Letter of Transmittal
17th December, 2019
To
Head of the Department
Department of Business Administration
European University of Bangladesh
Subject: Submission of Internship report on “Recruitment & Selection Policies of RP Group
Limited".
Dear Sir,
With due respect and humble submission I would like to inform you that I am Sakil Islam from
BBA program. It is indeed a great pleasure to have the opportunity to submit the Internship
report. I have prepared the Internship report according to your instructions. The topic name is
“Recruitment & Selection Policies of RP Group Limited". While preparing this Internship
report I came to know about several terms on HR. I have tried my best to present all the things to
make the report more informative and usual one. If any part of the assignments means
inappropriate and irrelevant with the subject please advise me.
In fine, I am very grateful to you for assigning such an important area of HR and your kind and
generous guidance to make the report successful.
Thanks and Best Regards,
Sakil Islam
ID: 150201030
Batch: 10th
Program: BBA (Major in Human Resource Management)
Department of Business Administration
European University of Bangladesh
Page 1
Acknowledgement
I would like to acknowledge the guidance and effort of Internship and placement committee for
arranging such a nice program for co-relating theoretical learning with real life situation . It’s a
pleasure to convey my heartiest gratitude and greeting to my honorable supervisor Md.Azzajur
Rahman, Lecturer, European University of Bangladesh None of his co-operation it would
have been possible to prepare the report into a nice ending.
I’m gratitude especially to Md. Rajib Hossain (HR & Admin) Of RP Group Limited for
giving me such an opportunity to complete my internship here. I would also like to acknowledge
and thanks Md.Ariful Rahman (Senior HR and Admin) who has extended whole-hearted cooperation for preparing the report.
I am also gratitude to all other Personnel of RP Group Limited for their earnest co-operation.
Finally, I would like to convey my heartiest thanks and gratitude to all of my teachers, friends,
and many others who extend their support to prepare this report.
Page 2
Letter of Endorsement
The Internship Report entitled Recruitment and Selection Policies of RP Group Limited has
been submitted to the supervisor in partial fulfillment of the requirements for the degree of
Bachelor of Business Administration by Sakil Islam, Id: 150201030, Major in Human Resource
Management. The report has been accepted and may be presented to supervisor for evaluation.
As far I know, She has prepared this report by herself and is not copied or from anywhere
without proper acknowledgement.
I wish her every success in life.
Verification of internship completion Letter
If verified
Not verified
Name of contact person :
Md. Rajib Hossain
Designation : HR and Admin
Address: Sheymoli Dhaka
Phone No.: 01746361831
Email Address: rajibhossainrp@gmail.com
.............................
Md. Azzajur Rahman
Lecturer, BBA Program
European University of Bangladesh
Page 3
EXECUTIVE SUMMERY
The Ready-Made Garments industry occupies a unique position in the Bangladesh economy. It is
the largest exporting industry in Bangladesh, which experienced phenomenal growth during the
last 30 years. By taking advantage of an insulated market under the provision of Multi Fiber
Agreement (MFA) of GATT, it attained a high profile in terms of foreign exchange earnings,
exports, industrialization and contribution to GDP within a short span of time. The industry plays
a key role in employment generation and in the provision of income to the poor. According to
Export Promotion Bureau (EPB) data Bangladesh’s export earnings from the RMG sector stood
at $30.61billion, posting 8.76% growth in the last fiscal year. The figure is 1.51% higher than the
target of $30.16 million for FY18.
In FY17, Bangladesh’s export earnings registered a 0.2% growth to $28.15 billion, the lowest in
the last one and a half decade.
Of the total amount, Knitwear products earned $15.18 billion, which is 10.40% higher than the
$13.76 in the same period a year ago.
Inception of RP Group Limited dates back to 2001 when RP group Ltd was set up. Today RP
group Ltd is one of the leading manufacturers & exporters of knit garments in Bangladesh.
