31
Recruitment and Selection Process: Bank Asia Limited
Recruitment and Selection Process:
Bank Asia Limited
HUMAN RESOURCES MANAGEMENT
TERM PAPER
Submitted To:
Ms. Homayara L. Ahmed
Assistant Professor
Institute of Business Administration
Submitted by:
Md. Mahfuzur Rahman Roll: 11 Batch: 43E
Mohammad Hannan Miah Roll: 18 Batch: 43E
Inthaqab Wahid Ruso Roll: 49 Batch: 43E
Muhammad Sarwar Siddique Roll: 06 Batch: 41E
Institute of Business Administration (IBA)
University of Dhaka
31.05.2010
May 31, 2010
Ms. Homayara L. Ahmed
Assistant Professor
Institute of Business Administration (IBA)
University of Dhaka, Bangladesh
Dear Madam:
This report on “Recruitment and Selection Process of Bank Asia Limited.” as a requirement of
the course “Human Resources Management” is now ready for your kind consideration.
We studied the existing recruitment and the selection process of Bank Asia Limited and
analyzed the relevance of the recruitment and the selection process and its justification.
The report has been prepared under your direct supervision and no part of this report has been
shared with anyone and will not be used without your prior written permission.
In regard to this thesis, if required, the team will provide any further information.
Sincerely,
Md. Mahfuzur Rahman Roll: 11 (43E) ……………………………………
Mohammad Hannan Miah Roll: 18 (43E) ……………………………………
Inthaqab Wahid Ruso Roll: 49 (43E) …………………………………..
Muhammad Sarwar Siddique Roll: 06 (41E) …………………………………..
iv
Table of Contents EXECUTIVE SUMMARY ................................................................................................................................. vi
Recruitment and Selection of Bank Asia Limited .................................................................................. 1
1. Introduction ............................................................................................................................................. 1
2. BANK ASIA LIMITED: An Overview ............................................................................................................ 1
2.1 Mission and Vision .............................................................................................................................. 1
2.2 Capital (As on 31.12.2009) .................................................................................................................. 2
2.3 Branches: ............................................................................................................................................. 2
2.4 Products: ............................................................................................................................................. 2
2.5 General Services: ................................................................................................................................. 2
2.6 Trade Services: .................................................................................................................................... 2
2.7 Other Services: .................................................................................................................................... 2
3. OBJECTIVES ............................................................................................................................................... 3
4. Human Resources Planning ...................................................................................................................... 3
5. RECRUITMENT PROCESS ........................................................................................................................... 3
5.1 Vacancy ............................................................................................................................................... 4
5.2 Employee Requisition Form ................................................................................................................ 4
5.3 Source of Requirement ....................................................................................................................... 4
5.3.1 Internal Recruitment .................................................................................................................... 4
5.3.2 External Recruitment ................................................................................................................... 5
5.4 Advertisements ................................................................................................................................... 5
5.5 Recruitment levels .............................................................................................................................. 6
6. Selection steps .......................................................................................................................................... 6
6.1 Selection of Management Trainee ...................................................................................................... 6
v
6.2 Selection of Trainee Officer/Teller ...................................................................................................... 7
6.3 Selection of Officer to EVP (Experienced) ........................................................................................... 8
7. Analysis ..................................................................................................................................................... 9
7.1 Timeframe for a Recruitment Process ................................................................................................ 9
7.2 Effectiveness of the Selection Process .............................................................................................. 10
7.3 Mobility Path and Grade drift ........................................................................................................... 11
7.4 Succession Plan ................................................................................................................................. 11
7.5 Survey of Employee Job Satisfaction ................................................................................................ 12
7.6 Yield Ratio of a Recruitment Test ...................................................................................................... 12
7.7 Validity of the Written Test ............................................................................................................... 12
7.7.1 Knowledge of English ................................................................................................................. 12
7.7.2 Quantitative Aptitude ................................................................................................................ 12
7.7.3 Critical Reasoning & Analytical Ability ....................................................................................... 13
7.7.4 Computer Skills .......................................................................................................................... 13
7.8 Employee Turnover Rate................................................................................................................... 13
7.9 Selection Cost: ................................................................................................................................... 14
7.10 Methods of External Recruitment .................................................................................................. 14
7.11 Lack in Human Resource Planning .................................................................................................. 16
8. Recommendations .................................................................................................................................. 17
References .................................................................................................................................................. 18
Appendix 1: HR Policy of Bank Asia Limited.................................................................................................. A
Appendix 2: Advertisement for Management Trainee at April, 2009 at ‘The Daily Star’ ............................ G
vi
EXECUTIVE SUMMARY
Each and every organization needs efficient manpower to run it successfully. As manpower is
recognized as the focal point of an organization, there is always a lot of stress put on the
efficacy of the entire recruitment and selection process. This is even more than true of Bank
Asia Limited in that it values its employees more like partners than employees. We have
thoroughly gone through the entire recruitment and selection process of the Bank, and come up
with some good informative findings.
