Report Body

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CHAPTER 01
Introduction
1.1 INTRODUCTION:
Human Resource is one of the most important factors of any organization’s success.
Resources make things possible but people make things happen. A company’s core
competence resides in its people and in its intellectual capital, not in its assets on the
balance sheet. Other assets like skill, technology, physical assets and financial assets can
be easily copied by other organizations. But if an organization has highly skilled and
capable workforce it cannot be easily copied by other organization. So acquisition,
deployment and retention of sufficient skilled manpower are cutting edge for an
organization. These things greatly depend on effective recruitment and selection process.
Successful employee planning is designed to identify an organization's human resource

needs. An organization which identifies and attracts new members effectively, selecting
on the basis of a careful assessment of skills, knowledge, aptitude and track record, can
look forward to sustained success, productivity and growth. This Recruitment and
Selection Policy sets out how to ensure, as far as possible, that the best people are
recruited on merit and that the recruitment process is free from bias and discrimination.
ACI's mission is to achieve business excellence through quality by understanding,

accepting, meeting and exceeding customer expectations. ACI follows International
Standards on Quality Management System to ensure consistent quality of products and
services to achieve customer satisfaction. ACI also meets all national regulatory
requirements relating to its current businesses and ensures that current Good
Manufacturing Practices (cGMP) as recommended by World Health Organization is
followed properly. ACI has been accepted as a Founding Member of the Community of
Global Growth Companies by the World Economic Forum which is the most prestigious
business networking organization.
ICI Bangladesh Manufacturers Limited was a subsidiary of world renowned multinational

ICI Plc and was a listed public limited company under Dhaka Stock Exchange. In 1992
ICI Plc divested its shareholding through a management buyout and the company name
RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

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was changed from ICI Bangladesh Manufacturers Limited to Advanced Chemical

Industries (ACI) Limited. ACI Formulations Limited, a subsidiary of ACI, became a
public listed company through direct listing.
ACI has diversified into four major strategic business divisions which include Health
Care, Consumer Brands, Agribusinesses and Retail Chain.
ACI's mission is to achieve business excellence through quality by understanding,
accepting, meeting and exceeding customer expectations.
ACI follows International Standards on Quality Management System to ensure consistent
quality of products and services to achieve customer satisfaction. ACI also meets all
national regulatory requirements relating to its current businesses and ensures that current
Good Manufacturing Practices (cGMP) as recommended by World Health Organization is
followed for its pharmaceutical operations.
The pool of human resources of the company will be developed to their full potential and
harnessed through regular training and their participation in seeking continuous
improvement of work methods
Recruiting is the process of discovering the potential candidates for filling up the
organizational vacancies. From another point of view, Recruitment acts as a link between
the employers and the job seekers and ensures the placement of right candidate at the
right place at the right time.
A lot of careful planning and thought are required for selection activities to be successful.
The selection process is composed by a number of steps. Each of theses steps provide
information to the decision maker that will help them to predict about the weather an
applicant will prove to be the successful job performer. If inaccuracy exists during the
process of recruitment and selection, organization fails to get the best one and lost the
suitable candidates. Thus, this process should be very systematic.

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CHAPTER 02
Research Methodology
2.1 OBJECTIVES OF THE STUDY
Objectives are the focus points of any analysis. Purposes and the objectives are the
prerequisite to set out something or accomplish a mission. The success or failure of a
study mostly depends on how its purposes and objectives are considered.
The objectives of this report can be identified as Primary objective and specific
objectives:
Primary objective:
To show the overall recruitment and selection process of Advanced Chemical
Industries Limited.
Specific Objectives:
To identify the importance of recruitment and selection process;
To measure the strength and weaknesses of ACI’s recruitment and selection

process;
To find out the opportunities and threats of recruitment and selection process;
To know how to select a suitable source to communicate with candidates;
To know how to get potential candidates for an organization;
2.2 SCOPE OF THE STUDY
This study is designed to show the employee recruitment and selection process of
Advanced Chemical Industries (ACI) Limited. In this regard, information is taken from
the authority of the company. From the study it has been tried to find out the usefulness of
recruitment and selection process of the company. So that higher authority can put their
eyes of this process to overcome the barriers of recruitment and selection process. In

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future they will be highly beneficial if they take major steps to reduce the barriers in the
way which is recommended through the study.
2.3 METHODOLOGY
The type of the report is almost descriptive which is based on both primary and secondary
data. To study and shape the report as the final format the following two main aspects are
considered:
Data
Collection Data
Presentation
Data Collection For the task I have chosen Advanced Chemical Industries (ACI)
Limited, as in recent time the company is one of the top employers in Bangladesh. In
preparing report, a reliable source of collecting data is vital measures. In this report, both
primary and secondary sources of information have been used.
(A) Primary data are observed and recorded as part of an original study. When the data
required for a particular study can be found neither in the internal records of the
enterprise, nor in published sources, it may become necessary to collect original data,
i.e., to conduct first hand investigation. In the report the researcher has used the
following sources to collect primary data:
 Face to face conversation with the higher authority
 Communicating with some staff
 Direct conversation with the HR employees
(B) Secondary data are collected through the following sources:
 Office Record
 Annual Reports
 Internet
 Different books etc.
2.4 DATA PRESENTATION

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From different sources all the information is collected regarding the company, relative
competitors, and the recruitment & selection process of candidates. After collecting all the
data, they are organized and assembled for final report. All the data are checked properly
by the supervisor before the submission of the final report. Finally, the report is submitted
on due date.
However, the flowchart for preparing the report is:
Topic selection &

selecting a site
Primary data Data collection Secondary data
Data Presentation
Submission of Final
Term Paper
.
Fig 1.1: Flowchart for preparing this report
2.5 LIMITATIONS OF THE STUDY
It was not an easy task to make a comprehensive internship paper but the maximum effort
is given to prepare this. However, some limitations occurred through this work, such as:
 It was difficult to communicate with each concern person of the company, as

many of them were busy with their assigned job;
 As Human Resource Division (HRD) is a very confidential part of the
organization, most employees are not willing to disclose all the data and
information, which is very much vital for the report;
 All of the things the researcher needed are not available.
CHAPTER 03

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3.1 HISTORICAL BACKGROUND
ACI Limited was established as the subsidiary of Imperial Chemical Industries (ICI) in
the then East Pakistan in 1968. After independence, the company was incorporated in
Bangladesh in 1973 as ICI Bangladesh Manufacturers limited as a Public Limited
Company. In 1992, the company was divested to local management and the name of the
company changed to Advanced Chemical Industries (ACI) Limited. ACI inherited the rich
ICI culture of product quality, customer service and social responsibility.
Initially in 1992, ACI started primarily with pharmaceutical business with a turnover of
BDT 80 million only but later the new management brought about fundamental changes
in the policies and in the year 2008 turnover grew to over BDT 7,365 million. The
Company has diversified business interest in pharmaceuticals, agricultural including
fishery & livestock and consumer brands. At present, ACI has three Strategic business
units along with 11 Subsidiaries, 3 Joint ventures and 1 Associate.
ACI is a fast growing company that has substantial contribution in the economy of
Bangladesh. In response to growing demands of the consumers of Bangladesh, ACI has
diversified its business to include wide range of products in its portfolio. ACI has started
its expansion policy by exploring and strengthening the pharmaceuticals wing further so
that it can continue giving reliable service to the consumers of Bangladesh. ACI is the
first company in Bangladesh to achieve ISO S001 in 1995 for quality management and
also the first company to achieve ISO 14000 in 2000 for environmental management
system. ACI is also the first company from Bangladesh to become the honorable member
of United Nation Global Compact. It is the only Bangladeshi company which was
declared as a notable COP (Communication on Progress) recognized by UNGC (United
Nation Global Compact). ACI has been accepted as a founding member of community of
Global Growth Companies by the World Economic Forum which is the most prestigious
business networking organization in the world.
3.2 CORPORATE MISSION

