh Airlines Ltd. has a policy to expand its business in the future. Because of this, Beaman needs more knowledge to create it as a profitable organization. As I mentioned earlier, Beaman is going to buy new planes in the years to come. These aircraft require more pilots and flight attendants. Currently they don't have an exact plan for what, how many employees they will recruit, but they do have a plan to expand the workforce. HR planning: They have a plan for the future to recruit people for their new aircraft. Staff planning is mainly done by the Organization and Method Section. The future recruitment plan is approved by the Board of Directors. To make future demand for hr, Beeman has to think about several factors. First, they think about the sector they need workers in. Is it official, manual or IT work? They consider the right people qualitative and quantitative prospects. For example, they need to have more pilots in order to launch new aircraft coming in a few years. Before that, Beaman trains cadets at his own training center and sat that they will recruit. Because of retirement, retirement, for lower revenues, Beeman will reduce its workforce in several sectors, but this will again increase the workforce to several sectors. Succession planning is being prepared to fill vacancies within the country through promotion. The Employment Section only recruits and selects people. When demand for labor, they think about the budget. Beeman needs to think about possible sources where he can find the right candidates. If Beeman advertises job ads online only, as www.bdjobs.com, www.A1jobs.com, www.prothomalojobs.com and his own website, he will get fewer candidates than providing advertising on daily newspapers. Because at The Upazilla level, there are many qualified candidates who are not yet familiar with browsing the web. Thus, Beaman must choose an advertising tool and the place from which he will choose candidates. Because of the state quota system, Beeman needs to think about the whole country. He has planning what types of candidates they will choose. Would they give preference to candidates from either national universities or private universities? That's what they think. They think about the situation in the labor market. To fill the junior position of assistant movement, Beeman asks candidates who have at least one Division 1 and do not have a 3rd division. A few years ago, she didn't ask for at least The First Division. People are now more educated. So Beeman asks for candidates with higher qualifications. Beeman makes future demand for hr so that there will be no shortage or excess of staff. But sometimes you can see a deficit or surplus scenario. This is due to the practitioner of nepotism in Biman. On several occasions, Beaman must satisfy the request of ministers and members of parliament. In this case, Beaman's human resources department must lose its independence in order to make a decision. Job Analysis: Work analysis is the main tool for collecting work-related data. This process results in the collection and recording of two data sets, including job descriptions and job specifications. Any vacancy cannot be filled until the HR manager has these two data sets. They need to be accurately identified to fit the right person in the right place and at the right time. This helps both the employer and the employee to understand what exactly should be delivered and how. Both job description and work specification are important parts of job analysis information. Writing them clearly and accurately helps Biman Bangladesh Airlines and employees cope with many problems while on board. Although the work description and specifications are not legal requirements of Biman Bangladesh, they play a vital role in obtaining the desired result. datasets help determine the need, value, and amount of work you need. Job description: A job description is a list that a person can use for common tasks or functions, and Position. It can often include who posts reports, specifications such as qualifications or skills needed by a person at work, or salary range. The job descriptions are usually narrated by The Beman Bangladesh Airlines, but some may instead make up a simple list of competencies; for example, strategic human resource planning methodology could be used to develop an organization's competency architecture from which job descriptions were structured as a shortlist of competencies. Job description: Job description is usually developed through work analysis, which involves examining the tasks and sequences of tasks required to complete a job. The analysis takes into account the areas of knowledge and skills required for the work. Work usually includes several roles. Job description can be expanded to form a person's specification or may be known as The Timeline of Roles and Responsibilities: Biman Bangladesh Airline job description can include relationships with other people in the organization: level of oversight, management requirements, and relationships with other colleagues. Goals: The description of Biman Bangladesh Airline's responsibilities should not be limited to explaining the current situation or work that is currently expected; it could also set targets for what could be achieved in the future. The job description of Biman Bangladesh Airline is a written statement about what an employee does, how it is done, under what conditions and why. Beeman has job descriptions for each assignment. I included two job descriptions in my app. Before hiring an employee, Beaman outlines the activities of this particular work. For example, in advertising a manger vacancy in the Employment Section, Beaman says that the manager should regulate all activities related to recruitment and selection of staff. The nursery must ensure that the recruitment procedures that are intrusive by management are properly implemented. He/she must integrate the purpose of the Employment Section with the overall mission of Beman Bangladesh Airlines Limited. Restrictions: Prescribing job descriptions may be seen as an obstacle under certain circumstances: job descriptions may not be appropriate for some senior managers, as they should have the freedom to take the lead and find new fruitful directions; Job descriptions