Introduction

Influence of job analysis on employee recruitment and selection is one of the good sign for an
organization. Every institutions HR department concern about job analysis on employee
recruitment and selection, because influence rate is highly associated with business decision. For
measuring job analysis of an organization, work life balance of that organization is important to
know. Because job analysis as an independent variable of recruitment and selection. Like other
industry in pharmaceutical, developer, and garments industry job analysis is important to be
high. In this research, we will try to draw the actual scenario of influence of job analysis on
employee recruitment and selection on pharmaceutical, , developer, and garments industry in
Bangladesh.

Rationale
Without balancing between job analysis on employee recruitment and selection never able to
serve his or her best for organization. Some time they leave organization for balance less
situation. So balance between job analysis is very important on recruitment and selection. Since
we want to know about of job analysis of pharmaceutical industry, developer, and garments
industry obviously we should know pharmaceutical developer, and garments industry employees
recruitment and selection.

Objective
The objective of our research is to find out Influence of job analysis on employee recruitment
and selection on pharmaceutical developer, and garments industry in Bangladesh. Moreover we
also want to know, which factor is most responsible for pharmaceutical developer, and garments
industry employees turnover. Is it employee recruitment and selection?

Limitations
In the time of conducting this research we face some obstacle, those are
Some organizations lack of interest to provide data.
Time is not sufficient for conducting such kind of research.
Respondent feeling shy sometime in the time of filling questionnaire.

A successful research is depending on hard working, strong determination to find out the actual
reasons behind the research problem, un-biasness and willingly participation of all parties related
to the research. But we think that we could not devote our 100% effort should be. For this reason,
our project may not be beyond the limitations.

Organization overview
Eastern Housing Limited
Eastern Housing Limited (the company), was incorporated in 1964 as a Private Limited
Company under the Companies Act, 1913. In 1993 the company was registered itself with RJSC
& F as a Public Limited Company which is one of the largest Real Estate Company in the private
sector. The company raised its capital by way of an overwhelmingly subscribed IPO of shares
and debentures through a prospectus issued in July, 1994.

The company is the pioneer as well as the only Public Limited Company in the country in Real
Estate Business under the private sector. Eastern Housing Limited is one of the earliest members
of the REHAB Association, the central body for private sector developers in Bangladesh. It was
formed under the leadership of Mr. Jahurul Islam to reduce the housing problems of Dhaka city.
It started its work by successfully implementing a project of building 700 houses in Pallabi
Thana, Dhaka, and acquiring 910 acres (3.68 km2) of land. It was one of the first to provide lowcost housing to the residents of Bangladesh (then East Pakistan). Within a short span of time it
turned out to be one of the most trusted company in the housing sector.

The company started operations by developing real estate mostly within Dhaka, the capital of the
country and subsequently it has started to build shopping malls and apartment outside the capital.
It regularly takes part in REHAB real estate fairs, both at home and abroad, and experiences sellout performances.
Mission
To build and develop environment friendly Apartments, Commercial Buildings& Land Projects
using the highest standards of Safety, Architecture, Engineering& Green technology.
Vision
To be a world class Real Estate Developer creating maximum value by providing quality homes
and business.

Principles
Integrity
Accountability
Transparency

Eskayef Bangladesh Limited

Eskayef Bangladesh Limited, the world-class healthcare solution provider, is one of the leading
and fastest growing pharmaceutical company of Bangladesh, which is engaged in the
manufacture and marketing of a wide range of therapeutic drugs, bulk pellets and animal health
and nutrition products with annual sales surpassing 60 million US dollars.

With qualified, trained and skilled professionals on its staff and its unswerving standards of
quality control, the company has distinguished itself as one of the most respected names in the
pharmaceutical industry. Eskayefs manufacturing facility has transcended the frontiers after the
accreditation of UK MHRA (United Kingdom Medicines and Healthcare products Regulatory
Agency). The dedicated cephalosporin plant of Eskayef Bangladesh Limited is the top class
state-of-the-art manufacturing facility in Bangladesh Pharmaceutical industry.