Recruitment & selection process of RP group Ltd is quite impressive in terms of other RMG
groups. Their techniques and procedures are competitive. They conduct proper background
check before finally recruit the employee whether it’s external or internal recruitment..
By doing this RP Group Ltd easily attract the qualified employees who will help RP Group Ltd
to achieve their Ultimate Goal.
Page 4
Table of Content
Chapter-01: Introduction
1.1
Introduction to Report
8
1.2
Objectives of the study
9
1.3
Scope of the study
9
1.4
Limitation of the study
10
1.5
Methodology
10
Chapter-02: Company Profile
2.1
Company Profile
2.2
Management
13
2.3
Factory address/Head office
14
2.4
Mission , Vision & Core Values
15
2.5
Team
2.6
Quality Policy
16
2.7
Welfare facilities
16
2.8
Compliance
12 - 13
15-16
17-21
Page 5
Chapter-03: Recruitment & Selection Process of RPGL
3.1
Recruitment & Selection
23
3.2
RPGL Principles of Recruitment
23
3.3
Recruitment & Selection Forms
24
3.4
Workers Checklist for new joiner
3.5
Policy for personal file keeping
25
3.6
Policy for personal file keeping
26
3.7
Recruitment process of RPGL
26
3.8
Recruitment policy of RPGL
27-28
3.9
Recruitment sources of RPGL
28
3.10 Workers Selection Interview process at RPGL
3.11 Training
24-25
29-30
30
Chapter-04: AT A GLANCE
4.1
Findings & Analysis
32-34
4.2
SWOT Analysis
35-36
4.3
Recommendation
36
4.4
Conclusion
37
4.5
Reference
38
Page 6
CHAPTER-01
INTRODUCTION
Page 7
1.1 Introduction to Report
I have done my major in Human Resource Management from European University of
Bangladesh. There I have completed four years of the theoretical part of the graduation. Now the
rest of the practical part I have completed from RP Group Limited HR& Admin department.
This practical part will be evaluated by my honorable academic supervisor. For that reason I
have prepared this report on the basis of my practical experience and submitted to my supervisor.
The topic of the report is “Recruitment & Selection Policies 0f RP Group Limited”.
As a part of my internship program for my BBA I got the opportunity to do internship in a
garments manufacturing company named RP Group Limited . My internship period started from
January 1st and ended at 10thMarch. In RP Group Limited I was assigned in the HR & Admin
department. My organizational supervisor was Md.Zakir Islam (Administration Manager). My
project topics related to the company Recruitment & Selection Policies.
The topic was approved by my university supervisor Md. Azzajur Rahman (Lecturer BBA
Program of EUB).My program started from 1st January 2019 and ended at 10th March 2019. My
project was on the Recruitment & Selection Policies at RP Group Limited . It was assigned to me
by my organizational supervisor.
Page 8
1.2Objectives of the Study
Objective of the study divided into two part. There are –
1) Broad Objective
2) Specific Objective
Broad objective
To know the Recruitment and Selection process of RP Group Limited . I have also tried to learn
all the HR activities of an RMG company.
Specific objective
The key objectives of the report are as follows:
 To know the HRM practices of a Ready-made Garments.
 Identify the duties and responsibilities of HR & Admin Department.
 To acquire depth knowledge about Recruitment and Selection Process of RP Group
Limited .
 To know the practical situation of an organization.
 To gather practical knowledge that can be implemented in professional life.
1.3 Scope of the Study
It was my great pleasure that during the time of preparing this report, I got cooperation to discuss
each and every aspect of the HR related activities of the company which includes some
confidential data of the employee and some other major facts. So the scope of the report making
was vast from my end. As an intern, I got every kind of facility to study and work on each and
every area of human resource department and an extensive discussion with the current
employees made it easier for me to lead to an effective conclusion.
Page 9
1.4 Limitations of the Report
 Large-scale research was not possible due to time constraint.
 Relevant data and documents collection were difficult due to the organization
Confidentiality.
 Management is very busy with their daily works. So all requirements can’t be included.
 Due to the limitations many aspects could not be discussed in the report.