can be too inflexible in a fast-paced organization, such as in an area subject to rapid technological change; other changes in the content of work can make the job description obsolete; The process that an organization uses to create descriptions responsibilities may not be the optimal purpose of job description The main purpose of job description is to collect work-related data to advertise a particular job. This helps in attracting, targeting, recruiting, and selecting the right candidate for the right job. This is done to determine what be delivered in a specific job. It explains what employees should do if they are selected for that particular vacancy. This gives the recruitment staff a clear idea of which candidate a particular department or unit needs to perform a particular task or job. It also explains who will tell whom. Work Specification: Also known as employee specifications, work specification written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform the job, work-related responsibilities and other unusual sensory requirements. It also includes overall health, mental health, intelligence, ability, memory, judgment, leadership skills, emotional abilities, adaptability, flexibility, values and ethics, manners and creativity, etc. Purpose of work specification: Described based on job description, work specification helps candidates analyze whether or not applicants are eligible for a specific vacancy. This helps the organization's recruitment team understand what level of qualification, quality and set of characteristics should be present in the candidate so that he or she has the right to open a job. The work specification provides detailed information about any job, including responsibilities, desired technical and physical skills, conversational abilities and more. This helps in choosing the most suitable candidate for a particular job. The job description and the specification of the work are two integral parts of Beaman's analysis. They define the work fully and guide both the employer and the employee on how to go about the entire recruitment and selection process. Both data sets are extremely relevant to create the right fit between work and talent, assess performance, and analyze training needs, and measure the cost of a particular job. MANAGEMENT RESOURCES PLANNING: A good personnel plan will almost always include a management resource plan. The purpose of such a plan is to provide strategies, tools, technologies and expertise to plan and develop current and potential management human resources in order to provide better biman management. Cm. The following figure for the biman Bangladesh Airlines management planning model.The main strategy is to acquire and develop tools and resources to meet long-term management needs; consult on group and individual strategies and development. The call for increased productivity from managerial professional and technical positions ultimately leads to improved individual productivity. 4.5 Job DesignJob Design Follows Job Analysis, i.e. Is the Next After analysing the work. It aims to set out and Beaman tasks, responsibilities and responsibilities into a single unit of work to achieve certain goals. It also sets out and relationships that are essential to Beaman's success. Simply put, this applies to the fact that how much, how much and order tasks to work/s.Job design essentially involves integrating work responsibilities or content and certain qualifications that are required to perform the same. It makes the responsibilities of employment very clear and helps to attract the right candidates for the right job. Then it also makes the work interesting and specialized. There are various steps related to design work that follow the logical sequence, the ones that have been mentioned before. The sequence is this: What tasks are needed for e or what tasks are part of the job? How are tasks performed? How much do you need to complete the tasks? What is the sequence of these tasks? All of these questions are designed to get a clear definition of a particular work and thus make it less risky for the person doing the same work. A well- defined work encourages a sense of achievement among employees and a sense of high self-esteem. The entire design work process aims to address various problems within the Biman installation, those that relate to those describing the work and related relationships. The following areas are more specific: Check the overload. Work check under load. Ensure that the tasks are not repetitive in nature. Ensure that staff do not remain isolated. A clear definition of working time. A clear definition of workflows. The aforementioned factors are that if not care about the result in creating stress within the staff. Benefits of Work Design: The following benefits of good design work by Biman Airlines: Employee Entry: Good design work allows for good work feedback. Employees are able to change tasks according to their personal and social needs, habits and circumstances in the workplace. Employee Training: Training is an integral part of design work. Contrary to the philosophy of leaving them alone, the design work puts due emphasis on teaching people in order to be well aware of what their work requires and how it should be done. Work/Vacation Schedule: Work Design offers good work and a rest schedule, clearly defining the number of hours a person has to spend in their work. Adjustments: Good design work allows adjustments for physically demanding jobs by minimizing the energy spent doing the work and by aligning the workforce requirements for the same. Job development is a continuous and ongoing process to help employees make adjustments to workplace changes. The aim is to reduce increased employee motivation and engagement in the workplace. Factors influencing designA work clearly defined work will make the job interesting and satisfying for the employee. The result is improved productivity and performance. If the job is work to seem persuasive or interesting and leads to employee dissatisfaction, this means that the work must be reworked based on feedback from employees. In general, various factors influence the design of Biman's work, which can be classified under three heads. These include: Organizational