Eskayef is growing more global since 2005 and exporting bulk pellets and finished products in
Asia, Africa, and Central America and also in the process of exporting in the European countries.
The company is also tied up with the world leader in eye care solution Allergan Inc. Ireland.
Vision & mission
Eskayef envisions a leading role for itself as a catalyst for improvement of the healthcare
environment.

The company's mission is to maintain people's health and combat disease to enhance the quality
of human life so that people may live longer, healthier and more meaningful lives.

Peacock Design
The Factory is designed as per the requirements of sensitive local & foreign buyers who all are
world reputed. Quality Control procedures followed as per ISO, Oeko-tex Standard. The total
management and printing & embroidery facilities are developing on an integrated software
system. It was established in 2000.

So, considering the above, we are confident that our factory will be the right choice for the
source of garments printing & embroidery solution. Our door is always open for all respected
Buyers and importers to visit the factory and if any enquiry that small or big will be timely
attended by our well experienced professional team.

Barat Sweater Ltd.

Barat Sweaters Ltd. is the 100% export oriented sweater industry in Bangladesh. It was
established in 2009 at 16/7, Sataish Road, Gazipura, Tongi, Gazipur-1712 The company's
mission is to manufacture and export different types of quality sweater as per buyer's
requirement. Now we have 50,000 square feet of total floor space and 800 Nos. of Flat Knitting
Machines of 3, 5, 7 & 12 GG.
Vision :
To create a truly global brand that provides growth opportunities for the company and its
employees, whilst achieving its goal of becoming the number one value fashion retailer across
the Middle East
Mission :
Be a market leader in the field of value retailing.
Provide fashionable products at affordable prices.
Be innovative, cost effective and globally competitive.
Exceed our customers expectations.
Provide opportunities of growth for our employees.

WALTZ FASHIONS LTD

Mission
The companys mission is to offer stylish, great, affordable brand name clothing and clothing
accessories to our short and skinny customers. I promise to offer my customers options and
choices to solve their fashion problems. My inventory will will not require any alteration before
or after a customer purchases any clothing item. My customers will now have an online outlet to
shop for all their apparel needs as well as accessories at a great and affordable price.
Vision
My vision is to help short and skinny individuals and prospective customers have an online
boutique store and eventually a storefront that will offer varieties of quality brand name clothing
and clothing accessories at an affordable price.

Literature Review
The objective of our research is to find out Influence of job analysis on employee recruitment
and selection on pharmaceutical developer and garments industry in Bangladesh. No study was
found about this subject. But there are some relevant study exist. Job Analysis is defined as a
satisfactory level of involvement or fit between recruitment and selection. Although definitions
and explanations vary, job analysis balance is generally associated with equilibrium, or
maintaining an overall sense of an organization. Job analysis involves the examination of
peoples ability to manage simultaneously the multi-faceted demands of job. Although job
analysis has traditionally been assumed to involve the devotion of equal amounts of time to paid
work and non-work roles, more recently the concept has been recognized as more complex and
has been developed to incorporate additional components. Retaining the best and brightest
employees has been called a crisis, a talent war, a shortage and a talent drain. Whatever the
definition, its not going away anytime soon. Attracting and retaining talent continues to top the
priority list of organizations of all sizes and industries. Its the difference between success and
failure, reaching quarterly targetsor not. High attrition cripples innovation, and customer
service goes AWOL. Recruiting the best and brightest is only half the game; recruitment and
selection is the other half. Competitors face the same issues. Gaining a competitive advantage is
the key. Inflexible work arrangements are a primary reason top talent leaves an organization. it
used to be that an employees relationship with their manager was the No. 1 reason for
employees voluntarily leaving an organization," says Kate Martine, senior vice president, human
resources and corporate communications for the Trustmark Cos. in Lake Forest, Illinois. "Now
its a lack of employer work schedule flexibility.