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A mission is a blueprint for success. A company’s mission statement describes its present
business scope (where we are and what we do).ACI’s mission is: “to enrich the quality
of life of people through responsible application of knowledge, skills and
technology”. ACI is committed to the pursuit of excellence through world-class products,
innovative processes and empowered employees to provide the highest level of
satisfaction to its customers.
3.3 VISION OF THE COMPANY
A vision maps out a company’s future business scope (where we are going). To realize the
mission ACI will:
 Endeavor to attain a position of leadership in each category of its businesses.

 Attain a high level of productivity in all its operations through effective and
efficient use of resources, adoption of appropriate technology and alignment
with core competencies.
 Develop its employees by encouraging empowerment and rewarding
innovation.
 Promote an environment for learning and personal growth of its employees.
 Provide products and services of high and consistent quality, ensuring value
for money to its customers
 Encourage and assist in the qualitative improvement of the services of its
suppliers and distributors.
 Establish harmonious relationship with the community and promote greater
environmental responsibility within its sphere of influence.
3.4 VALUES OF THE COMPANY

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 Quality: ACI always strive to provide the best possible quality for their products
and services in order to meet and exceed customer’s expectation.
 Customer Focus: ACI’s main focus is always their customers. They are always to
provide the finest products and services to their customers in order to attract and
retain customers.
 Fairness: ACI always attempts to maintain fairness in what they do and produce.
This helped them to gain customer’s faith and confidence and also to operate
successfully in the market with their competitors.
 Transparency: ACI maintains transparency by providing the desired goods and
services to their customers and sharing their goals with their employees.
 Continuous Improvement: ACI always attempts to make improvements in their
products and services in order to meet customer’s demands and cope with the
current trend. In this way, they are able to compete successfully in the market in
comparison to others providing the similar kind of products and services.
 Innovation: ACI strongly believes in innovation. As a result, they go for frequent
research and development in order to improve and upgrade their product on a
frequent basis.
3.5 ACTIVITIES OF THE ORGANIZATION
ACI Limited is committed to providing customers with a broad range of quality products
from its business operations. It has diversified its business in various sectors such as the
ealth care division, consumers’ brands division, and agribusiness division. Besides it has
03 Major SBUs
03 Joint Ventures
11 Subsidiaries
1 Associate

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3.6 MAJOR BUSINESS
a) Pharmaceuticals
ACI formulates and markets a comprehensive range of more than 400 products covering
all major therapeutic areas, which come in tablet, capsule, powder, liquid, cream,
ointment, gel ,ophthalmic and injection forms. ACI also markets world-renowned branded
pharmaceutical products imported from world-class multinational companies like
ASTRAZENECA, UK and UCB, BELGIUM. ACI is actively engaged in introducing
newer molecules and Novel Drug Delivery Systems (NDDS) to meet the needs of present
and future. ACI introduced the concept of quality management system by being the first
company in Bangladesh to achieve ISO 9001 certification in 1995 and follows the policy
of continuous improvement in all its operations. ACI maintains a congenial and
supportive relationship with the healthcare community of Bangladesh.
b) Consumer Brands
This business segment has three major categories of product range- home care, air care
and hygiene care. Products under home care category include ACI Aerosol (having
market share of 85%) and ACI Mosquito Coil. ACI has also very attractive product range
in this Air Care category. ACI has another very strong range of products in its Hygiene
Product category. Savlon Liquid Antiseptic (75% market share) is the highest selling
antiseptics in the country. Products like Savlon Antiseptic cream, Savlon Family
Protection Soap and Savlon Femme Sanitary Napkin, Vanish Toilet Cleaner are also under
this category. ACI Consumer brands also deals with products of internationally acclaimed
company like Colgate Palmolive and Nivea. Recently ACI Electronics a sub unit of ACI
Consumer Brands has launched Panasonic Audio visual items in the country.
c) Agribusiness
ACI Agribusiness is the largest integrator in agricultural sector of Bangladesh. ACI

Agribusiness deals with livestock and fisheries, crop protections, seeds, fertilizer and
agri-machineries. Under Agribusiness, the following business units are currently
operating:

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d) Crop Care & Public Health (CC & PH)
Crop care & Public health is dealing with all type of crop protection items. It is providing
a complete range of cost effective products which can provide appropriate solutions for
the farmers through insecticides, herbicides, and fungicides.
e) Seeds
Seeds division is dealing with hybrid rice, vegetable and maize seeds. It has partnership
with renowned HYV seed companies of the world. ACI started the seed business in 2006.
It has its own research and development stations in Gazipur and Bangladesh Agricultural
University, Mymensingh.
f) CROPEX
CROPEX is dealing with commodity buying, storing, preserving and selling. ACI Cropex
is a remarkable addition to the agricultural advancement in the country. The project
assists the farmers in various ways - exchanging their crops at the time of their necessity,
providing them with technological assistance and advisory services and so on.
g) Animal Health
This division is dealing with high quality nutritional, veterinary, poultry medicine and
vaccines including proposal for pisiculture, cattle rearing and cattle fattening. Integrated
fisheries and livestock project will be implemented soon.
h) Fertilizer
This unit is dealing mainly with micro continent and foliar fertilizer with a focus in basic
fertilizer. It launched micronutrient fertilizers like Zinc Sulphate, Magnesium Sulphate,
Ammonium Sulphate, Boron, Sulphur 90% and Sulphate of Potash. They are being
imported from China, U.S.A, Canada, Taiwan, Argentina, and Turkey etc. ACI
Agribusiness strives for providing “one stop solution” to farmers by providing all sorts of
activities regarding agriculture. ACI Agribusiness is having a strong partnership with
national and international R&D companies, Universities, and research institutions.
“Partnership with the farmer” is the main theme of ACI Agribusiness.