1.5 Methodology
Data was collected through both primary and secondary sources. Previous documents, archival
records are availed as the secondary sources and a questionnaire has been introduced as the
primary source of recruitment where there are 50 employees have been considered as the sample
of the study using the purposive sampling procedure.
Page 10
CHAPTER-02
RP Group Limited
Page 11
2.1 Company Profile
RP Group Limited . is 100% export oriented Knitting, Dyeing and Garments composite unit.
Since 2001 specializing in all kinds of knitted items. It is housed in its own building surrounding
an area of 5,50,000 SFT. And 6,000 workers and stuff. The determination to achieve superior
customer service and on time delivery has earned RPGL recognition as an invaluable player and
the desire to succeed in customer satisfaction with every order makes the RPGL team even
stronger it’s these fundamental that keep this unit in the game and wining every time. Since the
beginning RPGL has a very good reputation as a financially sound and ethical business house. It
has a long term association with selected factories, some of them are certified in terms of social
and quality compliance by world’s highest rating bodies, and outstanding sourcing capabilities.
Thus RPGL has been able to prove itself to be a reliable supplier for knit item in any style and
design.
Page 12
RP Group Limited Sister Concerns
M.M. Label & Accessories
 Year of establishment: July 2001
 Estimated turnover for year 2018: 65.00 Million U.S Dollars
 Type of the Company: 100% Export Oriented Composite
 Knitwear Industry: Dyeing & Garments Manufacturer & Exporter
 Main Product: Basic & Fancy T-Shirt, Polo Shirt,Ruggby Shirt, Tanktop,
Knitted Jacket, Cut N Sewn Dress/Shorts, Long pant and so on.
 Production Capacity: If only Basic T-Shirt/Tops=1,10,000 Pcs/Day
o If only Polo or Fancy Items = 60,000 Pcs/Day
o Average Styles= 95,000 Pcs/Day
 Total Factory Space: 5,50,000 SFT
2.2 Management
 Md. Mofizul Islam: Managing Director
 Md. A.K.M.Shaheed Ahmed : Executive Director
 Md. Mamunur Rashid : Director
 Md. Nurul Islam : Director (Production)
 Md. Abdul Haque : Sr. General Manager (Accounts& Finance)
 Md. Monirul Islam : General Manager (Operation)
 Mamun Or Rashid : General Manager (Knitting)
 Md. Abdul Hye Chanchal : General Manager (Marketing & Merchandising)
Page 13
2.3 Factory Address:
Ambag Road,Konabari, Nilnagar, Gazipur
Phone No.+88-02-9297137,9289027, 9297840
Mobile No.+88-01713-006740
Head Office Address:
Road # 10, House #16(3rdFloor)
Sector # 1, Uttara, Dhaka –1230
Phone No.: 0088-02-8921471, 8950966, 8950969
Fax No.: 0088-02-8922483
E-mail: mislam@mmknitwear.com: info@mmknitwear.com
Bank Name:
United Commercial Bank Ltd
Bangshal Branch, Dhaka-1000, Bangladesh
Swift: UCBLBDDHBNG
C/D A/C No: 0251101000000278
Page 14
2.4 Mission & Vision
The mission & vision of RP Group Limited is to manufacture & deliver high quality Readymade
Garments (RMG) to it’s customers.
Core Values
The core objective is to attain and enhance customer satisfaction by providing on time delivery
of desired quality readymade garments and also to increase efficiency of workforce.
2.5 Team
a) Office staff:
A large team of Technical personnel are directly working, assisting the worker sand
Coordinating pattern, cutting, sewing, and quality, finishing-packing. About 700 people are
working as a supervisor, line chief, Floor in charge, section manager.
b) Quality Team:
Independent quality team of 454 people is working to ensure customer’s required quality
standard.Factory regular AQL system is 2.5 but in certain case it depends on customer
requirement.
c) Logistic Team:
A team of 15 personnel working under the Commercial Manager to ensure proper and timely
documentation to continue smooth procedure of Export -import, Banking and other logistic
support.
Page 15
d) Auditing Team:
There is an Internal Auditing system is continuously going on by the professional auditors. What
are making everybody to be more careful, responsible and minimizing wastage and process loss.
2.6 Quality Policy:
Strive to achieve total customer satisfaction by exceeding customer expectation of product
quality, product performance, and delivery. Commit to implement of quality systems, which