Hypothesis :. Influence of job analysis on employee recruitment and selection.

Methodology
We have collected the research data by questionnaire method. That data we used in this study
primary in nature. Our group discussion and class lectures also help to make it completed
successfully. The data gathered were coded, organized, and processed using the Statistical
Package for the Social Sciences (SPSS).Here we conceder recruitment as independent variable &
job analysis as dependent variable.

Sampling & Data collection

Science we want to conduct our research on pharmaceutical, developer and garments industry.
Pharmaceutical developer and garments industry employees are our population. We randomly

take 50 employees from 5 differen manufactures and service companies and collect data by
questionnaire filling method. We provide a simple questionnaire, and our respondent fill it.

Data analysis & Presentation

COMPUTE
Job.Analysis=MEAN(O.Timeliness,P.Quality,Objectives,Satisfactory,Experienced,R.Candidates)
.
EXECUTE.
COMPUTE
Recruitment.Selection=MEAN(W.Condition,Collect.Data,P.Analysis,Ex.Sa.Edu.Recruitment).
EXECUTE.
Frequencies
[DataSet1] C:\Users\common1\Desktop\New folder (2)\hrm spss.sav
Statistics
Gender
N

Valid
Missing

50
5

Gender
Frequency Percent
1.00
Valid
2.00
Total
Missing System
Total

44
6
50
5
55

80.0
10.9
90.9
9.1
100.0

Valid Percent
88.0
12.0
100.0

Cumulative
Percent
88.0
100.0

Here we see that our total employee is 50. From them 44 respondent are male and 6 respondent
are female. In percentage male & female are respectfully 88% & 12%. Cumulative percent
represent 88.0 then 100.0
FREQUENCIES VARIABLES=Education
/ORDER=ANALYSIS

Frequencies

[DataSet1] C:\Users\common1\Desktop\New folder (2)\hrm spss.sav

Statistics
Education
Valid
N
Missing

50
5
Education
Frequency Percent Valid Percent

5.00
Valid
6.00
Total
Missing System
Total

8
42
50
5
55

14.5
76.4
90.9
9.1
100.0

16.0
84.0
100.0

Cumulative
Percent
16.0
100.0

Though we have four criteria in education level Did not finish high school, High school,
Technical Degree, College, Bachelor & Masters. We found that our respondent are highly
educated. We only get Bechelor & Masters level respondent. 16% Bechelor and residual 88%
represent Masters degree. From total 50 frequency they are 8 & 42 person.

Mean, Std.Deviation
[DataSet1] C:\Users\common1\Desktop\New folder (2)\hrm spss.sav
Descriptive Statistics
N
Minimum Maximum
Recruitment.Selectio
n
Job.Analysis
Valid N (listwise)

Mean

Std.
Deviation

50

1.00

4.29

2.2314

.63357

50
50

1.00

5.00

2.1000

.89926

Here we see that recruitment&selection and job analysis mean is 2.2314 & 2.1000. there
recruitment&selection and job analysis std. Devitaion is .63357 & .89926.

Correlations
[DataSet1] C:\Users\common1\Desktop\New folder (2)\hrm spss.sav
Correlations
Recruitment.S Job.Analysis
election
Pearson Correlation
1
.720**
Recruitment.Selectio
Sig. (2-tailed)
.000
n
N
50
50
**
Pearson Correlation
.720
1
Job.Analysis
Sig. (2-tailed)
.000
N
50
50
**. Correlation is significant at the 0.01 level (2-tailed).

MEANS TABLES=Job.Analysis BY Recruitment.Selection

/CELLS MEAN COUNT STDDEV.