Bank Asia Limited recruits its employees at three levels, i.e. Trainee Officer, Management
Trainee, and experienced bankers. The timeframe for an entire recruitment and selection
process for the Trainee Officers usually takes around four months, whereas it is about six
months for Management Trainees and about two months for experienced bankers. The
Management Trainees are selected through a very competitive written test, which is
administered by any of the renowned business schools of the country. The successful
candidates are then called in for two rigorous interviews; the first one is usually taken by a board
of external interviewers and the second one by the Bank‟s own management. On the other
hand, the Trainee Officers are usually selected through a written test and an interview with the
management. The Bank calls in experienced bankers for interviews only if the management
thinks the applicants will be able to fulfill their job requirements. Once a candidate is selected for
the desired post, he/she has got to sign a bond for the purpose of ensuring his/her long-term
services with the Bank. The time period is usually five years for Management Trainees, and
three for Trainee Officers and experienced bankers.
The turnover rate in Bank Asia Limited is very low, usually 10%-20%. Bank Asia Limited attracts
candidates from diverse backgrounds, ranging from arts graduates to engineers. Surprising as it
may sound, there is not a single instance where any of the Bank Asia employees was laid off for
his or her poor performance. The reason for this is the absence of any strict performance
appraisal system. However, Bank Asia Limited has recently formulated a performance appraisal
system which is likely to be implemented by the year 2010. This appraisal is going to be based
on an employee‟s performance from January 2010 to December 2010, and this is meant to
cover almost all the job-related criteria to ensure better services.
1
Recruitment and Selection of Bank Asia Limited
1. Introduction
Recruitment involves seeking and attracting a pool of applicants from which qualified candidates
for job vacancies can be chosen. Most organizations have a recruitment function managed by
the human resources department. In an era when the focus of most organizations has been on
efficiently and effectively running the organization, recruiting the right person for the right job is a
top priority. The effort of recruitment process is determined from the human resources planning
process. The report based on the recruitment and the selection policy of Bank Asia Limited
covered the recruitment and the selection of the employees of three broad levels in the Bank.
2. BANK ASIA LIMITED: An Overview Bank Asia Limited is a third generation private commercial Bank. It started its operations as on
17th November 1999, with a view to bringing about qualitative changes in the banking sector.
The Bank puts utmost stress on building up a strong customer relationship so that it reaches the
top ten banks of the country, especially in relation to growth of business. Its mission, vision,
capital, and products are as follows:
2.1 Mission and Vision
To assist in bringing high quality services to its customers and to participate in the
growth and expansion of our national economy.
To set high standards of integrity and bring total satisfaction to its clients, shareholders
and employees.
To become the most sought after bank in the country, rendering latest technology driven
innovative services by its dedicated team of professionals.
2
2.2 Capital (As on 31.12.2009)
Total authorized Capital of Bank Asia Limitedis BDT 4,450,000,000.00
Total paid-Up capital of Bank Asia is BDT 2,144,812,500.00
2.3 Branches:
Bank Asia Limited presently has as many as 45 branches operating in different parts of
the country
2.4 Products:
Bonus Savings Scheme
Double Benefit Plus
Triple Benefit Plus
Monthly Benefit Plus
Coverage Loan (Car Loan, House Loan, Unsecured Personal Loan, Consumer Credit)
2.5 General Services:
Corporate & Institutional Services
Credit Research
Long Term Instruments
Money Markets Operations
Research
2.6 Trade Services:
Purchases
Guarantees
Letter of Credit
2.7 Other Services:
SME banking
Retail Banking
3
3. OBJECTIVES a. To study the existing recruitment and the selection process of Bank Asia Limited
b. To analyze the relevance of the recruitment and the selection process and its justification
c. To recommend the feasible and necessary actions to improve the recruitment and selection
process.