conform to international standards. Make concept of continuous improvement synonymous with
total quality management pay attention to detail and strict adherence to buyer’s requirements in
terms of quality and design.
2.7 Welfare Facilities:
 Induction of workers welfare committee aimed at improving workers morale, job
satisfaction and Attendance.
 Canteen service
 Subsidized lunch for staff
 Free snacks for workers
 Full time free medical service provided by two professional doctor
 Provision for day care center for workers children, annual picnic
 Cultural-function
Page 16
2.8 Compliance:
Factory are obeying and maintaining international and local laws, Human rights, Social
compliance, Technical Compliance, C-Tpat, Labor law and other rules and instruction by
concern authority.
Audit has been done Compliance standard: 1) amfori BSCI
2) Sedex / SMETA
3) WRAP
4) ISO 9001:2015
5) OekoTex
6) OCS
7) ISO 14001:2015
8) OHSAS 18001:2007
Page 17
2.8.1 Compliance issues are:
 Laws & Regulation:
RP Group Limited . facilities operate in full compliance with the laws and regulations of the
jurisdictions in which they manufacture.
 Employment Age:
Workers may not be younger than 18 years of age.
 Forced Labor:
RP Group Limited . facilities do not use involuntary or forced labor – indentured, bonded or
otherwise.
 Wage and Benefits:
RP Group Limited . facilities compensate their employees fairly by providing compensation
packages comprising wages and benefits that, at the very least, comply with legally mandated
minimum standards. Each employee is provided with a clear, written accounting for each pay
period. Employees are compensated for overtime according to labor law.
 Hours of Work:
RP Group Limited . facilities ensure employees’ hours worked shall not, on a regularly
scheduled basis, exceed the legal limitations on regular and overtime hours in the jurisdiction in
which they manufacture or 60 hours per week including overtime. Except in extraordinary
business circumstances, all employees are entitled to one day off in every seven-day period.
 Health and Safety:
RP Group Limited . facilities provide their employees with a clean, safe and healthy work
environment, designed to prevent accidents and injury to health arising out of or occurring
during the course of work. All RP Group Limited . facilities comply with all applicable, legally
mandated standards for workplace health and safety. All the workers and staff enjoy free medical
treatment. Company doctors are available full time.
Page 18
 Discrimination:
RP Group Limited . respects cultural differences, employment – including hiring, remuneration,
benefits, advancement, termination and retirement based on ability and not on belief or any other
personal characteristics. RP Group Limited . facilities do not discriminate on the basis of race,
age, color, national origin, gender, religion, sexual orientation, disability or similar factors.
 Harassment:
RP Group Limited . facilities treat all employees with respect and dignity. RP Group Limited .
facilities do not subject employees to corporal punishment, physical, sexual, psychological or
verbal harassment or abuse.
 Woman’s Rights:
RP Group Limited . facilities ensure women workers receive equal treatment in all aspects of
their employment. Pregnancy test is not a condition of employment, and pregnancy testing – to
the extent provided by RP Group Limited . facilities – will be at the option of the worker.
Employees are not exposed to hazards that may endanger their reproductive health, and
employees are not forced to use contraception. Fully equipped CRECHES are available for the
female workers having babies.
 Monitoring and Compliance:
RP Group Limited . facilities maintain on site all documentation necessary to demonstrate
compliance with Global Compliance Principles. RP Group Limited . and its subsidiaries
undertake affirmative measures, such as announced and unannounced on-site inspections of
production facilities, to monitor compliance with Global Compliance Principles. RP Group
Limited . facilities allow customer’s representatives full access to production facilities, employee
records and employees for confidential interviews in connection with monitoring visits. In
addition RP Group Limited . facilities respond promptly to reasonable inquiries by customer
representatives concerning the subjects addressed in an audit.
