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Term Paper On
Recruitment, Selection and Training & Development
process of Employees: A Study on Atlas Copco (BD) Ltd.
Cource Name: Human Resource Management
MGT: 301 Sec:02
Submitted to:
MD. Tanvi Newaz
Senior Lecturer
BRAC Business School
Submitted By:
Navid Anjum Khan
ID-12104201
Mir Sohanuzzman Arefin ID-12104200
FarihaTabassum
ID-12104029
Letter of Transmittal
Date: 03rd December 2014
MD. TanviNewaz
Senior Lecturer, BRAC Business School
BRAC University
Subject: Submission of term paper on Human Resource Functions of Atlas Copco(BD) Ltd.
Dear Sir,
It is an honor and immense pleasure for us to submit the term paper on Human Resource
Functions of Atlas Copco Ltd.. We mainly focus on the Recruitment, Selection and Training
& Development process of the employee of Atlas Copco Ltd. This report was assigned to us
compulsory requirement of the course Human Resource Management (MGT#301).
During the process of preparing the report, weve collected information & surfed over net to
gather the recent information on issue. I believe that this assignment gave us an opportunity to
sharpen our views, ideas and communication skills. The knowledge from here will definitely
help us to enrich our adaptability quality in the long run when we will involve in practical field.
We are grateful for your valuable advices and great cooperation. There may be some mistakes
and shortcomings. We shall be pleased to answer any kind of query you think necessary.
Thanking you and looking forward to receive your cordial approval of our submission. For any
of your further queries we would be at your disposal at your convenience.
Yours truly
________________
FarihaTabassum
ID 12104029
On behalf of our group
Acknowledgement
Simply put, we could not have done this work without the lots of health we received cheerfully
from the whole Human resource management dept. of atlas copco. The work culture in Atlas
Copco (BD) Ltd. is really motivative. Everybody is friendly and cooperative.
We specially like to thank Mr. Kasheful Islam, Asst. General manager of Atlas Copco and Miss.
Sultana Ruma, HR Executive. Finally, credits and achievements, if any, are due to my faculty
advisor Md. Tanvi Newaz, Senior Lecturer, BRAC Business School. His instructive advice
and guidance have emerged as stepping stone in making this report fruitful. This intern report
will show my creativity only as he entrusted his every belief on my capability and analytical
ability in preparing this report.
And last not the least we would like to show all our gratitude to our Creator, without his
blessings this would not be possible.
Human organization activity is simply the act of getting people together to accomplish desired
goals. Recruitment, Selection and Training & Development are the important parts of the human
resource management.
Executive Summary
Atlas Copco (BD) Ltd. is one of the leading industrial company in Bangladesh. Atlas Copco
(BD) Ltd. provides with good quality industrial tools and equipment and within the reach of
target consumers. Its strategic strengths include strong recognition of brands and highly skilled
work force.
The Atlas Copco brand is unique and enjoys high recognition in every corner of the world. Atlas
Copco (BD) Ltd. is a new customer center with a small service team that is now set to expand.
Atlas Copcos Variable Speed Drive compressors increase sustainable productivity through
lower power consumption and less maintenance requirements. Its reputation is built on the core
values interaction, innovation and commitment and a continuous strive to become and remain
First in MindFirst in Choice.
In this report, we have tried our level best to exemplify how the basic function (recruitment,
selection and training & development) of HRM are exercised in Atlas Copco (BD) Ltd. I have
analyzed the recruitment and selection and training & development process of Atlas Copco (BD)
Ltd. from the view of theoretical definition, practical application, basic principles followed and
technology used in the whole process. The report also discussed the Atlas Copco (BD) Ltds
goals, mission and vision. This report focuses on the Organizations recruiting process, selection
process, source of recruiting, training & development process etc.
Table of Contents
Content Name
Introduction
Page No.
08
a. Objective
07
b. Methodology
07
c. Limitation
07
An Overview of organization
07
08
Selection Process
13
a. Testing Methods
14
16
c. Kinds of question
18
d. Format of interview
19
e. Contact interview
19
19
19
22
20
21
23
23
Conclusion
24
Reference
24
Introduction
Objectives
By making this term paper we can achieve some practical ideas and over view of management
process of a specific company and their performances in Bangladesh.
Limitations
We could not get appointment of top officials of Atlas Copco, therefore we fixed our
appointment with an employee of the company. Though the employee gave us many information
but those are not sufficient for our term paper. When we asked for some documents he said that
those are confidential.