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i) International alliances
ACI represents Colgate Palmolive Company as exclusive marketing partner and

distributor for the territory of Bangladesh. Colgate is the worldwide leader of the oral care
products category. ACI was appointed as sole distributor and marketing partner of
Beiersdorf AG, Germany; the manufacturer of Nivea brand products. ACI represent
Godrej Consumer Products Limited. ACI consumer Brand is also selling low calorie
sweetener products of Merisant for weight conscious customers and also for them who
want to avoid direct sugar. In additions to these, ACI represents significant number of
world’s reputed companies in Pharma and Agriculture sectors.
3.7 FINANCIAL PERFORMANCE OF ACI LIMITED.
3.7.1 CAPITAL STRUCTURE :
The major sources of raising company’s capital are the Equity (share capital), Long term
Liabilities and Bank Loan. Here it has mentioned the portion of these three categories in
raising capital over last five years from 2008 to 2013. In case of Net Sales Income & Profit
before tax, Shareowners’ Equity, Earnings per Share:
CAPITAL STRUCTURE (SOURCE: ANNUAL REPORT - 2013)

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3.7.2 S ALES CONTRIBUTION BY BUSINESS UNIT
As per audited accounts for the year ended 31.12.2013, relative position to total revenue
of the products (by Business Unit) are:
Chart 2.1: Sales Contribution by Business Unit

Source: Annual Report
Here we can see ACI Pharmaceutical is the largest profit gainer for the company. It has a
large product line. On the other hand the consumer brands division is at number 02,
which accrues 31%. It has got a large product line with Foods, Flour, Electronics,
Electrical, and Salt and so on.
3.7.3 COMPARISON OF TURNOVER AND COSTS OVER LAST YEAR
From the report, the continuous progress of net income of the company has been
increasing. It demonstrates ACI in a very profitable position in its overall business.

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3.8 ORGANIZATIONAL HIERARCHY
Secretarial Affairs
New Venture
Fig 2.1: Overall Organization’s Hierarchy

Source: In-house Organogram

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3.9 HIERARCHY OF HUMAN RESOURCE DEPARTMENT (HRD)
Managing
Director
Director, HR
Sr. Manager,
Manager, HR
HR
Assistant Assistant Asst.

Manager Manager Manager, HRS
Sr. HR
HR Executive Officer, HRS
Executive
HR Executive Jr. Officer, HRS
HR Executive HR Executive HR Executive
Diagram: Hierarchy of Human Resource Department of ACI Limited

Source: HR Division of ACI Limited, Head Office

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3.10 COMPETITOR ANALYSIS
 Pharmaceuticals
The major competitors of ACI in the pharmaceutical market in the year 2009 are as
follows:
Company Share (%)
Square Pharmaceuticals Limited 20.06
Incepta Pharmaceuticals Limited 7.53
Beximco Pharmaceuticals Limited 7.09
The Acme Laboratories Limited 5.25
Eskayef Pharmaceuticals Limited 4.64
ACI Limited 4.52
Opsonin Chemical Industries Limited 4.30
Renata Limited 4.22
Aristopharma Limited 4.18
Drug International Limited 3.39
Others 39.00
Total 100%
Table 2.2: Competitors of Pharmaceuticals

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From the table 2.2, it has been shown that the largest market share of Pharmaceuticals
business has been captured by Square Pharmaceuticals Limited. In comparing with this
company ACI’s position is comparatively lower. However, here to mention that Pharma
business of ACI Limited has become the 3rd fastest growth company in 2009 in
Bangladesh. ACI maintains a congenial and supportive relationship with the healthcare
community of Bangladesh, with the belief that business excellence can only be achieved
through pursuit of quality by understanding, accepting, meeting and exceeding customer
expectations.
The management of ACI, a competent team of professionals, thus operates with a

progressive attitude to provide effective solutions to satisfy the customers’ needs, through
its products and services of uncompromising quality.
 Consumer Brands
The table in next page depicts the major market share (Consumer Brands) of the major
players of the market in the year 2014:
Brand Name Share (%)
ACI Aerosol 84.29
Aerosol
Reckitt-Benkeizer 7.83
Square Toiletries 6.40
ACI Mosquito Coil 28.99
Mosquito Coil
Globe Bangladesh Ltd 5.97
Maladesh International Ltd 4.15
Liquid Antiseptic Savlon Liquid Antiseptic (ACI Limited) 78.95

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Antiseptic Cream Savlon Antiseptic Cream (ACI Limited) 72.40
Millat Chemicals Ltd 3.40
Table 2.3: Competitors of Consumer Brands

(Source: In house source)
 Agribusiness
The main competitors of ACI Agribusiness (deals with several fields) and their relative
market share for the year 2009 are as follows:
Animal Health
8.33%
ACI Limited
10.83%
Renata
ACME
8.83% Novartis
55.36% SK+F
6.66%
Square
5.33%
4.66% Others
Graph 2.3: Competitors of Animal Health

Here to mention that in Animal (Source:
Health of ACI Limited
In house source) has created a strong position
(having 8% market share) comparing to its competitors in 2009 in Bangladesh.
 Fertilizer
Major Competitors Market Share

(%)
ACI Limited 19.60
Padma Agrochemical Limited 8.00

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Global agrovet Limited 6.00
Syngenta Bangladesh 6.20

Limited
Alpha Agro chemical Limited 5.60
Others 54.60
Total 100%
Table 2.4: Competitors of Fertilizer

From the information above it becomes clear that ACI Limited has got the upmost
position (having 19.6% market share) in fertilizer business comparing to its nearer
competitors having below 10% of market share.
 Seeds
13%
6% Supreme Seed Brac Seed
company
9% Lal Teer Seed ACI Limited
59% A. R Mallik Seed Aftab Seed
6%
2% Others
5%
Graph 2.4: Competitors of Seeds


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Though the market position of ACI Limited is very strong in Fertilizer business, the
company still couldn’t create the same in Seeds business (having 6% market share)
relative to its competitors.
 Cropex:
Major Competitors Market Share

(%)
Chowdhury 20.00
Enterprise
M.S. Trading 10.00
Madina enterprise 10.00
Trade excel Agro 5.00
ACI Limited 5.00
Others 50.00
Total 100%
Table 2.5: Competitors of CROPEX

ACI Limited has started this business sector not long and the company is trying to make a
good position in this field. Table 2.5 shows the market share of CROPEX of ACI Limited.
is now 5% which is relatively lower than its competitors.
3.11 FUTURE PLANS OF HRD:
 The vision of Human Resource (HR) department of ACI is creating a work

environment to foster creativity, innovation and productivity for achieving

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business excellence through dynamic and dedicated people. Towards this vision
HR plans the following to achieve in coming year:
 To be an employer of choice;
 Creating a positive & enthusiastic working environment;
 To create an environment for learning and growth for developing internal human
capital;
 Establishing the value of the company through making a firm related to values &
showing it in different forums;
 Creating a culture of positive attitude to gain significant competitive advantages.
3.12 OTHER PLANS
To expand the business the company always takes initiatives by enlarging its existing
businesses as well as entering new businesses. ACI Pharmaceuticals is expected to be
introducing three new lines of medicine products namely:
Anti Cancer,
Hormone & Steroid and
Amino Acid.
For this new initiative, Company needs funding facilities to allow it to import capital
machinery and carry out construction of physical facilities. Out of the total proceeds of
BDT 1.00 billion that will be raised through issuance of 20% convertible zero-coupon
bond, BDT 597,194,166 (i.e. approx. 60%) is earmarked for the expansion scheme of the
company.