Page 19
2.8.2 Code of conduct of SA 8000 followed by RPGL.:
 Child Labor: No workers under the age of 15; minimum lowered to 14 for countries
operating under the ILO Convention 138 developing-country exception; remediation of
any child found to be working.
 Forced Labor: No forced labor, including prison or debt bondage labor; no lodging of
deposits or identity papers by employers or outside recruiters.
 Health and Safety: Provide a safe and healthy work environment; take steps to prevent
injuries; regular health and safety worker training; system to detect threats to health and
safety; access to bathrooms and potable water.
 Freedom of Association and Right to Collective Bargaining: Respect the right to form
and join trade unions and bargain collectively; where law prohibits these freedoms,
facilitate parallel means of association and bargaining.
 Discrimination: No discrimination based on race, caste, origin, religion, disability,
gender, sexual orientation, union or political affiliation, or age; no sexual harassment.
 Discipline: No corporal punishment, mental or physical coercion or verbal abuse.
 Working Hours: Comply with the applicable law but, in any event, no more than 48
hours per week with at least one day off for every seven day period; voluntary overtime
paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime
may be mandatory if part of a collective bargaining agreement.
 Compensation: Wages paid for a standard work week must meet the legal and industry
standards and be sufficient to meet the basic need of workers and their families; no
disciplinary deductions.
 Management Systems: Facilities seeking to gain and maintain certification must go
beyond simple compliance to integrate the standard into their management systems and
practices.
Page 20
2.8.3 Code of conduct of BSCI followed by RPGL.:
 Management Practice.
 Documentation.
 Working Time
 Remuneration.
 Child labor/Young Labor
 Forced Labor/Discrepancy Measures/Prison Labor.
 Freedom of Association and Collective Bargain.
 No Discrimination.
 Working Conditions.
 Health and Social Facilities.
 Occupational Safety and Health.
 Dormitories.
 Environment
2.8.4Code of conduct of WRAP I followed by RPGL.:
 Compliance with Laws and Workplace Regulations
 Prohibition of Forced Labor
 Prohibition of Child Labor
 Prohibition of Harassment or Abuse
 Compensation and Benefits
 Hours of Work
 Freedom of Association and
 Collective Bargaining
 Health and Safety
 Prohibition of Discrimination
 Environment
 Customs Compliance Security
Page 21
CHAPTER- 03
RECRUITMENT & SELECTION POLICIES OF RPGL
Page 22
3.1 Recruitment & Selection
Recruitment is the process of identifying and hiring best-qualified candidate (from within or
outside of an organization) for a job vacancy, in a most timely and cost effective manner.
Recruitment is the process of attracting qualified applicants for a specific job. The process begins
when applications are brought in and ends when the same is finished. The result is a pool of
applicants, from where the appropriate candidate can be selected. The recruitment process is all
about gathering information about jobs and people and matching the two. Recruitment also flows
from the broader task of workforce planning. The selection process can be defined as the process
of selection and short listing of the right candidates with the necessary qualifications and skill set
to fill the vacancies in an organization. The selection process varies from industry to industry,
company to company and even amongst departments of the same company.
3.2RPGL Principles of Recruitment
 Positions that become vacant will be openly advertised externally and internally where
necessary.
 All Advertise will state that RP Group Limited is an equal opportunity employer. In order
to provide equal employment and advancement opportunity to all individuals,
employment opportunity will be based on the merit, qualification, skills and abilities.
 RPGL will not discriminate in employment opportunities and practices based on race,
color, sex, ethnicity and age or any other characteristics protected by law.
 For all position external and internal candidate will be treated equally if no any special
and additional requirement is needed for the position.
Page 23
3.3 Recruitment & Selection forms

