1.1 Introduction

The assignment is on ³Human Resource practice in Bangladesh´.Bangladesh is a labor surplus economy where millions of unemployed people roam in search of job. In developing countries like Bangladesh it is more important to recruit a lot for decreasing the unemployment problem. Recruiting is the discovering of potential candidates for actual or anticipated vacancies. Companies always want to improve their performance and results; to do this every company needs an efficient plan. Recruitment helps a company achieve their plans. In order to locate potential employees and get them to apply for jobs with a company, every company must recruit them (Bohlander & smell, S.A.2007). Whether the company is big or small it needs to use recruitment to make sure that they have the most talented employees to draw from. Even though recruitment is a vital process, it can be difficult.

Transcom is one of the leading multinational companies in Bangladesh. We are doing our assignment work on the Transcom group of company LTD. In recent years Transcom has emerged as the largest media house in Bangladesh.HR management system of Transcom is not the best but they tries to be the best. HR department is controlled by the COO of the company, acting head of HR officers. Human resources manager is working under him and manager control the total staff. HR department have to deal with salary process, transfers of the employee, training and development, employee incentive plans, recruitments some routine task in which some is monthly and some is annually and so on. There are some areas of HRM they need to develop more. Transcom group have separate HR sector for individualcompany for example they have HR department for Transcom electronics and separate HR department BLL. The management system is neutral for all. They look all the employees equally. Whenever it is needed they support them they are supportive.They are now dealings with huge number of recruitment because business is expanding so they need more human resources. There are above 700 people recruited in recent days. They sometimes recruit thrice in a years, it is based on the situation. To improve their business and to enlarge the expanding business it is necessary to recruit.

Recruitment is one of the crucial elements of human resource management because, organizations are run by people. It is concerned about ensuring selection of right kind of people in the organization. Recruitment is made when a new post is created or an existing post falls

vacant.Recruitment means making it known that posts are going to be filled in. This is done through publicity and advertisement.

In this term paper we will examine some recruiting sources; we will discuss the problems related to recruitment in Transcom electronics, and the way they recruits. Here we have learnt about recruitment in practical job sectors and the theoretical part also. 1.2 Objectives of the study

The objectives of the term paper are:

1.2.1 Primary objective

The ultimate objective to do this study is

To gather knowledge about human resource management and recruiting system. To conduct assignment on recruitment focusing Transcom group of company Ltd.

1.2.2 Secondary objectives

The targeted objectives of this study paper are given below:

To know about recruitment system of Transcom. To know which sources they use in recruitment. To identify the important human resource management and analysis of Transcom To get a comprehensive idea about the present status of recruitment system in Transcom. To know the problems that is faced by Transcom during recruiting. To know the recruiting history of Transcom. To know the importance of recruitment in practical life. 1.3 Limitations

The major limitation factor for this report was primarily the reluctance and strict adherence to confidentiality maintenance attitude shown by the officials of Transcom. Furthermore, some information was withheld to retain confidentiality of the companies.

The internet did not cover all the information about the organization we need. The employee of Transcom does not reveal all the information of their organization.

Limited time frame is another problem because we have to maintain both class and others when we work along the report.

1.4 Problem statement

Transcom is the leading and fastest growing multinational company in Bangladesh. They are successful in their field, starting their journey from the past years they are still giving the best products to the world. Though they are successful company and their HR department is also strong but yet they have some problem which we identified. Those are:

The problem they faced is they cannot find the suitable candidate from the market for which they can¶t recruit the best person from them. Another problem is all the candidates sometimes are not enough competent for the specific job. The salary package is also not that much attractive so it cannot attract the competent person for that specific position. Sometimes they have to recruit the recommended person. The cost for recruiting an employee is higher than it should be.

But overall their management is neutral. They don¶t have any pressure from the seniors.

2.1 Literature Review

Recruitment:

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.

Recruitment Process

Successful recruitment involves the several processes of:

1. Development of a policy on recruitment and retention and the systems that give life to the policy;

2. Needs assessment to determine the current and future human resource requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned;

3. Identification, within and outside the organization, of the potential human resource pool and the likely competition for the knowledge and skills resident within it;

4. Job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth;

5. Assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience;

6. Determination of the organization¶s ability to pay salaries and benefits within a defined period;

7. identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.

Documenting the organization¶s policy on recruitment, the criteria to be utilized, and all the steps in the recruiting process is as necessary in the seemingly informal setting of in house selection as it is when selection is made from external sources. Documentation satisfies the requirement of procedural transparency and leaves a trail that can easily be followed for audit and other

purposes. Of special importance is documentation that is inconformity with Freedom of Information legislation (where such legislation exists), such as:

y criteria and procedures for the initial screening of applicants; y criteria for generating long and short lists; y criteria and procedures for the selection of interview panels; y interview questions; y interview scores and panelists¶ comments; y results of tests (where administered); y Results of reference checks.