This is the strategy of the recruitment process as the top level management and the HR
directors of the company sit together and find out the company objectives first and then do all
the regular necessary activities to recruit the employees to attain the selected sales and the
corporate objectives. The overall strategy of the recruitment process is to get the best
employees to fit the vacant positions in the company and to make sure that the company gets
the best outcome from him and to achieve the business and the corporate goals which are set to
get the best outcome from that individual employee.
ATLAS COPCO takes all the initial plans to make sure that the recruitment is going to be the
ongoing process of the organizational planning. As the top level makes the organizational
planning then the Human resource department makes their expansion planning to get the
recruitment process in tact with the various other organizational and human resource activities.
The planning process goes on from the top level management and the human resource director
to the managers of the human resource to implement the expansion planning to the recruitment
process and they are the one who originally make sure the recruitment process.
A method which is used to make sure about the time and the specific situation in the year to
make the recruitment of the employees in the company, thus ATLAS COPCO, use this to make
the right use of the human resource panning of the employees to make sure about the various
job vacancies and the posting of the jobs in various positions of the organization And also
make sure how the organization is going to recruit the employees which includes the sources of
recruitment, whether the recruitment will be from the external or internal sources or it will
depend on the recruitment needs and positions.
The recruitment process of ATLAS COPCO goes on with the every aspect of the company. To
make sure that the recruitment is happening perfectly the human resource managers should
make effective planning and the company have some steps in their recruitment process.
The selection process of the recruitment took place in about 1 month long, the employees has to
gone through the various tests and interviews to make sure about the selection criteria. The
company needs to make sure that the employees are getting the equal opportunities and there is
not biasness and any other unfair means in the selection process and to make the selection more
effective the human resource department needs to be more transparent and accountable in their
jobs in recruiting people.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 10
The company responds relatively very quickly in the selection process which is done by the
human resource department within 2 weeks from the final interview and the screening session
begun. The employees are given adequate time by the human resource management to accept
or reject the opportunity.
ATLAS COPCO, usually have a specific recruitment process. The organizations recruitment
olicy and the human resource strategies have integration in between to make a smooth flow of
recruitment process. The company also has the co-ordination between the job analysis and the
HR Recruiting Process. But it does not include any assessment center for recruiting employees.
Sometimes the company prefers to choose informal method of recruiting process in the
company. For recruiting executive or strategic level of management, they prefer internal
recruiting. The company has its own recruitment process which can be classified into several
steps:
a. When there any vacant or new position occurs, the company searches internal employees
for strategic or mid-level management, And for the entry level position external
candidates are influenced to apply through internet recruiting.
.
b. Then the company Screens among employees & operate applicants pool based on Job
description & specification. This is done within 1 week from the starting of the
recruitment process.
c. Recruitment committee then evaluates applicants through a selection process. They go
through various sides of the applicants like educational background, previous experiences,
skills and technical knowledge of applicants.
d. The applicants have to face a preliminary interview with HR manager and have to
perform a written test and then they need to go for another interview with the recruitment
committee and top management and finally the medical test.
e. The Company and the human resource department finally select the candidates by
offering them its Compensation package and reward benefits based on the job criteria, the
job analysis and the key responsibilities.
Sometimes the company also prefers to select employees from the informal method of
recruiting. Those who are passive job seekers are always influenced. All the employees whom
the company recruits are full time employees. They have no part time employers. These
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 11
Recruiting process are very important for supporting the overall Recruitment system of ATLAS
COPCO. These are the various important parts of the recruitment process which can be
changed according to the demand of the jobs, the position requirements, the hierarchy of the
job and the other factors linked with the job.
Recruitment Sources of ATLAS COPCO
ATLAS COPCOS recruitment process comprises of various recruitment sources which are
primarily divide into two categories: the Internal and the External sources. ATLAS COPCO
seeks for candidates from both the External and Internal sources. They promote or transfer
present existing employers based on performance. They also fulfill the empty positions through
seeking from external labor market. Different sources of recruitment help to verify recruitment
process more effectively, seeking for an employee for any specific job position. But for the
different levels of management positions, the company uses different sources. The recruitment
sources of ATLAS COPCO are:
Internal Recruitment: The Company goes for the internal recruitment when they
need employees to fulfill the vacant positions internally. The company usually
requires these recruitment sources to make sure about the mid level and the top level
management recruitments which needs more experience in the company itself and to
maintain a high knowledge about the own company.