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CHAPTER 04
Recruitment and selection objectives include a variety of components related to finding,

hiring and retaining qualified employees. Clear definitions of the job qualifications allow
easier identification of potential candidates.
4.1 MEANING OF RECRUITMENT
Recruitment can be defined as searching for and obtaining a pool of potential candidates
with the desired knowledge, skills and experience to allow an organisation to select the
most appropriate people to fill job vacancies against defined position descriptions and
specifications. The purpose of the recruitment process is to find the widest pool of
applicants to provide the greatest opportunity to select the best people for the required
roles in an organisation.
4.2 MEANING OF SELECTION

Once a pool of candidates has been identified through the recruitment process the most
appropriate candidate, or candidates are identified through a selection process including
but not limited to interviewing, reference checking and testing. The purpose of the
selection process is to ensure that the best person or people are appointed to the role or
roles using effective, fair and equitable assessment activities.
4.3 OBJECTIVES OF RECRUITMENT AND SELECTION:

Recruiting staff is a very costly exercise. It is also an essential part of any business and it
pays to do it properly. When organizations choose the right people for the job train them

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well and treat them appropriately, these people not only produce good results but also
tend to stay with the organisation longer.
4.4 GENERAL STEPS INVOLVED IN RECRUITMENT AND SELECTION PROCESS:
Analysis of Positions and Requirements
Identify Candidates
Pre Screening and Short Listing
Test/ Interviews
Final Interviews
4.5: FACTORS OF RECRUITMENT AND SELECTION PROCESS:

Unemployment
Rate
Company Image
External Forces
Political
Influence
Forces of
Recruitment and Labor Market
Selection Process
Size of Firm
Internal Forces
Growth and
Expansion
4.6 S TRATEGY OF RECRUITMENT AND SELECTION:

Having an effective recruitment strategy is paramount to the success of any organisation.
The recruitment and selection function can become a costly and inefficient process if not
approached in a systematic and proactive manner. A recruitment and selection strategy:
 Ensures the organisation has the necessary skills, knowledge and attributes to
meet current and future strategic and operational requirements
 Ensures supply meets demand requirements
 Increases the pool of potential applicants
 Improves the selection process by ensuring that only those applicants that meet the
requirements of the position are selected for further investigation
 Can impact on the likelihood that a suitable candidate will accept a job offer

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 Increases organizational effectiveness
Recruitment is the process of identifying that the organisation needs to employ someone
up to the point at which application forms for the post have arrived at the organisation.
Selection then consists of the processes involved in choosing from applicants a suitable
candidate to fill a post. Training consists of a range of processes involved in making sure
that job holders have the right skills, knowledge and attitudes required to help the
organisation to achieve its objectives. Recruiting individuals to fill particular posts within
a business can be done either internally by recruitment within the firm.
CHAPTER 05
Recruitment and Selection Process of ACI Limited
5.1 IMPORTANCE OF RECRUITMENT AND SELECTION
Recruitment is an important part of an organization’s human resource planning and their

competitive strength. Competent human resources at the right positions in the
organization are a vital resource and can be a core competency or a strategic advantage
for it.
The objectives of the recruitment and selection process are:
 To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives;
 To create a pool of prospective employees for the organization so that the

management can select the right candidate for the right job from this pool;
 To act as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time;

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 Using and following the right recruitment processes can facilitate the selection of
the best candidates for the organization.
5.2 RECRUITMENT PROCESS OF ACI LIMITED.
In ACI, recruitment is not about filling jobs that are currently vacant – it is about making
a continuous, long-term investment to build a high quality workforce capable of
accomplishing the organization’s mission now and in the future. The entire process of
recruitment depends on the level and job responsibilities of a particular position.
ACI conducts two forms of recruitment namely Internal Recruitment and External
Recruitment. Internal Recruitment is the process of identifying and attracting applicants
from among individuals already holding jobs with the organization. On the other hand,
external recruitment is the process of identifying and attracting job applicants from
outside organization. When a position is created or become vacant, ACI first tries to fill
up the position internally. If there is no suitable internal candidate the organization goes
for external recruitment.
The company follows the subsequent steps to recruit candidates for different positions:
Manpowe
Manpowe
r Planning
r Planning
Job
Job
Analysis
Analysis
Requisitions
Requisitions
Sourcing
Fig 4.1: Recruitment Process of ACI Limited.

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DETAILED STEPS INVOLVED IN RECRUITMENT AND SELECTION

PROCESS:
Manpower
Planningand Requisitions Sourcing Applications
Job Analysis
Assessment Interview Written Test Short Listing
Diagram: Detailed Steps involved in recruitment and Selection

Source: In house documents
STEP 1: MANPOWER PLANNING AND JOB ANALYSIS
In ACI, The first process of recruitment starts with Manpower Planning and analyzing
job. Manpower Planning is the process of analyzing an organization’s likely future needs
for people in terms of numbers, skills and locations. It allows the organization to plan
how those needs can be met through recruitment and training. It is vital for ACI to plan
ahead. As the company is growing, ACI needs to recruit on a regular basis for different
units of the business.
The company performs the following functions through manpower planning:
Forecast Labor Forecast Labor

Determine
Determine Gaps
Gaps
Requirements Availabilities
Develop
Develop Action
Action
Plans
Plans
Fig 3.2: Basic elements of ACI’s Manpower Planning

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In this stage company estimates its labor requirements as well as the availability of
required labors. Comparing all these factors including external factors, company makes a
manpower planning. During the planning a Staff Engagement Proposal is made. A Staff
Engagement Proposal (see Appendix-A) is a formal document that proposes the filling of
a job opening indicated by the signature of Executive Director of Strategic Business Unit
and approved by Managing Director of ACI.
As the Human Resource Department (HRD) of ACI plans for workforce, at the same time
Job Analysis is also done. Job analysis is an important element in workforce planning
combined with job descriptions and person specifications.
Job description
A job description sets out the title of the job, to whom the job holder is responsible, a
simple description of roles and responsibilities etc. Job description includes:
 Main purpose of the job describe in an effective way;
 Scope of the job - expanding on the main tasks and the importance of the job. Job
importance is indicated by giving information such as the number of people to be
supervised, the degree of precision required and the value of any materials and
equipment used;
 Description of working conditions.
Person Specification
Manager draws up the person specification which is allowed by the organization to profile
the ideal person to fill the job. It is very important that the skills, aptitudes and knowledge
included in the specification are related precisely to the needs of the job; if they are
inflated beyond those necessary for effective job performance, the risk is that someone
will be employed on the basis of false hopes and aspirations, and both the employer and
employee will end up disappointed in each other. So they clearly defined the specification
of the job.
Factors which are considered by the company when drawing up the person specification
include:
 Skills, knowledge, aptitudes directly related to the job;
 The type of experience necessary;

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 The competencies necessary;

 Education criteria and training (if needed);
 Any criteria relating to personal qualities or circumstances which must be
essential and directly related to the job, and must be applied equally to all groups
irrespective of age, sex, race, age, nationality, religion or belief, disability,
membership or non-membership of a trade union. To do otherwise is potentially
discriminatory.
ACI has clear organizational structures, detailed job descriptions and person
specifications. It provides user-friendly ways of applying for jobs and a consistent
approach to recruitment. This means it can manage its changing demand for staff.
STEP 2: REQUISITIONS
ACI limited gets all requisitions from its head office. Every year when the company’s
budget is prepared, the possible posts for different departments are also determined by the
head office.
The five years data (2009-2014) of designation offered by ACI are as follows:

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Number of job offered (2009-2013)

Year Number ofJob Offered
3900
3600
3200
2500 2700
2009 2010 2011 2012 2013
1 2 3 4 5
Graph 3.1: No. of posts offered by ACI Limited.

