The document discusses HR planning and recruitment processes in Bangladeshi organizations. It outlines the importance of human resources in helping organizations achieve their goals and objectives. It then discusses various aspects of recruitment in Bangladeshi organizations, including identifying vacancies, developing recruitment plans, sourcing candidates through various means like job portals and advertisements, screening applicants, and selecting candidates. It also notes some challenges to effective recruitment like maintaining speed and preparing for competition.

1. By: Saeed-Ur-Rashid, Md. Muktadir Hossain
HR planning and recruitment
process in Bangladeshi
Organizations

2. Introduction
Human Resource plays the vital role to get the maximum contribution
from its workforce. It is the nerve heart of the company as it is to deal
with a man who is the vital and most sensitive factor in any
organization. Without the support of the human beings machine
remain idle, raw materials lie stacked and money gets tied up. Human
resource is the main force to achieve organizational goals and
objectives.
In lodge to accomplish these goals and objectives, the
organization needs productive human resources.

3. Recruiting
Practices in
Bangladesh
• The present work aims at exploring differences and similarities
between the public and private sector manufacturing firms of
Bangladesh with respect to recruitment and selection practices,
sources of recruitment, and selection devices.
• Some imports are likewise proposed for the enhancement of the
recruitment and selection practices of the public and private sector
manufacturing firms of Bangladesh.

4. Planning and
forecasting
practices in
Bangladesh
Planning and
forecasting
practices in
Bangladesh
Integrated with
the overall
strategy
Practicing
organizational
Behavior
effectively
A unified
vision

5. Forecasting
personnel needs
for Bangladeshi
organization
• Every organization has employment planning.
And every company has also its employment
planning.
• Organizations usually forecast their personnel
needs based on their mission, strategic goals
&objectives & technological and other changes
resulting in increased productivity.

6. The need for effective recruitment process
organization in Bangladesh

7. The general
recruitment
process
Therecruitmentprocessconductedbya
companyforanyjobinvolvesanumberof
differentstages
Identify Vacancy and
Evaluate Need
Develop recruitment plan
and select search
committee
Sourcing or attraction of
potential candidates by
various means
Screening of initial
applicants using a variety of
methods
Selection of the best
candidate

8. Why recruiting is
important for
Bangladeshi
Organization Why
recruiting is
important for
Bangladeshi
Organization
To create a
better work
environment
To create a
good
workforce
To increase
performance
of an
organization
To help a
company
reach new
heights

9. What makes
effective recruiting
a challenge?
Job Avaibility
Reach goals
in the mean
time
Create a
good
environment
Hiring Talent

10. Highest-impact Strategic Recruiting Challenges
Not being prepared for recruiting competition
The increased volume of open positions will overload the
recruiting system
Rusty hiring managers have diminished capabilities
A lack of speed will restrict the results
Long-ignored employer brands will begin to negatively impact
recruiting

11. Steps of
Recruitment
and Selection

12. Measuring
Recruiting
Effectiveness
Measuring
Recruitment
Effectiveness
Time to hire
Recruitment
cost ratio
Recruitment
cost ratio
Number of
vacancies
Quality of
Hire
Time-to-
productivity
Longevity

13. Finding
internal
candidates
Finding internal candidates
Succession
planning
Rehiring
Job
posting

14. Pros and Cons of internal source of candidates in
the organization in Bangladesh
Pros Cons
 Easier to assess applicants since more information is
available.
 Less costly and quicker than an external Search.
 Promoted employee is already familiar with organization
policies, culture, etc.
 Signals to employees that career opportunities exist in
organization.
 Improve employee morale and organization loyalty.
 Lower costs for some jobs.
 Narrowing of thinking and stale ideas.
 May not help turn company around.
 Training will be needed and learning curve will occur for the job
duties.
 Internal politics will occur (e.g. possible discontent of rejected
applicants; new subordinates discount new boss knowledge
and expect special treatment etc.)
 Difficult to do with rapid growth.
 Affirmative action goals may be more difficult to achieve.
 Ripple effect.
 Smaller talent pool / fewer applicants.