External Recruitment: The Company also goes for the external recruitments
whenever they need to go for the hiring of the line management or the entry level
managerial and executive positions. The company invites a various groups of people
to make them choose from the pool and then to make they go for the final selection or
recruitment.
Internet Recruiting: ATLAS COPCO also plays an important role in recruiting and
advertising in the BDJOBS.COM website. In this site the applying candidates can get
the necessary details of the job, job analysis and job descriptions.
Informal Internal recruitments: The various informal and internal recruitments are done
whenever the company needs to have the job in the sudden situation to share the work load or
to assign the employees in a specific working environment. This is usually done to meet the
buffer demand of the specific position and to get them company uses the various expert
employees.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 12
ATLAS COPCO uses these sources to make a standard response among the candidates. These
sources are also user friendly, suitable and effective for their recruitment process. That is why
ATLAS COPCO uses these recruitment sources.
PHOTO
Candidates Name:
Fathers Name:
Permanent Address:
Present Address:
Mailing Address:
Contact:
Mobile:
Phone:
E-mail:
Education Background:
Experience:
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 13
Selection Process
The selection process of the employees took place in about 1 month long, the employees has to
gone through the various tests and interviews to make sure about the selection criteria. The
company needs to make sure that the employees are getting the equal opportunities and there are
not biasness and any other unfair means in the selection process and to make the selection more
effective the human resource department needs to be more transparent and accountable in their
jobs in recruiting people.
The company responds relatively very quickly in the selection process which is done by the
human resource department within 2 weeks from the final interview and the screening session
begun. The employees are given adequate time by the human resource management to accept or
reject the opportunity.
The various methods are used by Atlas Copco(BD) Ltd. To make their selection Process a
successful one. They have to go through the various techniques and methods which are
technically and skillfully helping them to understand the applicants performance better. While
recruiting new employees Atlas Copco (BD) Ltd.Followsa specific selection method. Candidates
have to fulfill all the requirements and conditions before they are going to be recruited. The
company uses various test methods like Pen & Paper Test and Personality Tests for Recruiting
personnel. The methods they use are divided in to three parts which are the Written Test methods
of the applicants and the Interview methods of the applicants and the m. As the human resource
recruitment planning is conducted and coordinated by both the sides which are followed by the:
1. Home country and 2. The host Country.
Here is a diagram of the selection process:
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 14
Testing Methods
Types of Tests and Interviews:
The selection process of Atlas Copco (BD) Ltd. comprises of the three types of tests which are
really crucial for the applicants to judge their attitude and the ability to perform all the tests
equally to make sure that the applicant can impress the human resource department. These tests
are described below:
Tests:
Pen and Paper Test: This type of tests is known as the basic aptitude test where the applicants
can give the various feedbacks about the knowledge and educational skills needed to perform the
job. It is like the tests in the university and post-graduation level where there might be questions
on English, Maths, Analytical Abilities and many other job related questions.
Personality Test: The various personality and the psychological tests are taken to give the
questions and take the relevant feedbacks from the applicants on the related job specified factors
like: honesty, Motivation, team work and more. These are done to make sure that the employees
attitude will match the attitude of the organizational cultures in future.
Work sample Test: This kind of tests are basically taken to marketing and other technically
needed people like the salesman, the technical support divisional employees, the customer
service divisions and for many other recruitments.
Oral test (Interviews):
This type of tests is known as the basic intelligence test. There are two types of interview have
been taken to the employees which given bellow:
Semi structured Interview: For the Top level and the mid-level management the interview is
needed to be semi structured and they need to make the questions according to the flow and the
job analysis. So this type of interview helps the interviewers of Atlas Copco (BD) Ltd. to
understand the relevance and the ability to perform the work in a more efficient way.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 15
Structured Interview: The interview of Atlas Copco (BD) Ltd. in the entry level or in the junior
level are totally designed in the structured way so that the interview can be conducted in all the
same ways in various types of jobs in the same level of operations and management. Thus Atlas
Copco (BD) Ltd. doesnt use any specific assessment centers to conduct the interviews and to
make it more clears they do it in their own designed styles of recruiting the entry level positions.
