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Recruitment, Selection and Hiring Policy of The City Bank Ltd.

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Recruitment, Selection and Hiring Policy of The City Bank Ltd.
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Page 1: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection and Hiring Policy of The

City Bank Ltd.

Musabbir RahimEMBA 18th Batch, ID ZR 1401004

Page 2: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Definitions

Recruitment

The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.

(source: www.businessdictionary.com)

Page 3: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Selection:

Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. It is the process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job.

(source: www.wikipedia.com)

Definitions

Page 4: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Hiring:Hiring is the process of Selection.

Policy:A policy is a principle to guide decisions and achieve rational outcomes. A policy is a statement of intent, and is implemented as a procedure[ or protocol.

(source: www.wikipedia.com)

Definitions

Page 5: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Differences Between Recruitment, Selection & Hiring

Recruitment Selection HiringThe recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

 

The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization

The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

Hiring is the process of Selection

Recruitment is a positive process i.e. encouraging more and more employees to apply

Selection is a negative process as it involves rejection of the unsuitable candidates.

 

Recruitment is concerned with tapping the sources of human resources

selection is concerned with selecting the most suitable candidate through various interviews and tests.

 

There is no contract of recruitment established in recruitment

selection results in a contract of service between the employer and the selected employee.

 

Page 6: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Overview of The City Bank Ltd.

• Date of Establishment: March 14, 1983• Number of Branches: 99 (as of September 01, 2014)

• Number of Employees: 1886 (as of September 01, 2014)

• Number of Directors: 13• Current Chairman: Mr. Rubel Aziz• Current MD & CEO: Mr. Sohail R.K. Hossain• Current Head of HR in Charge: Mr. Sohail

R.K. Hossain• Current Head of HR Operations: Mr. Hasan

Md. Lablu

(source: www.thecitybank.com and HR Office of CBL)

Page 7: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

CEO

Leaders

Managers

Officers

Top Management Level

Executive Level

Sr./Manager Level

Work Force Level

Page 8: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Appointment & Hiring

Medical Test

Final Selection

Well-structured and paneled interviews that focus on required Management Competencies for a particular

Evaluation of written communication and analytical skills (upto EO level)

Written tests that evaluate basic Job knowledge/Communication/Analytical aptitude (upto EO Level)

Primary screening based on Advertisement

Recruitment, Selection & Hiring Process

Page 9: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

External Recruitment Policy

Recruitment Policy of City Bank Limited (CBL) is formulated to ensure an efficient and transparentrecruitment process for the bank. Human Resources Division is responsible for all recruiting activities. Line manager and divisional head will be consulted at different stages of recruitment process by HR. Strict confidentiality will be maintained by the concerned personnel involved with recruitment process. Any exception to the following clauses can only be made by Managing Director& CEO.

Page 10: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

Educational Qualification

Individuals joining at Management Trainee & Officers (fresh, without prior experience) level at CBL have to have a graduate degree, completing four years of graduation in any discipline from UGCapproved universities of Bangladesh or renowned universities from abroad. Individuals who have completed B.Com or the likes (less than four years of graduation) will need to have a post graduate degree in order to be eligible to apply for the above mentioned posts. However candidates who have done only graduation (below four years) will be eligible to apply for junior officer/Cashofficer.

Page 11: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

Steps of Recruitment

Candidates applying for all temporary and officer position at CBL will have to go through a written test with pass mark of 45%. For candidates applying for the position of Executive officer and above, written test is not mandatory however can be taken at the discretion of Human Resources Division and the line manager. An interview board will comprise of minimum three members who should include one member from HR and one from line division/department and one cross functional.

Page 12: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

Medical Test

In CBL, the job offer is contingent on passing medical examination conducted by the Bank nominated diagnostic centre.

Reference Check

Bank may go for reference check wherever deemed necessary and HR must do the reference check.

Page 13: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

Internal Recruitment Policy

CBL encourages people to grow from within and therefore will give equal opportunity to recruit suitable candidates internally against any vacancies. The internal job posting will be donesimultaneously with the external job advert and the internal candidate will be given equal chance to compete with the external short listed candidate for a specific job opening. Internal candidates can only apply for a specific job opening after taking approval from line manager and divisional head in the provided form. An internal candidate need to have spent at least six months in his current role to be able to apply for lateral internal move, and at least one year in his current role to be able to apply for a opening in a higher position.

