Atlas Copco Bangladesh Ltd.

Page |1

Atlas Copco (Bangladesh) Ltd.

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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

Submission Date: 03/12/2014

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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

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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.

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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.

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Table of Contents
Content Name
Introduction

Page No.
08

a. Objective

07

b. Methodology

07

c. Limitation

07

An Overview of organization

07

Recruitment process of Atlas Copco.

08

Selection Process

13

a. Testing Methods

14

b. Role of medical check and interviews

16

c. Kinds of question

18

d. Format of interview

19

e. Contact interview

19

Training and Development

19

a. Various training and management development method and reason

behind that
b. Difference in the training methods between manager and non
manager
c. Orientation program for new joiners

19

d. Evaluation of training and development need for new and existing

workers
e. Evaluation of the effectiveness of the training program

22

20
21

23

Suggestions and recommendations

23

Conclusion

24

Reference

24

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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.

Methodology (primary and secondary)

We find all the information from both primary and secondary sources.
Primary Sources: We meet an employee of Atlas Copco (BD). By taking an appointment of the
employee we have face to face conversation.
Secondary Sources: With the help of their annual report and other public material we make this
term.

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.

An overview of the organization

The Atlas Copco Group is a global industrial group of companies. Its headquartered is in
Stockholm, Sweden. The company manufactures products at about 100 production sites in more
than 20 countries. In 2008 the company came to Bangladesh which is named Atlas Copco
Bangladesh Ltd. This company is the Customer Centre within the Compressor Technique
Business area and responsible for sales, marketing & service of Atlas Copco brand Compressors.
Atlas Copco Bangladesh is also working together with its distributors for selling and servicing of
Air Compressors, Gas Compressors, CNG Compressors, Air Dryers and other products of Atlas
Copco Group. The Atlas Copco (BD)s vision is to become and remain First in Mind, first in
choice of its customers and other principal stakeholders. The mission is to achieve sustainable,
profitable development.

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Recruitment Process of Atlas Copco

The Recruitment process is the ongoing process through which the organizations locate, and
attract individuals to fill job vacancies. It is the activities of the HRM department to ensure
proper human resources in the organization. The organization recruits the people from the
internal and the external sources and to make sure that they are filling up the job vacancies to
the different positions of the organization. The recruitment process is the integral part of the
external and the internal recruitments in the organization as they have got two different views
of recruiting people in the organizations.
Overall Recruitment Process:
At first the human resource department of ATLAS COPCO, needs to find out at the starting of
the year that how many employees will the company need approximately to fill up the vacant
positions, then the budgeting and the analysis of the overall expenses needed to make the
recruitment should be considered. This is done by getting the organizational goals to be
achieved in a certain year, thus for each regional headquarters like Bangladesh, there is s
specific target given by the company to be achieved by acquiring the sales volume or the
customers achievements. Thus the company then determines that how many employees are
needed to make sure about the company objectives or goals and what are the ways, plans,
sources and methods through which the company will recruit and hire people for various
positions to fulfill the organizations demand of the employees.
Then the policies and the planning of the HRM recruitment process should be approved by the
main HRM department of main branch of ATLAS COPCO group. Therefore, the strategy will
depend on the approval and the sales objectives set by the top level management of the
company. The approval means that the setting objectives and the planning process of the HRM
department are accepted.
Lastly, after getting the approval from the HRM department starts off the recruitment
procedures and they go for the internal and external recruitment to the various positions needed
and to make the right use of the vacant position they get the best employee to make sure that
the recruitment process really helps to get the company objectives.

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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.

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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

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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.

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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.

Sample of application form

PHOTO

Candidates Name:
Fathers Name:
Permanent Address:
Present Address:
Mailing Address:
Contact:
Mobile:
Phone:
E-mail:
Education Background:
Experience:

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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:

Step 1: Written Test: 60 Ques 1hr -Elimination

Round
Stp 2: Interview-elimination Round
Stp 3:group Discussion-elemination Round
Stp 4:interview With Company Chief

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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.

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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.