4. Human Resources Planning Human Resources Planning determines the specific number of jobs to be filled. Human
Resources Planning involves the application of the basic planning process into the human
resource needs of the organization. If an organization really wants its human resources planning
to be successful, the plan should be derived from the long-term and operational plans of the
organization. In fact, the success of a human resources planning depends largely on how
closely the human resources department can integrate effective people planning with the
organization‟s business planning process. Hard as it may sound, a human resources planning is
often inadequately tied to overall corporate planning.
Bank Asia Limited has a 12-member Human Resources Department of its own. All recruitment
of permanent staff or employees will be processed centrally through the Human Resources
Department of the Corporate Office. Once a requisition is received by the Human Resources
Department, the Department starts a systematic matching of supply of eligible candidates, both
internally and externally, in order to find out the right person for the right position.
5. RECRUITMENT PROCESS The Bank‟s recruitment policy shall be to attract staff members of the highest caliber appropriate
to job requirements under employment terms and conditions that are responsive both to the
Organization‟s needs and the staff member‟s well being.
The highest quality of human resources will be the standard in hiring of Bank Asia Limited
employees. New or available positions will be open to existing (job posting) and outside
4
individuals on competitive basis. Bank Asia Limited is an equal opportunity organization allowing
no discrimination on grounds of gender, religions, caste or creed.
All recruitment of permanent staff/ employee will be processed centrally at the Head office
Human Resources Division (HRD).
5.1 Vacancy
A vacancy may be created due to internal activities e.g. promotion, lateral transfer, employee
leaving the organization or due to business expansion strategy of the organization.
5.2 Employee Requisition Form
Whenever there is a need to fill a vacancy, the concerned division involved will raise an
„Employee Requisition Form‟. This Form along with the Job Descriptions and Persons
Specification, thereafter, should be forwarded to the Human Resources Division (HRD) for
processing.
5.3 Source of Requirement
An organization may fill a particular job either with someone already employed by the
organization or with someone from outside.
5.3.1 Internal Recruitment
In the event of a new vacancy, a search will be mounted first for the qualified candidates within
the organization. Existing employees with appropriate qualifications, subject to specific
conditions that may be laid down in this regard, may apply for an advertised post through proper
channel (Division Head). Internal recruitment can be of two ways:
1. Promotion
2. Lateral Transfer
5
5.3.2 External Recruitment
When a number of vacancies are created and Bank can‟t fill the vacancies through the internal
recruitment, they go for external recruitment. In Bank Asia it is referred as direct recruitment.
5.4 Advertisements
For Internal Recruitment: HRD post the vacancy at the notice board and also on the intranet.
For External Recruitment: HRD post the job circular at the National Dailies and on the intranet.
The required qualification for Management Trainee Officer and Trainee Officer are as follows.
“
Educational Qualification
Master in Business Administration / Finance / Banking / Management /
Marketing / Accounting / Bank Management / English / Economics /
Mathematics / Statistics or B.Sc. (Engineering) from any reputed University /
Institution with at least two first class/division and no third class/ division and
CGPA not less than 3.0 in a scale of 4.0.
Preference
He/she must possess good collective and interpersonal communication skills.
He/she must have the ability to in a team environment. Sound knowledge of
computer use and good command in English will have special considerations.
Extracurricular interest and achievement will be give weightage.
Age
Not above 27 (twenty seven) years, as on last date of submission .
6
”
In the case of emergency, recruitment for a vacant position, candidates from pending
applications (Walking Resume/CV) may be interviewed or candidates who were interviewed
earlier and graded to be in the panel for future consideration may be considered for
employment.
5.5 Recruitment levels
Generally recruitment is carried out in three levels
1. Management Trainee Officer.
2. Trainee Officer/Teller
3. Officer to EVP (Experienced).
6. Selection steps
6.1 Selection of Management Trainee
The required steps for selection of Management Trainee are as follows:
1. Internal Selection Committees
a. Managing Director
b. Concerned Functional Head
c. Head of HR
2. External Selection Committees
a. Two representatives from the Bangladesh Bank.
b. One renowned personality from the education sector.
