1.1 Introduction

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 1 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. 2 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. 3 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 4 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 5 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

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