Job application form

Indenture form

Age estimation& blood group form

Misconduct form

Technical experience verification form

Appointment letter (permanent)

Employee background and previous job history verification

RP Group Limited rules and regulation form

Job application form

Bio- data

Attested photograph

Educational qualification’s certificate

National ID card/ Birth certificate

Citizenship certificate given by Chairman

Age estimation and physical fitness certificate (given by registered doctor)

Skill test report

Appointment letter

Service book

Leave information

Others related documents
3.4 Worker Check List for new joiner
New joiner has to handover some important documents. These documents are:
 Updated resume: New joiner will give away two resumes in English or Bengali.
 Worker Information form: New joiner will give information about his/her name,
permanent and present address, phone number ,academic description , prior work
experience, emergency contact etc.
Page 24
 5 Copy Passport Size Photograph: New joiner will give four copy passport size colored
photographs with his/her name and signature at the back.
And one copy nominee
photograph.
 National ID card/birth certificate & chairman certificate photocopy: New joiner will
give one photocopies of his/her National ID card/birth certificate & chairman certificate
photocopy.
 Joining Letter: HR department will provide joining letter. In joining letter, there will be
terms & conditions about job & organization. Here new joiner will sign bellow the
joining letter.
 Nominee form: In nominee form, new joiner will mention only his/her wife/husband or
blood related people like own parents, sister, brother who will get benefits if employee
dies.
 Medical certificate: New joiner will submit medical certificate from any government
medical officer or civil surgeon.
 Blood group: New joiner will also submit blood group report
3.5 Policy for Personal File Keeping


After receiving joining letter personal file should be prepare
All keeping documents of personal file should be descending order


As per date all documents have to have a serial number

Personal file should be keep as per section/unit

Resigned workers file should be segregate

Must be mention file opening and closing date

Without permission and record it is prohibited to handover personal file

Have to secrecy of personal file’s documents
Page 25
3.6 Recruitment process of RP Group Limited
Recruitment is the process of finding and attraction capable applicants for employment. RP
Group Limited always wants to recruit the right people with combination of skills and resources
in the right place. Because RP Group Limited believes that in order to achieve the organizational
goal effectively there must be a need of skilled human resources. RP Group Limited always
believes in equal employment color, region, race, age, national origin or any other factor. The
Company always wants to recruit the best and suitable human resources in the vacant position.
The person who can face the global challenges and always concentrate to achieve the Company’s
vision, mission, and goals always gets preference.
3.7 Recruitment Policy of RP Group Limited
To achieve the organizational goal effectively RP Group Limited ’s Top Management has
develop a “Recruitment Policy”. In accordance with the Recruitment Policy there have some
guidelines. The guidelines of the policy are as follows:
Ensure the right people in the right place.
 Combination of skills and resources is a must.
 Policy is based on EEO.
 No discrimination against the applicant on the basis of sex, color, region, race, age,
national origin or any other factor.
 Company’s policy is always loyal to the Labor law 2006.
 Absolute confidentiality in HR Recruitment Policy must maintain
Page 26
3.8 Recruitment sources of RP Group Limited
Recruitment sources divided into two step:
a) Internal Recruitment
b) External Recruitment
a) Internal Recruitment
Internal recruitment is the process of finding potential internal candidates and encouraging them
to apply for and be willing to accept organizational jobs opening .The Internal Recruitment
Employee referral is an internal is the most favorite source of candidates in the stable and
developed companies. The Internal Recruitment can build a strong loyalty with the organization
as the employees have a chance to change their position after a period of time. The employees
are not pressed to look for opportunities on the external job market.
Employee Referral: Employee referral is an internal recruitment method employed by
organizations to identify potential candidates from their existing workers social networks. An
employee referral scheme encourages a company's existing workers to select and recruit the
suitable candidates from their social networks.
B) External Recruitment
External recruitment refers to the practice of recruiting a candidate from the talent pool outside
the recruiting organization. External recruitment is the process of finding potential candidates
and encouraging them to apply and be willing to accept the organizational job openings. It is
included the following things:
Page 27
Advertisements
Advertising is a form of communication that typically attempts to persuade potential candidates
to apply for a particular position. For these purposes, advertisements sometimes embed their
persuasive message with factual information. Every major medium is used to deliver these
messages, including television, radio, cinema, magazines, newspapers, video games, the Internet,
carrier bags and billboards. Advertising is often placed by an advertising agency on behalf of a
company or other organization. (Web sites, Newspapers, Leaf lets, Poster, Banners, etc).
RP Group Limited mainly used bdjobs , Newspaper for their advertisement in officers level. In
workers level, they used Leaf lets, Posters, Banners.
3.9 Recruitment and Selection Framework (Worker Level)
Processes are being maintained to recruit are as follows
Respective department head with the approval of the HR Manager prepares requisition
for additional and replacement workers.