7
3. Screening and short listing
4. Tests:
a. Written Test
i. Knowledge in English
ii. Quantitative Aptitude
iii. Critical Reasoning & Analytical Ability
iv. Computer skills
b. First Interview by the External Selection Committee
c. Second Interview by the Internal Selection Committee
d. Medical Test
5. Issuance of Offer Letter/Appointment Letter
6. Background Checking, Clarification/Verification
7. Bond: 05 Years
8. Posting and Introduction/Orientation
9. Training: Basic Banking Training
10. Probation Period: One Year
11. Probation Period Extension: 06 Months
12. Confirmation
6.2 Selection of Trainee Officer/Teller
The required steps for selection of Trainee Officer/Teller are as follows:
1. Selection Committees
a. Concerned Functional Head
b. Head of HR
2. Screening and Short Listing
3. Tests:
8
a. Written Test
i. Knowledge in English
ii. Quantitative Aptitude
iii. Critical Reasoning & Analytical Ability
iv. Computer skills
b. Interview by the HRD
c. Medical Test
4. Issuance of Offer Letter/Appointment Letter
5. Background checking, Clarification/Verification
6. Bond: 03 years
7. Posting and Introduction/Orientation
8. Training: Basic Banking Training
9. Probation Period: One year
10. Probation Period Extension: 06 Months
11. Confirmation
6.3 Selection of Officer to EVP (Experienced)
The required steps for selection of Officer to EVP are as follows:
1. Screening and Short Listing
2. Selection Committees
a. Managing Director
b. Concerned Functional Head
c. Head of HRD
3. Tests:
a. First Interview by the Respective Selection Committee
b. Second Interview with the Managing Director & the Head of HRD
9
c. Medical Test
4. Issuance of Offer Letter/Appointment Letter
5. Background Checking, Clarification/Verification
6. Bond: 03 Years
7. Posting and Introduction/Orientation
8. Training (if Required)
9. Probation Period: N/A
10. Confirmation
7. Analysis
7.1 Timeframe for a Recruitment Process
There is no fixed timeframe for both internal and external recruitment and selection. Usually an
internal recruitment & selection never takes more than two months and for external recruitment
and selection, the tentative timeframe is about six months for Management Trainee and Trainee
Officer/Teller, but 03 months for experienced bankers.
Generally two weekdays are required for lateral transfer. But sometimes transfer is cancelled
due to request from concerned manager.
The required time for each steps of recruitment and selection process as per the last
Recruitment for Management Trainee: June 2008 are as follows:
10
Table: Timeframe of Recruitment & Selection for Management Trainee: June 2008
Recruitment Process 1 Employee Requisition Form 07 days
2 Advertisements 30 days
3 Screening and short listing 30 days
4 Written Test 60 days
5 First Interview by the External Selection Committee 15 day
Selection Process 6
Second Interview by the Internal Selection
Committee 07 days
7 Medical Test 03 day
8 Issuance of Offer Letter/Appointment Letter 02 days
9 Background Checking, Clarification/Verification -
10 Posting and Introduction/Orientation 03 days
11 Training: Basic Banking 14-22 days
Total 06 months
7.2 Effectiveness of the Selection Process
There is not a single instance where any of the Bank Asia employees was laid off for his or her
poor performance. This may occur for any of two reasons:
a. The recruitment and Selection method for respective job is highly efficient so that the
appointed employee is the best choice for the job.
b. Absence of proper evaluation method and even absence of any evaluation method.
From the analysis we find that Bank Asia Limited had no established Job Evaluation Method
which made this record of no termination due to poor performance. So with the current scenario
it is difficult to determine the effectiveness of the selection process. Recently in 2010, the Bank
has initiated the employee Performance Appraisal method.
11
7.3 Mobility Path and Grade drift
There are seventeen steps in the hierarchy of Bank Asia Limited. This steeper organogram of
the Bank is created just to maintain enough scope for promotion of the employees to uphold
their motivation in the job. So promotion in this Bank is not based on the vacancy in the
organogram; rather, it is based on the completion of a certain period of services. It may create a
grade drift which may haze the career path. The time required for promotion of all employee
levels are as follows:
Table: Time required for promotion for different level of hierarchy.