Personality Test:
Personality tests are used to help determine how employees personality relates to their career
choices. Here are a selection of general personality tests and career tests which assess your
aptitude for different careers. Personality tests are self-report measures of what might be called
traits, temperaments, or dispositions. The number of personality measures available is enormous
in Atlas Copco (BD) Ltd. They ask the applicant's personal related questions in a different way
so that they can reveal more information about applicant's abilities and interests. It helps to
identify interpersonal traits that may be needed for certain jobs.
These tests are all part of the screening and the preliminary interviews taken by Atlas Copco
(BD) Ltd. So these are really very important to make sure that the applicants can really impress
the human resource department and the feedback can really impress the test scores to get the call
in the final steps of eh interviews with the Top level management. So these tests are the parts of
the interview sessions going also the 1 month and to make them very easy they are the evaluation
bars to be attained in the different level of Interviews in the organization.
So these are the basic types of tests and interviews performed by Atlas Copco (BD) Ltd to make
sure about the various recruitment efficiencies and the total process is monitored by the human
resource department and the human resource managers.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 16
the external recruitments. Thats why the company goes for these techniques to make sure that
efficient use of the evaluation is done, They use the Grading Scale method as the techniques or
methods to evaluate the employees performance which entitles that the Human resource
department of Atlas Copco (BD) Ltd goes to evaluate the performance of the applicants by
grading the various test and interview results, and the results are done in the computerized
process to make the fair and transparent evaluation of the recruitment. Thus the company can see
the difference in other techniques used before and they are getting the best result in this methods
as the techniques can be changed by the Human resource department is there is any other sources
of evaluating the employees.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 17
Psychological Stability
Law enforcement careers require applicants to go through psychological and emotional preemployment medical exams. These exams are vital in establishing you do not have underlying
mental problems that may lead to misuse of your power as a state security officer with a duty to
protect the citizens. As an applicant for law enforcement jobs, your psychological examination
process must be handled by a licensed professional.
Workplace Safety
A drug- and alcohol-free workplace helps reduce carelessness that may result in injuries or death,
especially in businesses that involve the use of machinery. Pre-employment medical examination
procedures used in screening the use of illegal drugs and alcohol can help you avoid these
problems.
Public Health Protection
The law allows employers to reject applicants who are suffering from infectious diseases. This is
according to the Equal Opportunities Commission or EOC, a statutory body that was set up in
1996 to make employment opportunities accessible to all, irrespective of race, gender or
disability. The EOC says that while employers can turn away sick applicants to uphold the
protection of public health, people with ailments such as common cold and HIV/AIDS should
not be turned away.
Therefore, these are the reasons of medical checkup and interviews performed by Atlas
Copco(BD) ltd. by medical check and interviews they end up their selection process and this
total process is monitored by the human resource department and the human resource managers.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 18
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 19
Atlas Copco
generally follows the structured interview format. The highly structured interview includes
questions that are based on a thorough analysis of job requirements and the merit criteria
required to perform the work. Atlas Copco uses the structured interview. All candidates are
asked the same questions and their responses are assessed in a standardized manner against jobrelevant criteria using a predetermined rating scheme. These features help to establish a clear
link between performance at the interview and performance on the job and minimize the impact
of personal bias on the assessment process.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 20
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 21
Shifting a learner meneger from department to department to expand his or her experience
and identify strong and weak points. Atlas Copco follow this method for better performance
of the managers.
Coaching/Understudy approach
In the company the trainee works directly with their senior manager or with the person he or
she is to replace.
Action learning
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 22
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 23
The week employees have given some task with time limitation if they cannot complete their
task in time they send for the training.
A t l a s C o p c o B a n g l a d e s h L t d . P a g e | 24
Conclusion
Atlas Copco team once a person becomes part of a company that values mutual experience,
knowledge sharing and the innovative participation of all their employees. They believe that
development and personal responsibility go hand-in-hand, and Atlas Copco supports employees
who wish to improve their job performance and themselves. One way we do this is through
their internal job market, which allows their employees to explore new opportunities around the
world and apply to any position for which they might be qualified. Be it a permanent role, a
short-term assignment, or a local or international position, Atlas Copco offers not only many
career options, but also the opportunity to realize employees potential and start a path toward
fulfilling their dreams through their HR management process of Recruitment Process, Selection
Process and the Training & Development Process.
References:
HR Learning Team. (2014, November 27). Learning Strategy Atlas Copco Bangladesh Ltd.
http://jobsearch.about.com/od/personalitytests/
http://www.hireright.com/healthcare/medical-assistant-background-check/
http://theakelley.com/job-interviews-panel-and-sequential-2/