Page 14: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

External Recruitment Process

Appointment Letter

Medical Test

Job Offer

Interview

Written Test

CV Sourcing and Short Listing

Job Posting

Manpower Needs and Recruitment Requisition

Head Count Planning

Page 15: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

Internal Recruitment Process

Appointment to the New Role

Interview

CV Short listing

Job Posting

Page 16: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment, Selection & Hiring Process

Page 17: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recruitment Procedure The City Bank Ltd uses an in-house function which

ensures consistent recruitment from opening to opening. As they use in-house functions they have greater control on the recruitment process and they can easily execute different aspects of recruitment properly.

The City Bank Ltd pursued centralized recruitment policies. That is recruitment activities are coordinated by the Human Resource Division. The advantages of this centralization recruitment are quick decision making, elimination of duplication, limitation of time, low cost and efforts.

It has a strong online application system. Generally they post the advertising on www.bdjobs.com. The applicants send their resumes through www.bdjobs.com. Later on HR Officials sorts out the resumes according to the criteria.

Major Findings

Page 18: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Major Findings

The Head of Human Resource along with the other stuffs do all the HR activities in The City Ban Ltd. They maintain Human Resource Information System (HRIS) for their employees.

There is fair and equal treatment in different categories of the jobs in The City Bank Ltd. Male and female employees are treated equally in City Bank. There is no gender discrimination.

There is no proper guideline in The City Bank Ltd regarding the recruitment budget.

There is little effort of HR division for continuous development in recruitment process. The world is changing and recruitment process as well. They are using the same methods and strategies year after year because they are familiar with the practice and it is working.

In many cases employees has to be selected upon request provided by the Directors and in some cases Bangladesh bank officials.

Page 19: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Major Findings

Selection Procedure

Usually, the selection is a time consuming procedure. All the processes go through the decentralized decision making process that takes more time to complete the whole selection process.

The applicants send their resumes through www.bdjobs.com. These resumes are then sorted for particular competencies. These sorted and varied resumes are then entered in the database to weed out any probable entry mistakes. The whole process takes considerable length of time as the number of applicants often reaches staggering number.

The persons who are selected in the process are only contacted.

Page 20: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Major Findings

When selection takes place, The City Bank Ltd loses more qualified candidate because within this time most of the candidates joined in another organizations.

In case of security guard, tea-boy and cleaner, they follow outsourcing. That is they hire the employees from employment agencies. Those workers work on temporary basis in The City Bank Ltd. There is a contract between The City Bank Ltd and the supplier.

Page 21: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recommendations

1. The Human Resource need identification should be done by HR department rather than divisional Head. It will facilitate the proper control of HR on different Branches and it will be possible to procure the actual number of employees. 2. The CVs of applicants should be sorted on the basis of degree or skill as early as possible which will save valuable time to internal CV sourcing. 3. An online database of all employees should be developed so that every employee has individual online profile account and it can be accessed at a time by more than one employee.

Page 22: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recommendations

4. Customer service skill are needed some improvement and effective steps should be taken to provide one stop service related training as early as possible. 5. Computerized database of salary is required from Jan- Aug 2009. It will take more time if the data of salary is being input to database manually. Branches should make the soft copy and send it to the HR. 6. The front liner banks are providing higher salary and picking the efficient employees. The HR should make regular assessment here.

Page 23: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Recommendations

7. There should be sufficient budget for Recruitment, Selection and Hiring purpose. 8. For some valuable positions, selection decisions can be made centrally to avoid time. 9. Reference should not be used as selection criteria because there is a chance to select a wrong person.

Page 24: Recruitment, Selection and Hiring Policy of The City Bank Ltd.
Page 25: Recruitment, Selection and Hiring Policy of The City Bank Ltd.

Thank you&

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Recruitment, Selection & Hiring

Recruitment, Selection & Hiring Policy ofThe City Bank

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