Designation Time required for next promotion
1 Trainee Officer 1 year
2 Banking Officer 1 year
3 Assistant Officer 1 year
4 Junior Officer 2 years
5 Officer 2 years
6 Senior Officer 2 years
7 Executive officer 2 years
8 Senior Executive Officer 2 years
9 First Assistant Vice President 3 years
10 Assistant Vice President 3 years
11 First Vice President 3 years
12 Vice President 3 years
13 Senior Vice President 3 years
14 Executive Vice President 3 years
15 Senior Executive Vice President Depends on Board of Directors
16 Deputy Managing Director Depends on Board of Directors
17 Managing Director Depends on Board of Directors
7.4 Succession Plan
There exists no definite HRD approved succession plan for each level of employees in the
Bank. Usually, the succession is entrusted as directed by the branch Manager upon the
12
recommendations of the respective department head without any contribution from Human
Resources Department. This process is usually practiced up to Assistant Vice President level at
best. After this level, the succession decision is taken by the top management, e.g. Managing
Director, Deputy Managing Director, Senior Executive Vice President and Head of HRD.
7.5 Survey of Employee Job Satisfaction
No formal employee job satisfaction survey has so far been introduced in Bank Asia.
7.6 Yield Ratio of a Recruitment Test
• As per the last Recruitment for Management Trainee: June 2008
– Attracted Candidates: 5,700
– No. of Applicants Passed Screening to Sit for the Written Test: 1500
– Candidates for First Interview: 175
– Candidates for Second Interview: 72
– Final selection: 48
– Yield ratio: 119:1
7.7 Validity of the Written Test
7.7.1 Knowledge of English
This is especially meant for communication with different Branches of the Bank as well as
external correspondence with other local banks, foreign banks & various other organizations.
7.7.2 Quantitative Aptitude
This section measures the ability of the candidate‟s mathematical skills because he or she will
have to deal with various complex calculations, especially asset-liability management and ratio
analysis.
13
7.7.3 Critical Reasoning & Analytical Ability
Bankers are often faced with complex decision making conclusions. This section makes sure
the candidate has got this decision making capacity on his or her own. Here is a sample
question of the test (Written test 2005):
“
The towns A, B and C lie on a straight line. C is between A and B. The
distance from A to B is 100 miles. Can you find out the distance between A
to C from above? If yes, explain. If not, what type of additional information
would you require? Give reasons.
”
In the above question, the examinee is required to explain whether the provided data are
sufficient to take the decision, and what additional data are required to reach the conclusion. As
a Management Trainee, who is going to be a senior officer, the employee may come across a
situation under which he/she has to act as a manager to collect and filter necessary information
to take appropriate decisions. He or she will have to find out if the resources or data are enough
to meet the demands of the situation.
7.7.4 Computer Skills
Today‟s banking system is almost entirely operated by computers. This sections judges if the
candidate has the minimum knowledge of MS Word, MS Excel, Power Point, etc.
7.8 Employee Turnover Rate
a. In case of Management Trainees the Turnover Rate is around 20% and
b. For other Permanent Employees, the Rate is less than 10%.
14
7.9 Selection Cost:
a. The Average Recruitment and Selection Cost for the 5th Batch (Held in June 2008)
Management Trainees was around BDT 15 Lac.
b. For the last Batch Trainee Officer/Teller Recruitment the Cost incurred was around BDT 10
Lac.
c. For the Recruitment of each Experienced Banker, the Bank incurs a very insignificant
amount of money because the Process is done through two Interviews only.
7.10 Methods of External Recruitment
For external Recruitment, Bank Asia Limited only publishes its advertisement in the national
dailies and intranet, among which only the national dailies are commonly reachable to
prospective candidates. Bank Asia may include some other recruitment approaches like campus
recruitment, etc. to enhance its recruitment method. We can consider the background of the
successful candidates for the Management Trainee for the last two recruitments.