FactorsOcoral Factors Organizational Factors:Organizational Factors influence work design may be work character or characteristics, work flow, organizational practice, and ergonomics. Work Nature: There are different elements of work and design work required to classify different tasks into work or a consistent set of jobs. Different tasks can be planning, performing, monitoring, monitoring, etc., and all of this should be taken into account when designing work. Ergonomics: Ergonomics aims to design workplaces in a way that that the physical abilities and individual traits of employees are taken into account to ensure efficiency and productivity. Workflow: The type of product and service often determines the sequence of the workflow. You need a balance between different product or maintenance processes, and this ensures the design of the job. Culture: Organizational culture determines how workplace tasks are performed. Practice is the methods or standards set out to accomplish a particular task. Such practices often affect the design of work, especially when the practice is not in the interests of trade unions. Environmental factors: Environmental factors have a significant impact on design work. These factors include both internal and external factors. Beeman includes factors such as the skills and abilities of employees, their availability, and their socio-economic and cultural perspectives. Employee Availability and Ability: Skills, abilities, and availability of employees play a critical role in job design. The above-mentioned factors of the staff who will actually do the work are taken into account. Designing work that is more demanding and above their skills will result in lower productivity and employee satisfaction. Socioeconomic and cultural expectations: Workplaces are now becoming more of an employee at the center rather than a process at the center. Therefore, they are designed to account for employees. In addition, the literacy rate among workers is on the rise. Now they require jobs that are to their liking and competence and which they can perform best. Behavioral Factors: Behavioral Factors or Human Factors are those that relate to human necessity, and which must be met to ensure productivity in the workplace. Beeman include such as autonomy, diversity, feedback, etc. The brief explanation of some is below: Autonomy: Employees should work in an open environment, not one that contains fear. It promotes creativity, independence and increases Feedback should be an integral part of the work. Every employee should receive proper feedback about their work. Diversity: Repetitive jobs often make the job monotonous, leading to boredom. The work should carry a sufficient variety and variety, so that it remains interesting every day. The variety of jobs/diversity should be given due importance when designing work. Using skills and abilities: Jobs should be employees, not process at the center. While due consideration should be paid to the latter, but jobs must be designed in such a way that the employee can make full use of his abilities and do the job effectively. Recruitment strategies: Recruitment is the most important role for human resources professionals. The level of performance of Beeman Bangladesh Airlines depends on the effectiveness of its recruitment function. Organizations have developed and are following recruitment strategies to recruit the best talent for their organization and make the best use of their resources. A successful recruitment strategy must be well planned and practical to attract more and more good talent for use at Biman Bangladesh Airlines. it's almost an endless process. It is impossible to fill all positions at once. It is therefore necessary to identify positions that require immediate attention and action. In order to maintain the quality of recruitment activities, it is useful to prioritize vacancies, whether to focus on all vacancies equally or to focus on key jobs in the first place. Target Candidates: The recruitment process can only be effective if Biman Bangladesh Airlines fully understands the requirements of the type of candidates that are necessary and useful to the organization. This covers the following parameters as well: The level of performance required: the different strategies needed to focus on the employment of high performers and average performers. The level of experience required: the strategy must be clear as to what level of experience Biman Airlines requires. The experience of a candidate can range from more recent to experienced senior professionals. Candidate category: The strategy must clearly define the target candidate. He/it can be from the same industry, different industries, unemployed, leading industry performers, etc. Recruitment sources: The strategy must identify different sources (external and internal) recruitment. Which are the sources that will be and focus on recruitment for different positions. The direction of staff is one of the most effective sources of recruitment. Trained recruiters: recruiters interviewing other recruitment activities should be well-prepared and experienced to carry out these activities. They should also be aware of basic parameters and skills (e.g. behavioral, technical, etc.) in order to focus on interviewing and selecting a candidate. How to evaluate candidates' different parameters and ways of evaluating them, i.e. the entire recruitment process should be planned in advance. As rounds of technical interviews, HR interviews, written tests, psychometric tests, etc. Factors influencing the recruitment efforts of the Inner Force i.e. factors that can be controlled by Biman: THE MARKET POLITICS Personnel policy sets the goals of the set and provides the basis for the implementation of the recruitment programmed. It may include the establishment of an organizational system for the recruitment and procedures programme by filling vacancies with the most qualified people. FACTOR, STRING ON RECELING POLICY - Organizational goals - Personnel policy of the organization and its competitors. Preferred sources of recruitment. Recruitment costs and financial implications. HUMAN RESOURCE PLANNING Effective human resource planning helps identify gaps in the organization's existing workforce. It also helps