Recruitment strategies and processes

Recruitment may be conducted internally through the promotion and transfer of existingpersonnel or through referrals, by current staff members, of friends and family members. Where internal recruitment is the chosen method of filling vacancies, job openings can be advertised by job posting, that is, a strategy of placing notices on manual and electronic bulletin boards, in company newsletters and through office memoranda. Referrals are usually word-of- mouth advertisements that are a low-cost-per-hire way of recruiting. Internal recruitment does not always produce the number or quality of personnel needed; in such an instance, the

organisationneeds to recruit from external sources, either by encouraging walk-in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or audio media; using employment agencies to ³head hunt´; advertising on-line via the Internet; or through job fairs and the use of college recruitment.

Public service agencies enjoy greater exposure to scrutiny than most private sector Organizations; therefore, openness and transparency in recruitment and selection practices are crucial. The discussion that follows will identify some of the options available for attracting applicants to the public service job market and discuss strategies for managing the process.

2.2 Organizational Review

Originated with tea plantations in 1885, Transcom today, is one of the leading and fastest growing diversified business houses in Bangladesh employing over 8000 people. Not many industrial groups in Bangladesh can claim a history of continuous business pursuits stretching back over 100 years. Initially tea and later jute formed the backbone of the family business. Although these are still part of the activities, they contribute marginally to the overall group turnover.

These early industrial ventures have moved over to businesses involved in high-tech manufacturing, international trading and distribution, forming strong ties with a host of blue chip multi-national companies. In recent years Transcom has emerged as the largest media house in Bangladesh.

The company started its¶ operation in 1993 by taking over philips electronics and lighting business in Bangladesh. Today, the company is one of the leading electronics and electrical company in the country, marketing and distributing Consumer lighting, Consumer electronics, Home Appliances and Professional lighting products from renowned brands such as philips, whirlpool, transtec, and HP through its extensive distribution and retail network, as described below:

Lighting & Electrical Distribution: Distribution is the core competency area of Transcom Electronics Ltd. through which Lighting, Electrical Domestic Appliances from global brand PHILIPS and home brand TRANSTEC are sold throughout the country via a nationwide

distributor network. Currently there are about 17,000 electrical outlets and 90,000 grocery outlets covered under this network.

Transcom Digital: This is a new venture started in the early 2005 through which TEL is retailing products directly to end consumers in the metro and urban cities. In 2008, the company re-introduced itself as ³Transcom Digital´ as a multi brand, multi-category retailer catering for all Electronics, Appliances and IT products. Today Transcom Digital is successfully running its business with 38 showrooms throughout the country and expects to increase the total outlet number to 50 by the end of 2010.The Company has a strong Corporate Sales Team under Transcom Digital for direct sales to corporate clients.

Electronics & Appliances Distribution: Through the E&A Distribution Consumer Electronics, Home & Domestic Appliances from global brands such as PHILIPS, WHIRLPOOL, and home brand TRANSTEC are sold throughout the country via a nationwide dealer network. Currently there are about 165 electronics dealers covered under this network.

Projects: The Company has a strong and experienced project team handling PHILIPS professional lighting projects.

Transcom Beverage:The company is the exclusive PepsiCo Franchisee for Bangladesh. TBL owns and operates modern plants in Dhaka and Chittagong for bottling the renowned soft drink brands: Pepsi, 7Up, Mirinda, Slice, Mountain Dew, Pepsi Diet and 7Up Light. Their vision is

³To deliver sustained growth in Bangladesh and move towards dominant Beverage Company, delighting & nourishing every Bangladeshi, by best meeting their everyday beverages needs & stakeholders by delivering performance with purpose, through talented people.´

Transcom Distribution Co. Ltd.: TDCL is an allied business company of TRANSCOM Groups with its three largest distribution divisions:

1. For Pharmaceutical products-Pharma Division

2. For Diagnostics and clinical products-Diagnostic division and

3. Consumer Brands division.

TDCL has the largest independent distribution setup in Bangladesh with full infra structural facilities provided by a countrywide network of branch offices with warehouses and delivery vans.

The company distributes-

1.TDCL-Pharma: Quality pharmaceutical products manufactured by SERVIER, NOVO NORDISK and ESKAYEF.

2. TDCL-Diagnostic: Diagnostic and clinical products from VesaTREK (USA), Asys Hi-Tech (Austria) and Shel lab (USA).

3.TDCL-Consumer Brand: TDCL also markets and distributes color cosmetics; skin and hair care products from L¶OREAL Paris, MAYBELINE New York and GARNIER Paris, Heinz, Lindt&Fritolay, the world¶s number one potato chips is now being exclusively marketed and distributed all over Bangladesh by TDCL.