15. Rehiring Employees

16. Succession
Planning

17. External sources of candidates in the
Organization in Bangladesh
• Most of the Organizations in Bangladesh prefers recruiting through advertisement via
print media and electronic media. Still print media is one of the most used sources of
recruitment.
• Now-a-days recruitment through job portals and organizational website is becoming
popular in our country. HR Division of the organizations collects CVs of the external
candidates from different job portals, such as: www.prothom-alojobs.com and
www.bdjobs.com.
• Many organizations also take part in job fairs, on campus recruitment and also uses
“Word of Mouth” to attract competent candidates.
• Recruitment via employment agencies is now becoming popular in our country. These
agencies only provide CVs of competent candidates.

18. Steps involved in external recruiting process
Requisition of Advertisement
Employee of the Vacant CV Sorting
Selection of the
Recruitment Position
Candidate(s)
Written Final
Test Interview
Employee Pool
First (Potential &
Interview preferable for
another position)

19. Recruiting via the internet
Internet Recruiting Mathods in Bangladesh
Job Portals
Organizational
Website
Job Portals
www.bdjobs.c
om
www.prothom-
alojobs.com
Organizational website
Career Page Seperate website

20. Advantages and disadvantages of internet
recruiting
ADVANTAGES DISADVANTAGES
 Cost savings
 Time savings
 Expanded pool of applicants
 More unqualified applicants
 Additional work for HR staff
members
 Many applicants are not
seriously seeking employment
 Access limited or unavailable to
some applicants

21. Advertisement for vacant position

22. Employment
Agencies
Employment
Agencies
Placement Firms
# Junior level,
# Mass,
# Semi-skilled positions.
Executive Search Firms
# Top level Executives,
# Specialized Positions

23. Alternative
Staffing
Alternative
Staffing
Temp.
Agencies
In-house
temporary
employees
Contract
technical
employees

24. Offshoring and outsourcing jobs
Offshoring Outsourcing
Definition Offshoring means getting work done in a
different country.
Outsourcing refers to contracting work out to an
external organization.
Risks and
criticism
Offshoring is often criticized for transferring
jobs to other countries. Other risks include
geopolitical risk, language differences and poor
communication etc.
Risks of outsourcing include misaligned interests of
clients and vendors, increased reliance on third
parties, lack of in-house knowledge of critical (though
not necessarily core) business operations etc.
Benefits Benefits of offshoring are usually lower costs,
better availability of skilled people, and getting
work done faster through a global talent pool.
Usually, companies outsource to take advantage of
specialized skills, cost efficiencies and labor
flexibility.

25. Executive
Recruiters Executive
Recruiters
Marketplace
Knowledge
and Expertise
Specialized
Knowledge
and Resources
Confidentiality
Objective
Input
Negotiation
Buffer

26. Older
worker
Older
worker
Saving time
and money
great
experience
more
efficient
communica
tion skills
Diplomatic
role models
punctual &
dedicated

27. Developing and Using Application Forms in
organizations in Bangladesh
• Personal data (address, sex, identification marks)
ii. Marital data (single or married, children, dependents)
• iii. Physical data (height, weight, health condition)
iv. Educational data (levels of formal education, marks, and
distinctions)
v. Employment data (past experience, promotions, nature of duties,
reasons for leaving previous jobs, salary drawn, etc.)
• vi. Extra-curricular activities data (sports/games, NSS, NCC, prizes
won, leisure-time activities)
• vii. References (names of two or more people who certify the
suitability of an applicant to the advertised position)

28. Purpose of Application form
To faciliate productive
interview
Pre screen job
applicants
To prevent
discriminations
Legal documents
Perpose of the
application form

29. Application
Guideline
Question
s to
beware
Education.
Arrest
record
Notify in
case of
emergency
Membership
in
organization
Physical
handicaps
Marital
status
Housing

30. Obstacles of effective recruitment system:
• Retention problems will increasingly impact recruiting
• Velocity once again becomes essential to stay competitive
• Limited resources will require position prior
• Business volatility makes workforce planning more necessary, but
more difficult
• College recruiting must be engineered if it is to succeed
• The shortage of top recruiters will become evident
• Large firms must take to compete with startups for talent
• Obtaining high-impact technology will however be problematic

31. Effective
recruitment
process
Develop a job advertising
database
Set time aside to review resumes &
interview candidatesUse a tracking form to
keep track of candidates,
qualifications and
progress
Cluster candidate interviews
Use template letters that can be
personalized
Build relationships
with candidates
Review, Follow up and revise the
recruitment process

32. Thank you