in determining the number of staff to be recruited and what qualifications they should have. SIE FROM FIRM The size of the firm is an important factor in the recruitment process. If the organization plans to expand its activities and expand its business, it will think about hiring more employees who will be engaged in its activities. Thus, COSTRecruitment bears costs for the employer, so organizations are trying to use the source of hiring that will carry the lower cost of recruitment to the organization for each candidate. THE GROWTH AND EXPANSION Organization will hire or think about hiring more staff if it expands its operations. Due to retirement, promotion, retirement and layoffs, Biman Bangladesh Airlines Ltd. must recruit and select employees frequently in accordance with previous planning. For example, a few days ago cadet pilots and junior road assistants were recruited and selected. The size of the organization is a very important factor for recruiting and selecting people. It is obvious that Beeman is the largest organization in Bangladesh compared to other airlines. The employment conditions of the local community affect how much recruitment occurs. As a rule, Beeman receives many applications for work. The state of work affects the recruitment and selection process. Wages and the benefits of a particular job also affect it. Restrictions affecting recruitment at Biman Bangladesh Airlines Ltd.The ideal recruitment efforts may lead to number of qualified qualified who wants a job, but some realities cannot be ignored. Beeman as a large organization always wants to recruit the best candidates as much as possible. But really qualified candidates may not want to use this organization for work. This can happen for several reasons. Let's look at these reasons in a nutshell: The ImageAn organization is actually the right candidate may not be interested in applying to a particular organization for a specific position, as I mentioned earlier. This can happen because of the image of this organization. Declining revenue, engaging in practices that lead to a corrupt organization, poor quality of services or products and failure to meet the reasonable needs of employees are among the reasons for an organization having a lower image towards an organization. Beeman has most of these reasons for the people. Many people think that if they can get a Biman job they can be a rich man very easily, earning money in a corrupt way. This can be perceived from a junior traffic assistant (JTA) work. The image of Beman for people is not very good. But if Beman announces the recruitment will give, you can get thousands of resumes. It is controversial that an organization that has a bad reputation gets a lot more CVs.The main reason is most people think that if they can get a job in Beeman, they can become rich by getting bribes. In most cases, it's the right thing to do. By becoming a public limited company, Biman's corruption has diminished somewhat, but not surprisingly. Beaman's regulatory system is weak, albeit getting strong day by day. It's going to take time. Many times the media publish a lot of negative things about Beeman that didn't really happen. The media publish more from the reality that made a negative image of Beaman. The attractiveness of a jobif it is an unattractive job to hire a large and qualified pool of candidates can be difficult. Bangladesh's labour market is transforming from manual workers to knowledgeable workers. Biman Bangladesh Airlines Ltd. has several manual sectors such as engineering, road transport and ground maintenance equipment. To convince candidates, Beeman must offer them a good salary and benefits. Inside organizational policyBiman has no internal organizational policy on recruiting people. But candidates who have very good relationships with top-level employees often get priority to get a job. And this is well known outside our country. This is why many qualified people are not trying to biman.Government InfluenceThe government's influence in the recruitment process at Biman Bangladesh Airlines Ltd cannot be missed. Although Beeman is now a public with limited liability, the government has a great influence on the recruitment and selection of employees. If any request comes from ministers or MPs, employment officers cannot neglect to neglect although he/she is not fully entitled to this work. The quota system set up by the Government must be respected. Freedom fighter quotas, the district quota along with many quotas make the employment section puzzled. Because of the quota system, many times eligible candidates must be removed. Sometimes he has to break the power of the government. If Beman wants to hire only attractive women to participate in the flight position will find it a violation of the law if relatively qualified male candidates are rejected based on gender or female candidates are rejected based on age. Beeman follows the rules of the Public Service Commission in the case of a quota for recruiting candidates. One important factor in the Employment Section is the cost of recruitment. Beaman had to scrutinize nearly 1,500 resumes against 130 posts of junior movement assistant jobs. Scrutinizing resumes, sorting them, taking exams, hiring college numbers and providing salaries to teachers who guard exam rooms, etc. activities cost a lot. These events cost almost 40,000 taka. The Employment Section receives this amount from the human resources department. Beeman has faced a lot of losses over the last many years and he has no way but to spend a lot to recruit people. Every year Beeman has to spend a lot of money because of the recruitment and selection of employees. Recruitment and person specificationsThe recruitment process is immediately accompanied by a selection process, i.e. final interviews and decision-making, decision-making and appointment formalities. Recruitment sources there are many recruitment sources to help you attract and hire the best staff. Everything from ads in a local newspaper to online messages for headhunters. Your options are endless. That's both good and bad news. The question that you're probably struggling with is: What is the best source of recruiting the best candidates? Unfortunately, there is no simple answer. No solution