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2a.

At first department submit requisition by filling a manpower form. Then the requisition is approved by

the department head and send to head of HRs approval. If its approved then the recruitment specialist

put it on dash board. Then recruitment ads are posted either in news paper or in managers page

(catalyst system).

2b.

Internal

Internal Job Board

Internal employees page/ Managers page

External

News Paper

Bd-Jobs.com

Bangla Cat website (www.banglacat.com)

Headhunters

2c.

Depends on what the position requires and what the recruiting department wants to achieve.

If they wanted high skilled employees they go for online based external sources. If they want to recruit

for entry level staffs they go for external sources.

They are acquainted with 2-3 headhunting firms because they are the good sources of sound

employees.

2d.

Firstly they check Personal information

Then according to circular they may look for

o

Experience

o Areas of skill

o Years of Working Experience

o

Competencies Then they highlight the educational background

3a.

After receiving the application form they sort out candidates by the needs of the department.

That might point up

o Experience

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o age

o minimum requisition

Next, hiring managers review the candidates

Remaining candidates are qualify for written test

Best candidates are chosen for oral interview

After series of interviews they find out their desirable candidate

3b.

To test technical skill they use

o

Written test

o Oral test

o Demonstration

IQ test to measure their candidates intelligence ****( A flaw in FINDINGs. IQ tests 'do not

reflect intelligence' read this http://www.telegraph.co.uk/science/science-news/9755929/IQ-

tests-do-not-reflect-intelligence.html) Observational test to view candidates behavioral data

3c.

Interview

To find the best candidate

To see the person face to face

Observe his behavior for the first time

Background check

Bangla Track Ltd current has two reliable employers

Background check from previous employer or personal information will ensure that the

candidate have any

o back draws regarding the minimum requisition or

o criminal record

Background check helps Bangla Track to maintain their goodwill and deliver a safe service to

their customers

Medical

After selection a corporate physician check medical condition of the candidate before

employment.

******{ Another flaw..... medical should be done during selection process not after. when i

asked him why you do that, what if the persons medical condition is not good? ? He answered,

didn't happened before........ So what if it happens ,then? The rejected candidates would be

called up again?}

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3d.

Behavioral question set

Specific questions to measure technical knowledge

3e.

both

3f.

Panel-Includes Head of the department, Reporting boss, Head of HRD

Sequential-Because of their hefty schedule if the panel members cannot match their time with

each other then they conduct a sequential interview. All interviews are done face to face.

4a.

Technical Training (Workshop)- To train Service and Technicians

General Training- Training to build

o

Leadership skill

o Communication skill

o Behavior skill

o Management knowledge

Apprenticeship Program-Bangla Track has an Two years long Apprenticeship program. They train

poor talented students to become a desirable employee of the future under this program.

*****{Flaw not as a HR related but as of marketing. We don't know about this which is a huge

possibility of employer branding. But board of directors don't want to make it to flashy. Well

employer branding is HR related branding }

4b.

No difference.

4c.

Formal- A two days long orientation program which is done with a batch of new employees.

Batch includes 5 or above employees. The program includes

o Presentation from all departments

o Discussions about

The organization policy

Functions of department. Like IT, PSSD, Supply Chain

o Web-based on boarding system which allows employees to read and agree company

policy and company vision mission.

Informal- Desk to desk socialization

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4d.

1.

Fit and Gap analysis for resources with position

Resource Current Position (asst

manager)

Future (manager}

A A A

B B BC C C

D D

F F

Y Y

H

Fit 50%

Gap

40%

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TNA-Training Need Analysis provides a company the necessary training needs information. Gap analysis

is the root of TNA. The Gap between employees current position and their possession of knowledge, skill

and attitude will analysis the training needs.

Suppose a asst. manager has resources A,B,C .But that post requires additional D,F,Y resources. So the

employee has a 40% gap. And so he needs training to achieve D,F,Y resources.

Fit- Fit analysis is to see the employee is fit for future employment or not. In future the assistant

manager will be a manager but managers post requires additional H resources. So he is 50%fit for

managers job in future. To handle managers job properly he needs training.

2.

Goals - Analysis of individuals attained goals

Suppose

Employee 1 Achieved 100% goals (no trainingneeded)

Employee 2 Achieved 85% goals (Training needed

for more achievement)

Employee Achieved 70% goal (Lack of some skills,

knowledge or behavior needs training)

3.

Training Manager consults with Division head if there is any problem they face and possible

training can help them out.

4.

Individual Requirement- If a employee thinks he is not fit for future job or there is some gap to

fulfill his current job he can ask for a training.

4e.

If the gap recourses are achieved and individuals efficiency increased then the training program is

effective.

5a.

1.

Performance appraisal: 360degree performance review + Competency + Goal + JD

2.

SWOT > Value Standard > KPI > BSC

5b.

1.

Annual Performance Appraisal-

i.

Self Rating

ii.

Manager Rating

iii.

Peer Rating

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iv.

Subordinate Rating

v.

Cross Peer Rating

vi.

Cross Supervisor Rating

2.

Confirmation Performance Appraisal (every 5 month)

i.

Manager

ii.

Peer

iii.

Cross Supervisor

iv.

Subordinate

5c.

There is some difference between departments appraisal method as the 13 different division heads

chose their own raters. Others cannot. Managers decides who will be the other raters.

It's a 5 scale rating. (Unsatisfactory, Needs Improvement, Satisfactory, Exceeds Expectation,

Outstanding)

5d.

At below example of not a fair evaluation, because manager evaluates the employee 2times more than

others rater did. It shows the manager is biased.

Where the next example show the evolution has little less difference between managers and other

raters. So it a fair evaluation.

Manager Other

4% 2%

Not a Fair Evaluation

Manager Other

3.5 3.0

A Fair Evaluation

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5e.

Acknowledgement Process- Face to face discussion occurs to solve any dispute.