Vacancies announced by advertising, posters, leaf lets, putting banners at the front side of
the main gate, different places, and reliable sources.

Application receives from hand to hand and in most of the cases walk in interview system
is followed.

In cases of skilled workers, recruitment’s being done by “on the job test” (Practical
interview)

In cases of unskilled workers, recruitment’s being done by written and oral test.

General health checked-up by factory medical officer is an essential part of recruitment
procedure.
Salary, wages, and other benefits fixation is done in fulfillment to the applicable Bangladesh
Page 28
3.10 Workers Selection Interview Process at RPGL
 Supervisor/Line-Chief:
The Supervisor/Line-Chief is responsible for selecting
candidate for permanent post. First of all they select the candidates and bring them to Sr.
HR Officer.
 Senior HR Officer: All sorts of certificates are to be checked by the Sr. HR officer in
this stage. For internal recruitment at least one references are needed in order to verify
applicants. After verification the reference and certificates Sr. HR Officer take an
oral/viva exam. Only quality section workers have to give writing & oral exam.
 IE Officer: IE Officer only takes sewing operator workers interview. During the
interview IE Officer try to know he/she how much know about machines(P/M ,O/L ,F/L)
all process work and in a day how much production he/she can do?

Supervisor:
The ultimate responsibility for a newly hired worker’s success falls to
the worker’s immediate supervisor. The supervisor is often able to evaluate the
applicant’s technical abilities. When supervisors make the final decision, the employment
function provides a supervisor with the best prescreened applicants available. From those
two or three applicants, the supervisor decides whom to hire.
 Production Manager (PM): At this stage production manager fixed salary based on
workers skills.
Page 29
 Floor Admin Officer: This is the last steps of selection interview process. At this
stage floor admin officer send workers for medical test from company’s medical center .
After medical test admin officer fill-up the all recruitment related form for making
workers personal file.
3.11 Training
There is no doubt that managers at all levels of organizations around the world are under
increasing pressure to produce better results sooner rather than later. In this rush competitive
advantage to be gained by properly training and educating their workforces that they need to
compete in a global economy. At RP Group Limited for every new joiner company arranged
training program. Company arranged health & safety, salary scale ,fire & safety , maternity, first
aid ,rules & regulation etc training for new joiner.
Page 30
Chapter-04
Analysis & Findings
Page 31
4.1 Findings &Analysis
Analysis
I have set some questionnaire based on RP Group Limited ’s Recruitment & Selection process
and have surveyed 50 workers who are from different sections of this company. This analysis
represents the opinion of workers regarding the recruitment & selection process. The analysis has
been given as follows:
Characteristics Distribution of the Sources of Recruitment
Variables Frequency Percent
Internal
9
18.0
41
82.0
50
100.0
Sources
External
Sources
Total
Frequency
Total
Percent
50
External Sources
41
Internal Sources
9 18
100
82
Figure 1: Sources of Recruitment
The analysis shows that among 50 workers majority 41 workers have agreed that the
external sources are availed to make the recruit process completed although rest of the
works (9) respondents replied as RPGL avails internal sources of recruitment.
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Internal Recruitment Percentage
Internal recruiting is the process of filling vacancies within a business from its existing
workforce. ... Companies today use internal recruitment to fill roles in their business that are
best suited to having an insider's view or knowledge, as well as encourage loyalty and a sense of
progress for employees.
Variables Frequency Percent
10-20%
0
0.0
20-30%
37
74.0
30-40%
13
26.0
>40%
0
0.0
50
100.0
Total
Frequency
Percent
50
Total
100
>40% 0
30-40%
20-30%
13
26
37
74
10-20% 0
Figure 3: Internal Recruitment
From the above this analysis which is accomplished among 50 workers where 37 (74%)
workers are agreed that 20-30% of workers internally recruit every year and rest number
of workers (13)have different concept
however they replied that RPGL
recruited
internally every year approximately 30-40% workers.
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Joining time any contract signed by the employees & workers
Findings
The major findings in the recruitment and selection procedure of RP Group Limited that are