Source: In-house Documents
(Source: Office Record of ACI)
In graph 3.1, it has been shown that in 2009 in ACI near about 90 posts were offered
where in 2008 almost 106 posts were offered. Again almost 118 posts were offered by the
head office in 2011. On the other hand it decreased a bit in 2012 and again in 2013 it
reached up to 145. Here to mention that designations for all the low level jobs are
maintained by the responsible job areas.
STEP 3: SOURCING
Once the HRD carries out proper planning for workforce and analysis of the job, they also
identify right sources to let the applicants know about the positions and find out right
people. ACI’s main sources of recruitment are newspaper advertisement, employee
referrals, university placement offices, and employment agencies, skill inventory and
nominations etc. However, the company uses two types of sources.
Sources
Internal External
Sources Sources
5.A.1: I NTERNAL SOURCES

 Job Posting
 Nominations
 Online CV bank
 Succession Plan

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5.A.2: I NTERNAL SOURCES

 Unsolicited Applications
 Employee Reference and Networks
 Advertisements
 Résumés received online
 University and Placement Offices
 Employment Agencies
 Job Fairs
 Internships
5. A.3 CHOICES OF SOURCES
There is no single best source of recruitment; each source has its strength and
weaknesses. ACI uses the following criteria to select which sources are most appropriate
for each search:
 Quantity of Labor: The number of jobs to be filled up is an important
determinant for choice of source(s). For example, when ACI wants to recruit large
number of Medical Services Officer (MSO) it goes for Newspaper advertisement.
The number of newspapers in which ad should be published also depends on the
number of jobs. If numbers of vacant job is more then ad is published on two or
more Newspapers and is usually published on Friday for greater coverage.
 Quality of Labor: If the quality requirement is very high and the applicants are
rare then the newspaper ad is prepared attractively to draw attention.
 Experience Required: The choice of source(s) also depends on experience
requirement of the position.
 Budget Constraints: While choosing source it is always considered for less
costly but more effective sources. For example, for entry level management
positions, university placement offices, online, job fairs are mainly used by ACI.
5.A.4 APPLICANT SOURCING
It is another important issue for the company is to search the applicants. The HR
Department starts candidate searching. Searching for candidates first requires the

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development of a message and then the selection of a medium to communicate that

message.
Communication Message:
Information presented by the organization to the job applicant is essential to the decision
to apply for a job. Organizations may use any of the four types of communication
message:
 Traditional Messages
 Realistic Recruitment Messages
 Attractive Messages
 Targeted Messages
ACI generally uses traditional and attractive communication message depending on the
situation. ACI represents the organization in a manner such that applicants are encouraged
to apply, join and stay with ACI. For non-management positions the communication
message is usually Bengali. The communication message also helps an organization to
create a positive image to the job seekers.
R
Be Part of a Value Driven Sales Team

Our Values: Quality, Customer Focus, Transparency, Fairness, Continuous Improvement and Innovation
E
Advanced Chemical Industries Limited, certified under ISO 9001 for Quality Management System
and ISO 14001 for Environmental Management System is one of the leading conglomerates in
Bangladesh with a multinational heritage.
G
To provide the highest standards of services to our valued customers we are looking for a
committed and performance driven individual for the position of Sales Manager in our Consumer
A
Brands division.
The incumbent will be responsible for managing the entire sales related activities. He/She will
manage and ensure efficient operations to make ACI Consumer Brands products available within
N
the customer reach and thus ensure the continuous growth and profitability of the company.
Key Accountabilities
A
Here is a Newspaper ad Sampleincluding

▪ Sales management for thesetting
position of Sales
tour program, Manager
finalizing content of an expense statement,
setting up territory wise sales target, formulating incentives to field forces, formulating agenda of
monthly sales meeting and regional meeting, launching new products, evaluation of the selling
M
skills of a field force.

▪ Planning, organizing and monitoring the sales activities of the team to ensure the sales target
and objective of the company.
▪ Formulating sales strategy and action plan.
▪ Distribution management that includes sales process, establishing distribution roadmap,
components of a distribution expense, inventory management, setting product wise reorder
S
level of finished goods in depots.

E
We offer
▪ Professional working environment
▪ Attractive compensation package
L
▪ Performance based career progression
We require
A
▪ Minimum 8-9 years of experience in FMCG sales in a senior position

▪ Masters in any discipline. Having MBA degree will be an added advantage
▪ Go getter attitude & excellent team player
S
▪ Good communication and interpersonal skills

RECRUITMENT AND SELECTION P ROCESS – A STUDY ON ACI
▪ Ability to supervise 500 field forces
LIMITED
Applicants are requested to send their Résumé along with a passport size photograph to Human
Resources Department, ACI Centre; 245 Tejgaon Industrial Area, Dhaka-1208 by 3 May 2014.To
apply online, please visit www.aci-bd.com.
P a g e | 31
Communication Medium:
Not only is the message itself an important part of the recruitment process, so, too, is the
selection of the medium to communicate the message is also important. ACI uses the
following communication medium:
Advertisements:
 Classified advertisements
 Display ads
 Online ads
 Organizational website
 University placement office/Notice Boards
 Facebook Page
5.3 SELECTION PROCESS OF ACI LIMITED.
In ACI, selection is the process of assessment and evaluation of job applicants which
starts from collection of résumés from the applicants and ends up with final selection. The
company also uses a variety of different assessment methods in the selection process. It
has been determined first the steps that need to be applied in the selection process. The
selection process of ACI Limited consists of the following steps

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Step: 1
Applications
HR
Step: 2
Short Listing
Dept. Head
Step: 3
Written Test
Step: 4
Interview
Step: 5 No Decision
Assessment
Yes
Step: 6
Salary Negotiation
Step: 7
Offering a Position
Fig 3.3: Selection Process of ACI Limited.
STEP 1: APPLICATION
The first step of selection process starts with collecting the applications. Through
different sources ACI collects a huge number of applications from different applicants.
The no. of CVs received for different positions from different sources over last three
years is as follows:

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Number of CV Received(2009-2013)
3900
3600
3200
2500 2700
2009 2010 2011 2012 2013
1 2 3 4 5
Graph 3.2: No. of CV received

In graph 3.1 it has been seen in 2007 the estimated posts offered by the company were
almost 100 and against these posts the company received 15000 applications (graph 3.2)
which are huge in number. Subsequently, in 2008 and 2009 there was a massive gap
between the post offered and the applications received.
STEP 2: SHORT LISTING
It is very important stage for the company to select the eligible candidates. Through
different sources ACI collected a large number of CVs. This task is done primarily by
HRD and then they send it into the responsible departments who have the vacant
positions. The responsible departments again reject a number of CVs from the CVs sorted
by HRD. Among them a limited no of candidates for next step named Written Test are
selected.
To sort the CVs, the company checks and gives priority in to the following factors:
 Résumés and Cover Letters
 University or Educational Institution
 Relevance of the Degree and CGPA
 Relevant Training and Experience

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 Reference Check
 Salary Expectations
The followings are the number of applicants after sorting their CVs (followed by previous
data):
Number of Selected Candidates (2009-2013)

No. of Candidates
3900
3600
3200
2500 2700
2009 2010 2011 2012 2013
Year
1 2 3 4 5
Graph 3.3: No. of selected candidates
It is surprising that the rate of candidates who have been sorted for further test is
comparatively very low with the rate of CVs received during the year 2007 to 2009. For
example in 2009 the company gets above 35000 CVs (graph 3.2) but among them only
below 3000 candidates (graph 3.3) have seen selected for next step.
STEP 3: WRITTEN TEST
After selecting eligible candidates, HRD arranges a written test for them. In ACI written
test is only applicable and mandatory for assessment of junior management, unionized
and non-managerial contractual positions. In exceptional cases where specific knowledge
and skill areas are needed to be identified and interview is not informative enough,
written test is applied as a selection tool. However, on agreed basis, HR/Business Unit
prepares the question patterns, venue and time of written test. The candidates having
above 60% marks only are eligible for next interview.