fits into every situation. There is a fair amount of trial and error when you are trying to attract candidates to your business. Much of the decision will depend on your recruitment strategy, which dictates budget, timing and other variables. Let's start with some strategic guidelines as you try to identify the best sources of recruitment for your needs. First, make sure you have a clear idea of what a successful person will look like. The better you have a picture of the perfect person, the easier it will be to find this person. Recruiting without a photo of your target employee is a waste of time and money. Also, as part of your research, determine where people with the skills you need today. Look beyond just yours What other organizations or industries can currently hire people with Thinking outside the box you will get a strategic advantage over your competitors who are stuck in their traditional thinking. Another great method is to work backwards. This means that you always start searching by determining where people are now. When you know where they are, what they read, where they are going, etc., then you can put together a plan to reach them. If you need someone for a sales position, you'd rather advertise in a sales publication than in ads. If you need someone to deal directly with customers, find out which organizations hire people who work directly with customers. Just by spending a little time thinking about where people might be, you can customize your recruitment activities and get the best return on your recruitment investment. And when it comes to investments, it's a good idea to keep track of money, time, faded and the results of various recruitment activities. Below is just a sampling of proven recruitment sources: Focused AdvertisingThe key to hiring ads decides where to place add more than any other solution it will affect the results you get. Earlier I mentioned working in the opposite direction. Work from your potential candidates back to you. What person are you trying to recruit to read? What publications do they receive? A good place to get answers to these questions is to ask your existing employees. What are they reading? The answers under will tell you the best place to place your ads. Once you have decided where to advertise, you should create an ad that will attract the right types of people. There is nothing worse than getting hundreds of responses to your ad, but none are the right people. To avoid this, your ad must contain several critical components. First, the headline. Good headlines give a person a reason to think about working for you. Instead of heading to Sales Associate, why not try it, come join a fast-growing consulting team in Ohio. The difference is obvious. Make your ads attractive. View your recruitment announcement as a marketing opportunity. What is the best instance to attract the right perspective? Finally, make it easy to react. Make it as easy as possible for them to give you the information you need. Employee directionIt has always been and always will be one of the best sources of recruitment. You should offer incentives to your existing employees to recommend the names of people they believe will be successful in your company. Encourage your employees to be on the lookout for candidates all the time. This greatly expands recruitment efforts. Create a form in new employees can fill out a list of people they know with their contact information. The best time to get this information is when they are brand new, hopefully their first day at work. Also, make it easy for staff to continue to guide potential staff. You might consider having a contest for most referrals to generate excitement. It is important to remember that successful people tend to communicate with other successful people. Make employee referral a priority in your recruitment efforts. Recruiting firms there are two types of recruitment firms you could work with. Reserve firms, sometimes called headhunters, will try to place a candidate with you and will only pay if they are successful. Saved search firms you contract with and are paid regardless of the results. You work with retained firms mainly in senior positions. Any type of recruitment firm can be very useful, but both are very expensive options. In any case, look for a company that specializes in your industry for the best results. If you don't have the time or resources to manage your employee hiring domestically, a recruitment firm may be the answer. Customers I do not suggest you recruit your customers. Instead, look at them as a source for referrals. Let your customers know your recruitment needs. You have to reward them with a discount or something else value for taking a referral. FlyersA a simple 8.5 x 11 flyers on the counter at your establishment or in the exhibition booth can work wonders. Think of it as a one page add approach, as any other add there's a great headline, and a compelling body copy of why a person should consider working for your company. Encourage people to take a copy and give it to their friends. You can put a copy in each package. This is a very inexpensive method that can yield great results. Marks and BillboardsHere is an inexpensive and very productive recruitment strategy. A sign outside your front door that says: Positions available, please apply inside can have excellent results. You never know who will drive or visit your site. A sign in your lobby or front desk listing open positions can generate results. Try to think about as many places as you can to place signs announcing your open positions. This is a strategy that can improve your recruitment efforts dramatically.CompetitorsYour competitors are definitely the primary source of recruitment for your business. Keep an eye on what's happening to your competitors. Be aware of changes in their business that can make talented people available. You should visit your competitors and see how you are treated. See if any of the people hit you as talented. Know who is good at your competitor. Job fair can be a very economical source of candidates and should be part of your recruitment strategy Look for job fairs that specialize in your industry or the types of individuals you are trying to recruit. If you're recruiting for local