justified in my view are:
 The recruitment process of RP Group Limited of Company is mostly fair and
transparent.
 RP Group Limited of Company uses both Internal and External recruitment process.
 No discrimination against the applicant on the basis of sex, color, region, race, age,
national origin or any other factor.
 The Company always tries to find out the best people for recruiting.
 A minimum requirement of one references is needed in order to verify the internal
applicants. But if any one of the applicants applies any sorts of persuasive measure it will
be treated as disqualification.
 It does arrange training program for the new workers.
 RP Group Limited management follows a standard procedure in the selection process.
 The Management always tries it best to find the best and suitable person for
employment.
 RP Group Limited does type of the tests are as follows Knowledge tests, Performance
tests, Psychological tests, Attitude and honesty tests ,Medical tests , Power point
presentation.
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4.2 SWOT Analysis
Strength
 Strength of this company is they maintain a strict recruitment process & they try to
satisfy workers demand.
 All the units of the factory enjoy highly of machinery are imported from Japan , Taiwan,
Thailand, USA, China, UK ,Germany ,Korea, Turkey ,Italy and Greece. As a result, it
can maintain a smooth rate of production.
 Dedicated and competent workforce.
 Focus on continuous improvement.
 Latest machinery & technology.
Weakness
 Company needs more HR Personnel.
 Sometimes internal recruitment based on employee references where a new blood needed
for the improvement.
Opportunity
 This company head office is situated at Uttara model town and factory is situated at
Gazipur. Those areas are renowned as a commercial area & this area could be an
opportunity for this organization.
 As garment sector earns high amount of foreign currency, the government encourages
this sector to explore. Therefore, it is also an opportunity.
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Threats
 Because of globalization, competitors are increasing rapidly worldwide.
 Day by day technologies are changing and adopt those technologies are big threats
because it requires large amount of investment.
 Economic recession is occurred all over the world. It can be a threat for garments
industry as well as RPGL.
4.3 Recommendations
 HR department should introduce online requisition system. As a result, HR division will
get requisition from immediately from and it will make faster it’s process.
 HR department already exercise their internal network properly for recruitment
advertisement .Now they can post recruitment advertisement on their website. So,
interested applicants can get information to visit their website.
 Currently the company doesn’t have separate HR department. Admin department also
works as HR department. As in this company there is a huge need of HR, then there
should be more HR personnel hired in order to make the HR team more stronger and so
that the employees can be handled for smoothly & all the operations in the company
functions properly .
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Conclusion
RP Group Limited is one of the leading RMG manufacturing companies in Bangladesh. They
provide exceptional products to their buyers to retain them. In RP Group Limited there were no
conflicts between workers and supervisors since I was doing my internship there. This is because
RP Group Limited strictly follows the rules & regulations imposed By BGMEA and Bangladesh
labor law. Interaction between Human resource departments with all other department was quite
well and they help each other. Moreover RP Group Limited have the following facilities for
smooth operation like Stand by Generator to run the full factory, Fire protection system,
Sufficient volume of water reservoir at underground & overhead, Quality electrical cable with
circuit breakers, Separate toilets for male & female workers, Sufficient ventilation is provided by
installing ceiling fans, exhaust fans, large windows, Factory premises is always kept neat &
clean, they do not have any child labor, Doctor & Nurse are provided to take care of workers
health, Canteen for workers& child care center. Hence I feel proud and confident to say that the
internship I have undergone with RP Group Limited . With their Human Resource Department
has enhanced my knowledge, both theoretical and practical and made my education more
complete and practical.
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References
1.www.RPGroupLimited.com
2. www.google.com
3.http://en.wikipedia.org/wiki/Recruitment
4.http://en.wikipedia.org/wiki/Selection
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