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Sometime IQ test is taken which is applicable for all management and non-management
contractual positions. HR is solely authorized and responsible for selecting the question
patterns, venue and time of IQ test.
STEP 4: INTERVIEW
The next step compliance before sitting for viva, the board members agree on the
predictor/criteria (for example, predictor for success in a particular position may be
communication skill, team building skill and/or goal orientation etc) to be used to judge
the candidate. These criteria are selected form the Interview Checklist (see Appendix-B).
The criteria used in interview checklist vary for position to position. The interview rating
form is also customized based on these criteria. The viva Board Members go through the
résumé, interview rating form (see Appendix-C), person specification and job description
of the relevant position before the viva. For appropriate predictors to be identified and
used for selection process, first a selection plan is developed. A selection plan describes
which predictor(s) will be used to assess the KSAO’s required to perform the job.
Following is the standard interview process followed by ACI for junior management,
non-managerial contractual, unionized employees, and mid-level and senior management
positions:
i. For junior management, non-managerial contractual and unionized employees

interview are conducted in a single phase, but before offering employment, it
requires approval from Head of the Department and Director-Corporate Affairs.
Usually the interview board consists of a representative from HR Department and a
representative from the concerned department.
ii. For mid-level management, interview is conducted in two phases. In the first phase,
interview board consists of a minimum mid-level executive from HR and a senior
executive from the concerned department. In final phase, the interview board
consists Director-Corporate Affairs (Director, Corporate Affairs is the Head of HR
Department) and the Head of Business/Function.
iii. For senior-management, interview is conducted in two phases. In the first phase, the
interview board consists of Head of HR Department and the Head of
Business/Function. The final selection is made by the Managing Director.

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STEP 5: ASSESSMENT
When the interview is satisfactory, a candidate is offered straight to a position. But if the
management cannot make decision, they feel to need to assess the candidates further.
Here the following tests are taken:
Personality Test:
ACI uses the following checklist during the interview to test personality of a candidate:
A sample of Personality Test Checklist
Personality Test Checklist

 Emotional stability: He/she is calm, optimistic and well adjusted.
 Extroversion: He/she demonstrated the tendency to be sociable, assertive, active and upbeat.
 Openness to experience: The person demonstrated the tendency to be imaginative, attentive to
inner feelings, have intellectual curiosity and independence of judgment.
 Agreeableness: The person demonstrated the tendency to be altruistic, trusting, sympathetic, and
cooperative.
 Conscientiousness: the person got the tendency to be purposeful, determined, dependable and
attentive to detail.
The interviewers ask questions to identify these traits of the candidate. In ACI,
personality test is used for mid and top level management positions.
Ability & Job knowledge Tests:
In ACI, ability tests are used for non-management and entry level management positions.
There are two major types of ability tests: aptitude test and achievement test. But ACI
uses (do not use all the time) only ability test that is usually done during written test.
Ability tests are used to test a persons cognitive ability (perception, memory, reasoning,
verbal and mathematical abilities etc). Where, Job knowledge tests attempt to directly
assess an applicant’s comprehension of job requirements.
Discretionary Assessment Methods:
If the initial assessment methods select more suitable candidates than available vacant
positions then discretionary assessment method is used. Usually the relevant business
head takes the discretionary assessment method. This assessment method is typically very

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subjective and relies heavily on the intuition of the decision maker. Discretionary
assessment method tries to identify whether the persons values match with values of ACI,
and likely fit between the person and ACI
STEP 6: SALARY NEGOTIATION
The scale of salary depends on the level of jobs. The company does not follow to give a
fixed salary as the head of HR Department negotiates salary with the suitable candidate
whenever necessary. Here some factors are taken into account such as market value of a
particular position, candidate’s market value, candidate’s availability and company’s
financial capability.
STEP 7: OFFERING A POSITION
Head of HR is the sole signing authority for any employment letter up to management
grade MIX, non-management and all contractual employees if not any other person is
authorized (by Head of HR Department) for special reason. The Managing Director is the
sole authority to sign any employment letter. He offers the job to the selected candidates
after the final approval is obtained.
5.4 SWOT ANALYSIS
SWOT analysis is a tool for auditing an organization and its environment. It is the first
stage of planning and helps marketers to focus on key issues. SWOT stands for strengths
(what an organization can do), weaknesses (what an organization cannot do),
opportunities (potential favorable conditions for an organization), and threats (potential
unfavorable conditions for an organization).
The role of SWOT analysis is to take the information from the environmental analysis
and separate it into internal issues (strengths and weaknesses) and external issues
(opportunities and threats). Once this is completed, SWOT analysis determines if the
information indicates something that will assist the firm in accomplishing its objectives (a
strength or opportunity), or if it indicates an obstacle that must be overcome or minimized
to achieve desired results (weakness or threat).

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Internal
External
Fig 5.1: SWOT analysis
5.5 SWOT ANALYSIS OF RECRUITMENT PROCESS OF ACI LIMITED
At present ACI Limited has become one of the leading companies in Bangladesh. The
market position of the company proves the company’s effective staffing process.
However, the SWOT analysis of recruitment process of ACI Limited is given below:
STRENGTHS
 Effective in-house functions: ACI uses in-house functions which ensure that
recruitment searches are consistent. ACI can manage a résumé bank of its own and
the specific needs of the organization are met. As they use in-hose functions they
have greater control on the recruitment process and they can easily customize
some aspects of process.
 Centralized Recruitment: Whether internal or external; ACI usually employs

centralized recruitment. That is recruitment activities are coordinated by the
Human Resources Department. One of the most important advantages of this
centralized recruitment functions is that duplication of effort is eliminated.