talent, try taking part in local job fairs. You Are You Get information about job fairs from your Chamber of Commerce, the State Department of Employment Development and by scanning your local newspaper to advertise upcoming job fairs. Retirement groups These organizations and facilities are a concentrated collection of people who are potential candidates for your open positions. Something as simple as putting up a sign that lists open positions can generate some excellent, cost-free leads. Also, try to have a flyer prepared to hand for those who express interest. And make sure that people working for these organizations are willing to discuss your hiring opportunities with any stakeholders. Radio AdsRadio can be very inexpensive and effective. Are there certain times or shows that your task force listens on a regular basis? Another suggestion is to put a set plugin at the end of your regular radio advertising. If you're running 60 seconds of ad, cut it down to 50 seconds and insert a line like: Beeman Company has immediate career opportunities for qualified people in HR. Call 111-111-1111 for partsoutplacement firms and small firms that are cutting staff to work with outplacement firms to help displaced employees find new jobs. You can sign up with these firms for free to get a resume of available people. Check your local yellow pages under the headline outplayment firms and get a list of both local and national firms and contact and register with them all. There is free for you for this service and it can be very effective. State Department of UnemploymentY State and local governments are working with the unemployed to help them find work. You can place your open positions with them on a free charge. This is a very economical way of attracting candidates. Historically it hasn't been the best place to find candidates, but that's changed dramatically in the last few years. There are very talented people who have lost their jobs through no fault of their own and you just can find a real gem here. NetworkingYou needs to expand your sphere of influence all the time. You should talk to your contacts and let them know that you are recruiting. Many of you have heard of 5 degrees of separation concept. This really applies when you're recruiting. You know a lot of people. They know a lot of people. Somewhere in this mix just might be the perfect employee. So get the message that you are looking for people. E-MailIt can be as simple as sending an email to everyone in your address book and letting them know what you're recruiting for employees. This inexpensive strategy pays off again and again. Alumni groupsIt can be a very effective source of low-cost Find out if there is a newsletter or website in your alumni group where you can advertise your open positions. Playing angle work for fellow graduate for edge edge Competition. And be sure to ask your employees about the groups of graduates to which they belong. Are there any community organizations in your community that have members that can be potential employees for your company? Will there be members in the culinary club who could work in your restaurant? How about a sewing or quilted guild for your clothing store? Do some research in groups in your area and approach those that make sense. Religious organizations, as with social organizations, religious groups can be a good source of candidates. Contact the team leader and ask for help in making sure your positions are known to the audience. There may be a newsletter or bulletin board where you can place your open positions. PagesBe business is aware of what is happening in your community. Which companies are doing well and which are not. Is there any news that will lead you to believe good employees can come available? Staying while you'll have a jump on the competition.Company WebpageMost of you have a website for your business. This is a great place to get the word out that you are looking for good employees... and almost free. I tell my clients to have a button on the homepage that points them to career opportunities. Your web page is the best place to tell your story. Why should they consider working for you? What are the benefits of the job? What are the career benefits? You have unlimited space to tell your story and should take advantage of this opportunity. Give them some ways to get their information for you (online, fax, phone, in person, etc.). One last comment about listing your holes on your website. Never say: No positions are currently available. It's like putting a sign up in your store and saying we're stocking up on what you're looking for. You have lost the opportunity to serve this person now and perhaps in the future. Same with the candidate. Get their information no matter what. Other online sources there are thousands of online places to list your work. Monster.com and Hotjobs.com are just a couple of major sites. My advice is to go through to huge sites and instead see if you can find a couple of good local or niche job tips. A good way to find them is to find a job and name your city. You should be able to find many options. They are relatively inexpensive and easy to test. Once again, work backwards and see if you can figure out which sites can reach your target audience. A good strategy for these internet sites is to guide them to your site so you can spend time to educate them on your Past employees I'm not kidding. Of course there are some past employees that you wouldn't want to re-hire, but some may be a source of reliable, reliable employees. Also, let your past employees know what you are looking for and see if they know anyone. They can be great greats. Referrals. The principle of ABR - ABR means always to be recruited. The best companies have the best employees and the way to get the best employees is to approach employees hiring strategically. Always be on the lookout for talented people. Make sure all your employees are always on the lookout for talented people. You will never stop looking for new customers and you should never stop looking for employees. Please view this list of recruitment sources as just a partial list. You are limited only by your imagination when it comes to finding sources of recruitment. You have to approach recruitment as a strategic