Recruitment and Selection Process of National Bank Limited

Abstract

The study is mainly a descriptive study and used both secondary and primary sources of data. A Questionnaire were set according to objectives, Five- point Liken scale has been used to develop the questionnaire and data were analyzed though percentage in bar charts. Twenty five respondents participated on the survey among the 28 employees which was done using Liker Scale Method. The study was conducted in a way to find the recruitment process based on job description and job specification. Besides this, annual reports were the major data sources to conduct this study. The study revealed that employees are averagely satisfied about their empowerment, duties, training, future career and job satisfaction etc. issues. They acknowledged that the bank provide them quality service and opportunity, which made them satisfied. In spite of having some drawbacks, the organization successfully recruits and selects the skilled and competent personnel to run the organization properly. After that they train them to develop their skills to achieve the organizational goals. The bank authorities appoint the right person for the right position at right time with right payments, which also inspires and motivates the employees to do the right things, Besides this, it helps to satisfy them at their work which increases job satisfaction. Organization has some strength to ensure fair recruitment and selection policies which helps to establish friendly and caring work environment with skillful and qualified employees. This helps to create jobs satisfaction among the employees. Besides this they have some weaknesses. HR planning may not more effective in this fast moving industry. It needs to be revised and should apply statistical measures with the justification of effectiveness. In this study, some suggestions are provided to help improve the overall HRM conditions as well as the policy and practices, HR department should develop a system for personal problem solving, consoling to individual employee so as to get and retain skilled employees. HR department should develop such a system through which they can assess employees without any influence or they can develop self-assistance system where employees will provide information to the HR department individually monthly. In the selection and recruitment process the responsible personnel should be more transparent as some of the internal and external applicants mentioned. Every department should utilize its resources according to the task distributed by the top management. Proper and regular monitoring system should adopt in the organization. Policy and practices should be revised time to time. HRD should aware of their employee to provide right things and management has to concern about the employee satisfaction. Since the employee performance is increasing day by day after 2012, according to criteria of performance, it can be said the Recruitment and Selection Process is quite structured, consistent and reliable. However, there is always a room for improvement and recommendations such as employment agency or employee leasing can be made in the near future. To ensure success with quality service, organization has to be ensured the proper quality of their employees. Proper regulations and monitoring can ensure skillful and efficient employees. This may help the organization to overcome the minor lacking. Since the employee performance is increasing day by day after 2012, according to criteria of performance, it can be said the Recruitment and Selection Process is quite structured, consistent and reliable. However, there is always a room for improvement and recommendations such as employment agency or employee leasing can be made in the near future.