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 Formal Staff Engagement Proposal Form: ACI uses formal Staff Engagement
Proposal form along with job description for filling every job opening in the
organization. This ensures that right type of applicants is being targeted.
 Flexibility: Since it is very difficult to identify the exact number of candidates to

be contacted to fill up a particular vacant position, ACI does not have any
particular approach regarding this. The HR department of ACI talks with the
related department head and decide how many applicants will be contacted against
a vacant position. This gives HR Department flexibility and discretion for using
judgments. This is an excellent practice as long as HR Executives can use their
judgments appropriately.
 Cost-effective Media: ACI mainly use Newspaper ads, University placement

offices and online as external sources and nominations and succession plans as
major sources of internal recruitment. For instance, ACI maintains close
relationship with Bangladesh Agricultural University and Pharmacy Department
of major public universities. From these sources ACI easily collects résumés of
precise candidates virtually with no cost.
 Communication Messages: ACI is careful about selecting communication

messages in ads. While developing communication message ACI reviews job
description and person specification of the position. For example, for junior level
management and non-management positions ACI uses Bengali message.
WEAKNESSES
 Employee’s dissatisfaction: When a position becomes vacant, it is not possible

every time to fill that position with existing employees as it causes another
position vacant. In that case to reduce complexity the company goes for external
source. This creates dissatisfaction among existing employees.
 Recruitment Budget: The recruitment process is the most expensive component
of organizational staffing system. There is no proper guideline/policy in ACI
regarding well-developed recruitment budget.

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 Rewarding Recruiters: There is no system of rewarding recruiters for

successful/effective recruitment which may have motivated the recruiters for
better recruitment practice and inspire for recruitment process development.
 Special qualification: There are some technical positions in where it needs
candidates with special qualification, but some cases the company do not get
them.
OPPORTUNITIES
 Market position: As ACI Limited becomes the employer of choice; it makes easy
for the company to attract more qualified candidates.
 Development: Recently ACI Limited is developing their Human Resource
Department. It is becoming more organized and adopting better policies regarding
recruitment of employees.
 Working Environment: Company’s working environment is another important
issue that attracts candidates. In spite of offering comparatively lower salary for a
position, sometime candidates are willing to join.
THREATS
 Time constraint: Sometime organization needs immediate recruitment within

a very short time. To perform this function properly, company does quick
recruitment which may not be successful.
 Money Constraint: For some managerial posts it needs very experienced
people. But some cases it is not possible for the company to hunt them from
another organization as they demand very high salary.
6.3 SWOT ANALYSIS OF SELECTION PROCESS OF ACI LIMITED.
STRENGTHS
 Selection plans: ACI develops selection plans for each department at the beginning
of the year which helps the organization in selecting the right employee at right time.
 Effectiveness of interviewers: Recently ACI has formed a panel of interviewers and
decided to train up them for increasing assessment capability of the interviewers.
 Best practice: Before any selection interview ACI customizes the selection checklist
and interview rating form for that particular position and send the rating form and

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checklist to the interviewers. This system has been helping the interviewers to ask
right questions and remain focused on interview rating form.
WEAKNESSES
 Lack of review: ACI does not have any proper methods of reviewing the
selection process. As a result if any selection went wrong it is difficult to take
necessary immediate action.
 No medical test: ACI does not conduct medical checkup of the candidates before
offering employment letter. After the final selection, candidates only give a
medical declaration. Sometime the reliability of this declaration is very low.
 Less development scope: As with recruitment, there is little effort for continuous
development in selection process.
OPPORTUNITIES
 Company’s Progress: The continuous progress of ACI in the current market
situation is a focus for the company to hire qualified candidates.
 Corporate Culture: The corporate culture of the company supports many job
candidates to apply for the position with the organization as it can fit their
personal preferences and needs.
THREATS
 Employee’s switching: There are some employees who switch the company after
getting proper training and company needs to hire again.
 Competitor’s attitude: Employees always want better salary. It is threatening for

ACI that if its competitors offer more salary to ACI’s employees, they may switch.
5.6 FINDINGS OF THE REPORT
The following findings regarding recruitment and selection process of ACI Limited have
been exposed through this report:
 ACI uses in-house functions which ensure that recruitment searches are
consistent.

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 ACI usually employs centralized recruitment.
 ACI uses formal Staff Engagement Proposal form along with job description for
filling every job opening in the organization. This ensures that right type of
applicants is being targeted.
 Flexibility in judgments to identify the required no. of employees needed.
 ACI is careful about selecting communication messages in ads.
 ACI develops selection plans for each department at the beginning of the year
which helps the organization in selecting the right employee at right time.
 Recently ACI has formed a panel of interviewers and decided to train up them for
increasing assessment capability of the interviewers.
 The company gets very few candidates who are very expert in some specialized
areas.

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Chapter 06
Recommendations and Conclusion
6.1 RECOMMENDATIONS
 Though the company performs its activities effectively but there are some grey areas where
ACI is not performing up to the mark and can improve. To improve the present
recruitment and selection process and make the whole process better, following
recommendations has been proposed----
 The recruitment process is the most expensive component of organizational

staffing system. The high costs of recruitment points to the importance of
establishing well-developed recruitment budget. There is no proper guideline or
policy in ACI regarding recruitment budget. The company should establish
detailed recruitment budget by consulting with the departments or divisions.
 ACI do not have a well-developed record keeping system of the applicants. ACI
may work to develop a record keeping or data storage system to keep record of the
previous applicants.
 There is no proper guideline in ACI regarding selecting recruiters. A guideline

regarding this area may be helpful for better recruitment planning.
 As the more qualified people demand high salary, sometime the company cannot
afford them. In that case ACI can attract them by offering benefits and facilities.
 ACI should be flexible in the use various assessment methods and employ
assessment method that is most appropriate for a particular position.
 ACI should continuously try to develop its recruitment and selection process and
use interview that is more structured.

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 Before offering employment letter, ACI should check medical report of the finally
selected candidates by the medical institutions which have corporate agreement
with ACI.
 There should have initiative in the organization for continuous improvement of
process.
6.2 CONCLUSIONS
Present tight labor market is making it more difficult for organizations to find, recruit, and
select talented people. The competition for talent is intensifying, as there are fewer
qualified applicants available. This shortage of applicants makes it all the more important
for organizations to be able to effectively attract, select, and retain quality candidates.
The outcomes from this study show ACI’s recruitment and selection process is more or
less structured, efficient and it is capable of achieving its desired objectives. After
thorough assessment, we can say that ACI’s recruitment and selection process is
satisfactory. ACI can try to develop its recruitment and selection process in some areas,
such as making a proper recruitment and selection budget, using of cost effective but
more flexible communication medium and careful in selecting the assessment methods.
In addition, the company needs to more careful in inviting qualified candidates.

Candidates look for more than just an attractive salary; candidates are seeking
organizations that can offer them various kinds of benefits, the potential to advance, and
an environment in which they can learn and flourish. If the organization cannot offer
these, job seekers will find one that does. Thus, it is important for the company to know
exactly what they have to offer potential employees, and then highlight their best features
when recruiting candidates.
Finally, better recruitment and selection strategies result in improved organizational

outcomes. It can be said that inspire recruiting is the discovering of potential candidates
for actual or anticipated organizational vacancies. The more effectively organizations
recruit and select candidates, the more likely they are to hire and retain satisfied
employees. In addition, the effectiveness of an organization’s selection system can

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influence bottom-line business outcomes, such as productivity and financial performance.