initiative. Strategy and the development of a recruiting mentality in your organization is mandatory. Remember that if you want to win the battle for talent, you need Recruiting Sources: Recruiting is likely to achieve your goals if the set of sources reflect the type of position that will be filled. Some sources of recruitment can be proven to be effective, while others can be proven to be incorrect. Thus, Beeman recruits people from the most effective sources that are discussed below: Inside SearchMany large organizations are trying to develop their own low-level employees into higher positions. These promotions can occur through an internal search for current employees who are betting on a job. Sometimes Beaman prefers to recruit people from within. Because of the internal search, Beeman practices nepotism, which leads to the recruitment of less qualified candidates. Employee referrals and recommendations are common in Biman, although Beeman is looking for candidates from outside sources. To encourage internal candidates, vacancies in Beaman can be advertised through internal notifications to all employees of biman Bangladesh Airlines Limited. Recruitment from an internal source can be through promotion or delegation of persons with new assignments. In the case of internal sources, HR, together with the relevant Division/Department, will identify potential candidates on the basis of individual capacity, correlate with the competency/role profile, and conduct appropriate tests to select the most suitable person. In the case of an internal search, Beaman collects resumes from referral staff. External searchIn short, external sources mean collecting resumes from the outside. Beeman collects a lot of resumes from the outside. In most cases, Beaman is looking for candidates from outside sources. A set from external sources will go through: Executive search for senior managers and higher positions. Advertising - for managers and below positions. In the case of external searches, Beaman collects a resume from the following sources: Several ways external sources are listed below: Advertising Beeman uses print media to advertise vacancies. The Daily Star, Prothom Alo and Daily Shongram are among the newspapers on which Beeman advertises. Set Contractual and otherIt is a policy that regulates the appointment of individuals on a contractual/random basis and through third-party service providers. Prior to the employment process, the interest office/department must obtain the approval of the Managing Director. The labor requisition should contain the specification of the job with the justification for the need along with the period. Contract AppointmentJobs, which are temporary and likely to be for a limited period of time or need in the long run, but may not be hired permanently due to restrictions. Biman Bangladesh Airlines Limited hires employees on a temporary/contract basis for 3 years. After working for 3 years, employees become permanent. During these 3 years employees may be dismissed due to any misconduct or poor performance. The division/department will initiate recruitment in coordination with the human resources department. Upon approval of recruitment and selection, HR will issue an official letter of appointment. Employees employed under the contract must undergo a medical examination prior to employment and, subject to satisfactory results, the staff member will be allowed to join. Standard conditions similar to permanent employees, especially compliance with the Code of Conduct, Confidentiality and full-time participation provisions should be included. If the contract officer becomes permanent (based on performance/capacity/staff), the person's service will be taken into account from the first day of joining, subject to the contract period. Wages and benefits will be fixed on the educational and professional background of employees. An employee under the contract will be entitled to the same level of salary and benefits if he/she is hired in a poison that already exists in a permanent salary. Recruitment for an internship is one part of the graduation for the student. In the case of a bachelor's degree in business administration and a master's degree in business administration, this is a must. For this reason, universities and students send resumes to Biman Bangladesh Airlines Ltd. for internships. The recruitment of interns is almost similar to the recruitment of contract. Applicants must face interviews and if they are selected, they will be appointed as interns. Requisition for interns is sent by the head of the department or an employee who needs an intern. When the requisition comes, the manager and Asst. Employment Manager section of Beeman organizes an informal interview. Diagram sources: In this chart, we see Beeman recruiting and selecting most of the employees from an external source. Recruitment based on contract and internship: They can recruit 10% of employees from the internship program if there is any vacancy and the rest of the recruitment amount as a contract worker. Resume Employee's educational qualifications in BimanTable 3: Summary of the required educational qualifications of the employee in PercentageCulative PercentageValidMasters or MBA1260.060.060.0Classuat630.030.090.0S.S.C or Below210.010.0Total20100.0100.0 SWOT Strong Side Analysis: Experienced Personnel, that it is really good strength for Beeman to lead the market. This efficient workforce is mostly experienced in this field rather than the literary experts of our day. So if Beaman can effectively harness the potential of this force, it will be the new tiger of this arena. Being the national flag carrier, Beeman carries a symbol of our independence and sovereignty, which is certainly the power of marketing Biman.All departments of Biman Bangladesh Airlines Ltd. are in the same building that Balaka. This helps you make any important decision quickly. During the workload, employees come to perform tasks from other departmentsWeaknesses: The main weakness of Beeman is miss management. Biman's leadership can never work independently, since the government owned an organization with the inevitable influence of government in almost all sections, and there is always pressure from the outside to entertain