Table: Education Background of Successful Candidate for Management Trainee (June 2007)
Subject/University IBA, DU BUET
Dhaka University
Jahangir -nagar
University Rajshahi University
North South
University Other
University Total
English 8 1 9
Economics 3 3
Accounting 1 2 3
Finance 2 1 3
Marketing 2 2
Management 2 2
Banking 1 1
MIS 0
Mathematics 2 2
Statistics 2 2
Mechanical Engineering 2 2
Civil Engineering 3 3
Computer Science & Engineering 2 2
Total 0 7 23 2 0 0 2 34
15
Table: Education Background of Successful Candidate for Management Trainee (June 2008)
Subject/University
IBA, DU
BUET Dhaka
University
Jahangir -nagar
University
Rajshahi University
North South
University
Other University
Total
English 4 1 5
Economics 3 3
Accounting 1 1 1 1 4
Finance 4 1 5
Marketing 1 1 2
Management 1 1
Banking 1 1
MIS 3 3
Mathematics 2 2
Statistics 3 3
Mechanical Engineering
3 3
Mechanical Engineering + MBA
1* 1*
1
Civil Engineering
7 7
Civil Engineering + MBA
2# 2
#
2
CSE 6 6
Total 3 16* 23 2 2 1 1 48
So, we find the percentage rates of successful candidates from Dhaka University and
Bangladesh University of Engineering and Technology as follows:
Table: Percentage of Successful Candidates for Management Trainee
University June 2007 June 2008
Dhaka University 68% 48%
BUET 21% 33%
Other 11% 19%
16
Figure: Percentage of Successful Candidates for Management Trainee at 2007
Figure: Percentage of Successful Candidates for Management Trainee at 2008
7.11 Lack in Human Resource Planning
Last recruitment process which was initiated in April 2009 (Advertised in April 04, 2009 in the
newspaper “The Daily Star”) is yet to be commenced which expresses a major lack in Human
Resource Planning of the organization.
17
8. Recommendations After careful study, we came up with some recommendations which, if implemented, are likely to
bring qualitative changes to the entire recruitment and selection process of Bank Asia Limited.
Our recommendations are enlisted below:
1. As there is no job-satisfaction survey, the Bank should introduce a well-structured job-
satisfaction survey in order to reduce future employee turnover.
2. The Human Resources Department should introduce a formal succession plan, and the
succession plan should be implemented as per the directives of the Human resources
Department to avoid any untoward problems.
3. The Human Resources Department should incorporate some other external recruitment
methods like campus recruitment. The reason for this is the fact that a major portion of the
successful candidates come from only two universities.
4. The Bank should stipulate a specific timeframe for each and every recruitment to avoid
unnecessary delay and extra costs.
18
References
1. Strategic Human Resources Planning, Eighth Edition, McGraw-Hill Company, Byars, L.
L., Rue, L.W.
2. Human Resource Management, Sixth Edition, HOUGHTON MIFFLIN COMPANY,
Fisher, C.D., Schoenfeldt, L. F., Shaw, J. B.
3. Human Resource Management, Tenth Edition, Prentice-Hall of India Private Limited,
Dessler, G.
4. Human Resources manual of Bank Asia Limited.
A
Appendix 1: HR Policy of Bank Asia Limited
RECRUITMENT, SELECTION & HIRING:
The Bank‟s recruitment policy shall be to attract staff members of the highest caliber appropriate to job requirements under employment terms and conditions that are responsive both to the Organization‟s needs and the staff member‟s well being.
The highest quality of human resources will be the standard in hiring of Bank Asia Limited employees. New or available positions will be open to existing (job posting) and outside individuals on competitive basis. Bank Asia Limited is an equal opportunity organization allowing no discrimination on grounds of gender, religions, caste or creed.
All recruitment of permanent staff/ employee will be processed centrally at the Head office Human Resources Division (HRD).
01) Recruitment:
I. Whenever there is a need to fill a vacancy, the concerned division involved will raise an „Employee Requisition Form‟. This Form along with the Job Descriptions and Persons Specification, thereafter, should be forwarded to the Human Resources Division (HRD) for processing.
II. All new vacancies will be filled in either by promotion or by direct / lateral recruitment. Repositioning staff levels within the organization based on the need of the vacancy.
III. In the event of a new vacancy, a search will be mounted first for the qualified candidates within the organization. The vacancy will be posted on the notice boards for internal candidates to apply as a part of the search. If qualified candidate/s is/are not available internally then the advertisement may be placed in the national dailies/ internet media seeking for the qualified persons.