Techniques for Selection of Atlas Copco (BD) Ltd:

The company has to gone through the various techniques for selecting and evaluating the
applicants in the recruitment process. Thus these selection techniques are used in the internal and

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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.

Role of medical check and interviews

A medical assistant typically performs administrative and clinical tasks for a health care
professional, such as a doctor or dentist, in their office or a health care facility. A medical
assistants role often involves significant patient contact, such as measuring vital signs, handling
instruments, collecting bodily fluids and tissues for lab work. Generally, a medical assistant
doesnt need to have a formal education or be required to have a license although some states
may require special courses and/or a certification. Because a medical assistant learns most skills
on the job, organizations can run a background check on the individuals employment history,
gain insight on the applicants professional background through a reference check, identify if the
applicant has a criminal record history and initiate a broader search of national sex offender
registries to see if the individual has a record.
Healthy and Fit Workforce
A medical exam enables employers to recruit workers with qualifications that should increase
efficiency. Physical fitness and health are requirements you need to join strenuous fields such as
firefighting. As an applicant, you must go through a medical test that will determine whether
your heart, lungs, eyes, ears and limbs are healthy. This is according to Don McNea Fire School,
which trains firemen in Chicago, Los Angles and Columbus, Ohio. Firemen carry heavy
equipment, wear heavy clothes and perform rescue missions, making the qualification
requirements necessary.

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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.

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Kinds of Questions Asked In An Interview

In atlas copco (BD) ltd they only take situational behavioral and job-related interview.
Situational interview
Situational interview is an Interviewing technique that places an applicant in a conflict or
problematic situation where he or she has to make assessments and decisions to resolve it.
In situational interviewing, candidates are asked to respond to a specific situation they may face
on the job. These types of questions are designed to draw out more of candidates analytical and
problem-solving skills, as well as how they handle problems with short notice and minimal
preparation.
The key to preparation and success in situational interviews is simply to review candidates past
work experiences and review the steps they took to resolve problems and make corrections.
Candidates should also have short stories of some of these past experiences so they can also
incorporate them into their answers to show that they have experience handling similar
situations.
Behavioral interview
They take behavioral interviews based on the premise that a person's past performance on the job
is the best predictor of future performance. Using behavioral interview they want to know how
candidates act and react in certain circumstances. They also want to give specific "real life"
examples of how candidates behaved in situations relating to the questions.
In a behavioral interview followed by Atlas Copco, an employer has decided what skills they
need for the job and the questions applicant will be asked will be geared to finding out if
applicant have those skills. The interviewer wants to know how applicant handled a situation,
rather than just gathering information about you.
Job-related interview
These types of interview question are used to know about the candidates past job related
behavior.

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Format of Interview: Structured/Unstructured

Interviews may be placed on a continuum, from unstructured to structured.

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.

Conduct Interviews: Mass/Panel/Sequential

The term panel interview is used to describe a technique that allows several members of a hiring
company to interview a job candidate at the same time. Members of a panel interview team
typically include the hiring manager, an internal client of the hiring manager's organization, and
a member of the human resources department.

Training and Development

Various Training and Management Development Methods That the
Company Is Using and the Reason Behind That
Atlas Copco (BD) Ltd. is an international company, their rules, regulation, methods of
working is different from that of many other companies of Bangladesh. So it is obvious that
Atlas Copco provides training to their employees by their own ways. Atlas Copco maintains
On-The-Job and Off-The-Job methods.
In On-The-Job method they provide mainly two types of training. They are:
Online training
Industrial training

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In Off-The-Job method the company mainly provides

External training
Online Training:
Atlas Copco mainly gives online training to their employees. As the head office of the company
is in Sweden so to provide training either they have to send some trainer in Bangladesh or they
have to take the trainee to their head office which is highly expensive and time consuming. As a
result they provide their training in Bangladesh through internet. They use online training
method. Through online they provide Job Instruction Training. They list each jobs basic tasks
along with key points, in order to provide step by step training for employees.
Industrial Training:
Atlas Copco companies develop and manufacture air compressors, construction and offer related
service and equipment rental. For that reason they need skilled engineers in their organization.
For the engineers Atlas Copco (BD) organizes industrial training for better performance and high
experience. Industrial training is similar with Apprenticeship Training. It is a very structured
training process which helps the engineers of the company to gather more knowledge and skill.
External Training:
Atlas Copco (BD) sometimes provides external training for new employees and those who work
outside the company. In this method the company includes computer based training, electronic
performance support system which are related with Stimulated training