personal interest. The government's quota system makes the Employment Section puzzled by the recruitment and selection of people. Biman Bangladesh Airlines Ltd. does not have any human resources information system (HRIS) to hire, select and inventory employees. All database-related jobs are done through Microsoft Excel. Opportunities:Biman Bangladesh Airlines Ltd. is the most famous airline in Bangladesh. That's why; people want to work for this organization. He can choose the right people from many of the employees. For example, there are 130 junior traffic assistance posts. Since the announcement, 15,000 applications have been received from the candidates. After securitization, almost 12,000 applicants were selected for the exam. Thus, Beeman can choose the right people from a large number of employees. The Government of Bangladesh owns most of the shares of Biman Bangladesh Airlines Ltd. Threats: People have a negative view of Beman Bangladesh Airlines Ltd. Many people think that this is a place where a person can become a millionaire through corruption. Thus, honest people can hardly be found during recruitment and selection. Talented people from these generations always try to find a job that gives a beautiful salary with a respectable position. In this case, Beeman lags behind. Sometimes candidates eligible for elections do not want to do the job because they do not give higher salaries and frequent promotions. The findings of the analysisfinings analysis From the overall results of my study work clearly indicate that the process of recruiting and selecting Bangladesh Beeman is so effective. I found in my research that there are some important who should focus on the best for the better has been pointing to some areas of attention from the respondent's point of view in accordance with my goals, which show below: Transitional form of human resources: Human Resources Division Biman Bangladesh Airlines Limited is in transitional form because it was a completely Bangladeshi government-controlled organization previously and a government of autonomy in this organization. Domestic policy: Biman does not have a binding policy for recruitment and selection from internal or external sources. Skilled personnel: Employment section employees have a high level of education from the IBA, AIUB, the University of Dhaka and the University of Jahanjarnagar and qualified professionals who do all the kits and selection related to the task skillfully. Proper coordination: Proper coordination between different human resources departments is required to complete the recruitment and selection task. Beeman has proper coordination between the Employment Section, the Organization and Methods Section, the Human Resources Section, etc. Lack of HRIS: Beaman lags behind in the IT section compared to other multinational companies. The CMIS Beeman Department, also known as it, has not yet developed the HRIS system. Therefore, all recruitment and selection tasks are performed only through Microsoft Excel. Biman has yet to launch an online application system. Solid-copy database: All employee information, known as employee inventory, is in a solid copy. It doesn't have a soft copy in the computer. So if any information is needed, they should look at these hard copies. It kills their valuable time. Internal and external query: Employment Section employees face a large number of requests both domestically and outside the country for recruitment and selection. This is very annoying. Huge applications: When Beeman gives any advertising, thousands of applications can be filed from the labor market. It differs from work to work. The image of Biman: Some people have a positive where others have a negative attitude towards Biman Bangladesh Airlines Ltd because of its corruption and nepotism. Recommendations: I have found some problems that are quite significant and cause the bad performance of this section as well as the entire organization. Here I have recommended some opportunities that may lead to increased effectiveness of the Bangladesh Beaman-Short Learning Program can be organized for managers and assistant managers of various sections of HR to make them familiar with modern HR theories. To launch the human resources information system, an HRIS training programme can be organized for employment section or deputy chief human resources officer. Later, they will give instructions staff to develop the program. The Department of Regulatory Section can be launched to reduce any corruption and nepotism, to improve the image of Biman Bangladesh Airlines, so that honest people eligible to participate in the program can apply. To strengthen the human resources department, you need to create an environment in which human resources employees can work independently, but honestly. Because of the quota system, many candidates eligible to vote should be ignored. In this case, the quota system may be somewhat relaxed. Biman Bangladesh Airlines Limited can use third-party assistance to reduce workload and time. The bureaucratic system takes a long time to make any decisions. To eliminate this system in Biman, several designations can be eliminated. Because of this, the recruitment and selection process, many times, happens over a long period of time. Important positions should be filled on the basis of outside law, not based on nepotism or relationships. Police checks on individual officers should be more transparent. Conclusion: Recruitment and selection is one of the most important issues for any organization. Recruitment and selection allow the organization to assess the vacancy and select the best staff to lead the organization in the future. Mostly, a valuable resource for any organization is their knowledge based on effective employees. Beeman always tries to recruit and select hard-working and knowledgeable workers. It's a painstaking task for Beaman. Because most of the Bangladeshi government's shares are not, the Employment Section cannot recruit and choose on its own. But now the human resources department is stronger than before. If this development continues, Beaman will have the most competent employees at each site. Section. internship report on biman bangladesh airlines

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