IV. Existing employees with appropriate qualifications, subject to specific conditions that may be laid down in this regard, may apply for an advertised post through proper channel (Division Head).
V. If the vacancy involves an entry level position in the Executive management cadre and if it is decided to fill in the vacancy by way of promotion, the prospective candidates will have to undertake a written test and go through a Selection Board interview, as decided by the management. The Functional Head, in consultation with the Head of HR, will recommend the most suitable person scoring the score for promotion to the Managing Director for approval.
VI. Recruitment of close relatives is only allowed when one shall not supervise the other.
02) Advertisements:
B
Unless otherwise decided by the Management, recruitment for the post of Management Trainees will be generally advertised by using news daily as well as on its own website. But in the case of emergency, recruitment for a vacant position, candidates from pending applications (Walking Resume/CV) may be interviewed or candidates who were interviewed earlier and graded to be in the panel for future consideration may be considered for employment.
03) Short listing:
The Bank will have Selection Committees for recruitment appointed/selected by Managing Director. The selection committee for hiring of staff for different levels as follows:
APPENDIX- II
Positions Selection committees
Trainee Officer/Teller 1. Concerned Functional Head
2. Head of HR
Management Trainee 1. Managing Director
2. Concerned Functional Head
3. Head of HR
Officer – EVP 1. Managing Director
2 Concerned Functional Head
3Head of HRD
Should a candidate be related to any employee involved in the recruitment process or serving Bank Asia Limited, the employee concerned should intimate the matter to the HRD. Recruitment of family members (e.g. Brother, Sister, Son, Daughter, Wife, Husband etc.) of any employee should be discouraged. Canvassing or use of influence is strictly forbidden for securing employment and will be eligible for a negative response.
04) Selection:
I. All prospective candidates are required to complete an „Application Form for Employment‟. The HR Division along with the concerned Function Head will be responsible for processing applications, screening applicants, and short listing qualified candidates.
II. The HR Division contacts the qualified candidate/s and arranges appropriate tests for any position to identify the potential of the candidates based on Job Descriptions and Persons Specification.
III. Written tests for appointment will cover the following areas:
a. Knowledge in English
b. Quantitative Aptitude
c. Critical Reasoning & Analytical Ability
d. Computer skills
C
05) Written or Job Tests:
It is mandatory for short-listed candidates to sit for a written test for the post of Management Trainee/ Trainee Officer/Teller.
Apart from the above, for other positions, as decided by the Management, candidates short-listed may be required to sit for written test and or a practical job related test and or formal interview.
a) Interviews:
The interview panel authorized by the Managing Director will finalize its recommendation as soon as the interviews are completed. No expenses will be reimbursed to the candidate to attend interview/ written test.
b) For positions from SEVP and Above
Preliminary interviews are to be conducted by the Managing Director who will recommend the best candidates to the Board/ Executive Committee for final decision.
c) For positions from Trainee Officer/Teller
Preliminary interviews are to be conducted by the respective Selection Committee.
After the preliminary interview, it may be decided to put the short listed candidates to written tests, if necessary.
Based on the result of written test and or interview results, the short listed candidates will be chosen for final selection.
d) Appointment / Hiring:
I. All appointments to the Bank of any nature must be processed through Human Resources Division.
II. After final selection, appointment letter(s) will be issued to the candidate(s) for Deputy Managing Director with the consent of the Board/ Executive committee.
III. The Managing Director will make job offers to the selected candidate/s from the level of Trainee Officer /Tellers to Executive Vice President Position.
IV. The offers will specify the position and the basic salary and other benefits/facilities.
V. Background checking, Clarification/Verification from the last employer obtained through classified correspondence/communication.
VI. The selected candidates will be issued with a Letter of Appointment, detailing the terms and conditions of service, a three years indemnity bond (Duration of the bond may be decided by the Managing Director/Management), which will be signed and returned to the Bank as his/her acceptance of the offer.
VII. Management Trainees and Trainee Officers/Tellers along with the Letter of Appointment shall sign a five years Indemnity Bond that is mandatory.