Hence, proper selection can minimize the cost of replacement and training, reduce legal
challenges and result in a more productive workforce.
BIBLIOGRAPHY
Web Site
1. ACI Limited (2013), Annual Report, H.O., Dhaka
2. www.aci-bd.com
Category: Books
1. Anthony, W. P., Kacmar, M.K., & Perrewe, P. L. (2000), Human Resource

Management: A strategic approach, 4th edition, Mason, South-Western, New York
2. Bratton, J. and Gold, J., (1999), Human Resource Management: Theory and
Practice (Second Edition), London: Macmillan.
9th
3. Dessler Gray, (2003), Human Resource Management, edition, Prentice-Hall,
Inc.
4. Rahman, M., A., (2012), Human Resource Management, Dhaka, Zahin

Publication.
5. Rahman, M., A., (2013- Reprint), Human Resource Management: A Strategic

Approach, Dhaka, Zahin publication.

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APPENDIX
Staff Engagement Proposal
Department :
Location :
Job Title :
Job Grade/ :
Salary Range :
Number Present Sanctioned Total After
Required Strength Strength Approval
Approval required
Type of Employment:
Permanent Contractual Casual
(Please Tick)
Expected Joining Date:
Justification for Additional Manpower:
Preferred method of recruitment:

Newspaper Advertisement
(With/Without Company Name)
HR Department CV Bank
Notice Board Circular

RECRUITMENT AND SELECTION PROCESS – A STUDY ONThird
ACIParty/Own Source
LIMITED
Already Located (CV
From Existing Employees
Enclosed)
P a g e | 47
____________________ ______________
Signature of Dept. Head Recommended by D, CA Approval of MD

Date Date Date
1. Organization
APPENDIX
 She plans her day systematically. She knows what has to be done and in what order.
B
 She writes down what specific goals have to be accomplished during the day.
 She talks in an organized way. She makes a point logically and systematically.
 She goes into meetings and presentations well-prepared. She had taken time to do her homework.
 She has demonstrated the ability to plan, organize and execute a major project.
Interview Checklist for the position of Executive
2. Initiative
 She has strong sense of urgency- keenly aware of the need to move quickly on things.
 She seems to move into action promptly and decisively when a problem arises.
 She keeps on top of things, follows through and makes sure that things get done.
 She has shown a willingness to cut through red tapes in order to move things ahead.
 She has shown initiative-taking the bull by the horns and dealing with things.
 She has shown a consistent pattern of independent decision-making and action –taking.
3. Communication skills
 She communicated ideas clearly and succinctly during the interview.
 She stopped periodically to make sure we are on the same wavelength.
 She used words effectively-using the right word or phrase in the right spot.
 She talks in an interesting fashion. She is an interesting person to listen to.
 Difficult or awkward questions were handled smoothly. She didn’t get flustered.
 She listens well. She really pays attention and works hard to understand
4. Personality(The Big Five)
 Emotional stability: He/she is calm, optimistic and well adjusted.
 Extroversion: He/she demonstrated the tendency to be sociable, assertive, active and upbeat.
 Openness to experience: The person demonstrated the tendency to be imaginative, attentive to
inner feelings, have intellectual curiosity and independence of judgment.
 Agreeableness: The person demonstrated the tendency to be altruistic, trusting, sympathetic, and
cooperative.
 Conscientiousness: the person got the tendency to be purposeful, determined, dependable and
attentive to detail.
5. Satiability
 We have discussed my concerns about hiring good people and then having them leave.
 She has addressed those concerns, and I feel comfortable with how she has done that.
 She has a realistic view of the job-what’s involved what it will be like.
 She has a realistic view of the company and what he will be like to work here.
 Her long-term career aspirations can be realistically satisfied within this company.
 She has demonstrated a reluctance to ‘hop’ from one job to another without good reason.
Exhibit 4.2: Sample Interview Rating Form

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APPENDIX
C
ACI LIMITED
INTERVIEW RATING FORM

Sample Interview Rating Form
NAME: POSITION:
Executive, Local Purchase
Weighta
R A T I N G Total
ge
ATTRIBUTE
Outstan- Very Good Fair Avg Poor (Weightage
ding 10-9 8-7 6-5 4-3 2-1 X Rating)
Appearance 1
Qualification for the Job 1
Track Record & Relevant Experience 2
Communication Skills 2
Leadership Qualities 2
Enthusiasm and initiative 1
Confidence/Maturity/Personality 1
10
Strength for this job:
Deficiency/Doubt
on any aspect
If the candidate is selected; specify any aspect to be particularly stressed during probation?
Suitability for the Job:

Travel
Long hours/Job Hazard
Understanding of the Job
Commitment to a career
Motor Cycle Driving License
RECOMMENDATION:
Suitable for employment
Hold for comparison with others
Not recommended
Date: ___________________________
(Signature of interviewer)

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Page |1

Successful employee planning is designed to identify an organization's human resource

ACI's mission is to achieve business excellence through quality by understanding,

ICI Bangladesh Manufacturers Limited was a subsidiary of world renowned multinational

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

was changed from ICI Bangladesh Manufacturers Limited to Advanced Chemical

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

2.1 OBJECTIVES OF THE STUDY

To identify the importance of recruitment and selection process;

To measure the strength and weaknesses of ACI’s recruitment and selection

To know how to select a suitable source to communicate with candidates;

To know how to get potential candidates for an organization;

2.2 SCOPE OF THE STUDY

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

2.4 DATA PRESENTATION

However, the flowchart for preparing the report is:

Topic selection &

Primary data Data collection Secondary data

Fig 1.1: Flowchart for preparing this report

2.5 LIMITATIONS OF THE STUDY

 It was difficult to communicate with each concern person of the company, as

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.1 HISTORICAL BACKGROUND

3.2 CORPORATE MISSION

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.3 VISION OF THE COMPANY

 Endeavor to attain a position of leadership in each category of its businesses.

3.4 VALUES OF THE COMPANY

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.5 ACTIVITIES OF THE ORGANIZATION

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.6 MAJOR BUSINESS

ACI Agribusiness is the largest integrator in agricultural sector of Bangladesh. ACI

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

d) Crop Care & Public Health (CC & PH)

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

ACI represents Colgate Palmolive Company as exclusive marketing partner and

3.7 FINANCIAL PERFORMANCE OF ACI LIMITED.

3.7.1 CAPITAL STRUCTURE :

CAPITAL STRUCTURE (SOURCE: ANNUAL REPORT - 2013)

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.7.2 S ALES CONTRIBUTION BY BUSINESS UNIT

Chart 2.1: Sales Contribution by Business Unit

3.7.3 COMPARISON OF TURNOVER AND COSTS OVER LAST YEAR

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.8 ORGANIZATIONAL HIERARCHY

Fig 2.1: Overall Organization’s Hierarchy

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.9 HIERARCHY OF HUMAN RESOURCE DEPARTMENT (HRD)

Assistant Assistant Asst.

HR Executive Jr. Officer, HRS

HR Executive HR Executive HR Executive

Diagram: Hierarchy of Human Resource Department of ACI Limited

RECRUITMENT AND SELECTION PROCESS – A STUDY ON ACI

3.10 COMPETITOR ANALYSIS

Company Share (%)

Square Pharmaceuticals Limited 20.06

Incepta Pharmaceuticals Limited 7.53

Beximco Pharmaceuticals Limited 7.09

The Acme Laboratories Limited 5.25

Eskayef Pharmaceuticals Limited 4.64

ACI Limited 4.52

Opsonin Chemical Industries Limited 4.30