Difference in the Training Methods between Manager and Non

Manager
Atlas Copco offers a wide range of training and seminar programs. For manager they arrange
Informal learning training method. Managers of the company usually learn On-The-Job, They
learn through performing their job in a daily basis. As a manager, they should have gain a clear
understanding of the theories and practical issues surrounding the processes employees are
involved in. If the manager does not have a proper knowledge of their job they cannot improve
their participations and solve problems as they occur. With the help of managers the employees
can improve their knowledge and skills, and therefore enjoy a higher level of job satisfaction.
They usually organize On-The-Job for their managers:
Job rotation:

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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

Orientation Program for New Joiners

Though Atlas Copco has their own training process but they usually follow the orientation
program.
Company organization operational:
The CEO of Atlas Copco (BD) discuss brifely the companys vision, mission, objects,
culture, depertment, divisions. Past and future strategy also explained by the managing
director of thry much company.
Safety measures and regulation:
Atlas Copco (BD) is very much concern about their employees. They also make some health
insurance for their employees. In the orientation program the safety and regulation terms are
discussed by HR executive.
Faculty tutor:
In Atlas Copco office they have a prayer room, cafeteria, common room. They also provide
transportation facilities. Here they also give some medical facilities. The HR manager of the
company always discusses about all these facilities.
Daily Routine:
As they do not have any line manager so reporting time, leaving process, overall roles of the
company is discussed by the HR manager or sometimes any other HR employees.

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Evaluation of Training and Development Needs for New and Existing

Workers
Atlas Copco gives training to their employee for better performance so that they can achieve
their goal in a very easy way.
To evaluate the training and development needs for new workers Atlas Copco maintain
following two methods:
Task analysis:
Atlas Copco defines the detail job to identify the specific skills required to their newly joined
employees so they can easily understand their duties and responsibilities.
Performance analysis:
The managers of different department evaluate their new employees by giving some task or
any situation and evaluate their performance.
After completing that process the HR manager takes an written or oral exam for more
appropriate evaluation.
To find out that for the existing employees if the training is essential or not Atlas Copco
maintain following techniques:
Individual dairies:
In the company each employees have given a dairy where the employees write all the records
of their daily work. In the dairy they specially write the problems and challenges that they are
facing in the time of working. By checking the dairies the managers take decision who need
training and who does not need.
Questionnaires:
After a period of time the company gives the employees some questionnaires session (open
ended questions). The entire employees participation is mandatory. After the session the
managers evaluate all the questionnaires and decide whom need training and arrange the
training program.
Performance appraisal:
It is very similar process with other companies of Bangladesh. The managers evaluate the
performance of their employees and make a report on their performance. Than for those who
performing well arrange reward and for those who cannot doing well arrange training.
Task period:

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The week employees have given some task with time limitation if they cannot complete their
task in time they send for the training.

Evaluation of the Effectiveness of the Training Program

To evaluate the effectiveness of the training program Atlas Copco follows two methods.
Time series design:
Atlas Copco evaluates the employees before the training and after the training program.
Questionnaires interview
The company also arranges a questionnaires interview (structured checklist) where the
employees have to answer only yes/no answers.

Suggestions and Recommendations

After analyzing the ATLAS COPCOs recruitment, selection and trainings method we have
founds some lacking, which we would like to highlight and give some suggestions for
resolving these issues.
The recruitment process is the ongoing process thus the company is developing the process
day by day in the various ways and forms. To make the process an effective one the company
needs to make the recruitment process a less time consuming one and there should be more
chances given to the part time position and to make the right use of the employment
structures.
For the advertisement the company only uses websites. The can use newspapers and
magazines for better advertisement.
These are the various suggestions and recommendations that the company may consider.

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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/