VIII. A copy of the letter may be sent to the Head of Finance & Accounts Division for their information (if required).
D
IX. The appointment letter should state clearly about:
The post /position
The remuneration /salary
The service benefits
Income tax deduction information
The probationary period
The reporting date, time and place
Notice period required by either party for termination of appointment
Validity (duration) of employment offer
x. Candidates must submit the letter of release from previous employer on the date of joining.
xi. Police verification is mandatory for the Cash officer and Security personnel.
xii. All offers of permanent employment will be subject to pre-placement medical check up by the Bank nominated doctor/a recognized doctor and satisfactory reports /certificate of references. Medical checkup to be carried out by the Bank‟s designated Clinic/Hospital/Doctor.
xiii. All appointment shall be made at the minimum pay of the grade, but in cases where persons to be recruited possess additional experience or special qualifications, or both, the competent authority may allow a higher initial pay in the scale of pay of the grade.
e) Age Limit:
No person shall be appointed in the service of the Bank as Management Trainee/ Trainee Officer/Teller, who is below 18 (eighteen) years of age and above 30 (thirty) years of age in respect of direct fresh recruitment. This age limit may be relaxed by the competent authority/Managing Director in exceptional cases. For lateral entry the age limit shall be as decided by the Managing Director.
f) Medical Fitness:
No person shall be appointed in the service of the Bank unless the person has been certified physically fit by a qualified medical practitioner acceptable to the Bank or as defined by the Bank. List of Authorized Physician/Hospital/Clinic will be provided by the HR Division at Head Office.
g) Gradation:
Employees of the Bank shall be graded as may be decided by the Board from time to time.
h) Service Agreement:
All the employees of the Bank shall execute a DECLARATION in the prescribed from as at Rule (j).
i) Service Register:
E
Complete service records/dossier shall be maintained by the Human Resources Division at Head office for all employees. Branches shall maintain shadow file for employees working in the respective branches.
j) Form of Declaration:
Every employee to whom the rules mentioned at Rule 2 (I) apply shall execute a declaration in the prescribed form.
k) Management Trainee:
i. All new hires of Management Trainee category shall have a probationary period of one year. However, this period of probation may be extended by an additional period, if the management feels employee has not made adequate progress in his/her job within the probationary period. After successful completion of one-year probation period they will be confirmed as Senior Officer.
ii. Apart from the Management Trainees, all other new hires from Trainee Officers/ Tellers shall have a probationary period of One year. However, this period of probation may be extended by an additional period, if the management feels that an employee has not made adequate progress in his/her job during/within the probationary period.
iii. The management will assess their progress in the job during the probationary period within which a decision to confirm or terminate or extend their probation will be taken and communicated in writing.
iv. The management may decide to reduce the period of probation, if it is satisfied that the probationer has shown significant progress in the job at any time during the probationary period.
v. On successful completion of the probation, a letter confirming the staff member will be issued after the expiry of the probation.
vi. During the probationary period, except otherwise advised/instructed by the Management, no benefit shall be allowed. On confirmation, a staff member will be entitled to receive all admissible benefits as per the Employee‟s Service Manual of Bank Asia Limited.
vii. During the probationary period, no leave except sick leave will be admissible. However, in case of an emergency, leave with pay may be granted as a special case, which will be adjusted against future Earned leave entitlement.
viii. Normally, probationary periods will be as follows:
Grade Probationary Period Probation Extension
Management Trainee 12 months 6 months
Trainee Officer/Teller 12 months 3-6 months
Officer and Above (Experienced)
To be decided by the Managing Director (if required)
N/A
F
l) Confirmation:
I. Prior to the end of the Probationary Period, an assessment will be made about the employee‟s suitability. Assessment Form shall be imparted by the HRD to concern Branch/Division Head.
II. The authority to confirm an employee in any grade shall be decided by the Managing Director.
All Appointments to the Bank of any nature must be processed through Human Resources Division at Head Office.
m) Introduction/Orientation:
i) All new recruits must undergo an Induction/Orientation program, in order to familiarize themselves with the organization‟s culture, norms, rules and regulations so that they know what is important in the organization and what they are supposed to do.
ii) Induction helps an employee to become effective member of the organization.
iii) Bank Asia Training Institute shall arrange a Basic Banking Training Program for the Management Trainee/Trainee Officer/Teller.
G
Appendix 2: Advertisement for Management Trainee at April, 2009 at ‘The Daily Star’