Transcom Foods Limited:Transcom Foods Limited (TFL) started its journey in 2003 as a franchisee of Pizza Hut, the first International Chain Restaurant in Bangladesh, and went on to sign the contract to become the franchisee of Kentucky Fried Chicken (KFC) in the year 2006. Both Pizza Hut and KFC are subsidiaries of the world¶s largest restaurant company Yum! Restaurants International. In a span of five years, TFL has opened 3 Pizza Hut and 3 KFC outlets in Bangladesh.

Pizza Hut:Pizza Hut, the first International Chain Restaurant in Bangladesh, opened its flagship restaurant in 2003 at Gulshan in Dhaka. From the day of its launching Pizza Hut remains the acknowledged leader of the Pizza Industry, evident from the continuous crowds the restaurant successfully draws in. Pizza Hut has over 12,000 outlets across 100 countries. Following its grand success in Dhaka, the Chittagong outlet was opened in September 2005. The third Pizza Hut restaurant was launched in Dhanmondi, Dhaka in January 2008.

KFC:Kentucky Fried Chicken (KFC) stands for high-quality fast food in a popular array of complete meals to enrich the consumer¶s everyday life. KFC strives to serve great-tasting, ³finger lickin¶ good´ chicken meals that enable the whole family to share a fun, uninhibited and thoroughly satisfying eating experience, with the same convenience and affordability of an

ordinary Quick Service Restaurant. TFL successfully launched the flagship KFC on South Avenue, Gulshan in September 2006. It has already won over the heart of the Dhaka crowd with its great tasting food, high standard of hygiene, cleanliness, terrific interior and of course excellent and affordable pricing. Following its enormous success in Gulshan, the second outlet was opened in Dhanmondi in November 2008, and yet another in Banani in December 2008.

Bangladesh Lamps Ltd:BLL is the pre-eminent manufacturer of electric light bulbs in the country. The company has an exclusive licensing agreement with PHILIPS Electronics N.V. Holland, under which it manufacturers PHILIPS lighting products. BLL was incorporated in 1960 as a subsidiary of PHILIPS, Holland. In March 1993, PHILIPS sold its entire shares to TRANSCOM.

Bangladesh Electrical Industries Ltd: BEIL is a leading producer of televisions and radios in Bangladesh and is the official licensee of PHILIPS Electronics N.V. Holland. The company was incorporated in 1960 as a subsidiary of PHILIPS, Holland. In March 1993, PHILIPS sold its entire shares to TRANSCOM.

ProthomAlo:ProthomAlo, the largest circulated daily newspaper in the country, has established itself as a non-partisan, independent and respected voice in the field of journalism in Bangladesh. In the 10 years since inception, PROTHOM ALO has been the vanguard for social revolution with the slogan- ³BodleyJao, Bodley Dao (be the change that you want around you)´. Consistently emphasizing the possibility of a better Bangladesh, the newspaper has been instrumental in numerous social initiatives. The Magsaysay Award in 2005 for the editor, MatiurRahman, bears witness to the esteem the international community accords ProthomAlo.

Eskayef Bangladesh Limited:Eskayef Bangladesh Limited, the world-class healthcare solution provider, is one of the leading and fastest growing pharmaceutical company of Bangladesh, which is engaged in the manufacture and marketing of a wide range of therapeutic drugs, bulk pellets and animal health and nutrition products with annual sales surpassing 60 million US dollars.

With qualified, trained and skilled professionals on its staff and its unswerving standards of quality control, the company has distinguished itself as one of the most respected names in the pharmaceutical industry. Eskayef¶s manufacturing facility has transcended the frontiers after the

accreditation of UK MHRA (United Kingdom Medicines and Healthcare products Regulatory Agency). The dedicated cephalosporin plant of Eskayef Bangladesh Limited is the top class state-of-the-art manufacturing facility in Bangladesh Pharmaceutical industry.

Eskayef is growing more global since 2005 and exporting bulk pellets and finished products to Asia, Africa, and Central America and also in the process of exporting in the European countries. The company is also tied up with the world leader in eye care solution Allergan Inc. Ireland.

Transcom mobile Ltd:At recent they started a new business, Transcom mobile Ltd. They started it in 2011.

Conclusion

In all private Service jurisdictions, new approaches to recruitment are being used. In many territories, the strategies are manual but, as automated methods become more pervasive, those mechanisms that support its use will assume greater popularity. Whatever the strategies selected for use, the objective is to recruit the most qualified, committed individuals into the organizations and ensure that the provision of government services to the public is timely and effective, that the goods are of consistent high quality and that the organizations achieve the objectives for which they have been established.