Means
[DataSet1] C:\Users\common1\Desktop\New folder (2)\hrm spss.sav

Case Processing Summary

Cases
Included
Excluded
N
Percent
N
Percent
Job.Analysis *
Recruitment.Selection

50

90.9%

9.1%

Total
N
Percent
55

100.0%

Report
Job.Analysis
Recruitment.Selectio
n
1.00
1.29
1.43
1.57
1.71
1.86
2.00
2.14
2.29
2.43
2.57
2.71
2.86
3.29
4.00
4.29
Total

Mean
1.0000
1.0000
1.0000
1.4000
2.1250
1.6000
2.2000
1.0000
2.0833
2.5714
2.6875
2.6250
2.5000
3.0000
3.0000
5.0000
2.1000

N
2
1
1
5
2
5
5
4
3
7
4
6
2
1
1
1
50

Std.
Deviation
.00000
.
.
.41833
.53033
.65192
.44721
.00000
1.46487
.34503
.55434
.51841
.70711
.
.
.
.89926

Regression
[DataSet1] C:\Users\common1\Desktop\New folder (2)\hrm spss.sav
Variables Entered/Removeda
Model
Variables
Variables
Method
Entered
Removed
Recruitment.S
1
. Enter
electionb
a. Dependent Variable: Job.Analysis
b. All requested variables entered.

Model

.581a

Model Summary
R Square Adjusted R
Std. Error of
Square
the Estimate
.338
.324
.53230

a. Predictors: (Constant), Recruitment.Selection

This table provides the R and R2 values. The R value represents the simple correlation and is
0.581 (the R Column), which indicates a low degree of correlation. The R2 value (the "R
Square" column) indicates how much of the total variation in the dependent variable, Retention
can be explained by the independent variable, work life balance. In this case, 33.8% can be
explained, which is very low.
ANOVAa
df
Mean Square

Model

Sum of
Squares
Regression
6.933
1
1
Residual
13.601
48
Total
20.534
49
a. Dependent Variable: Job.Analysis
b. Predictors: (Constant), Recruitment.Selection

6.933
.283

Sig.
.000b

24.469

Look at the "Regression" row and go to the "Sig." column. This indicates the statistical
significance of the regression model that was run. Here, p < 0.000, which is less than 0.05,
and indicates that, overall, the regression model statistically significantly predicts the
deendent variable (it is a good fit for the data).

Model

Coefficientsa
Unstandardized
Standardized
Coefficients
Coefficients
B
Std. Error
Beta
1.398
.193

(Constant)
1
Recruitment.Selectio
n
a. Dependent Variable: Job.Analysis

.418

.085

.581

Sig.

7.249

.000

4.947

.000

The Coefficients table provides us with the necessary information to predict Retention rate from
work life balance, as well as determine whether work life balace contributes statistically
significantly to the model (by looking at the "Sig." column). Furthermore, we can use the values
in the "B" column under the "Unstandardized Coefficients" column.

Conclusion
We make a report on manufacture and services companies job analysis . For an employee
balance his or her job analysis and recruitment and selection is very important we know that
throw out this report. It is also important for the organization because if they cannot balance than
it will be give an effect on organizations output. Organizations are depended on their employees,
organizations have keep eyes on it, and their HR department has to motivate their employees in
proper way. They have to find out those issues which are related on work life balance. We
observe that here HR manger has to pay more attention. As a HR manger take some decision
about motivation of employee. That all about time spending with family, so give some free time
to spend time with their family and try to solve any kind of employees personal problem with
talk them. Then it will be close to solve the balance problem, and employees can also give more
focus on their work, at last organization get good output from them reach their goal.

Reference
http://www.job-analysis.net/G000.htm
https://en.wikipedia.org/wiki/Recruitment
http://easternhousing.com/
https://search.yahoo.com/search?ei=utf-8&fr=tightropetb&p=skf+webside&type=25237_080416
http://www.peacockdesign.net/product/peacock/
www.baratsweaterltd.
www.waltzfashionsltd

Content
Introduction
Rationale
Objective
Limitations
Organizational overveiw
Eastern Housing Limited
Peacock Design
Barat Sweater Ltd.
Eskayef Bangladesh Limited
WALTZ FASHIONS LTD

Literature Review
Methodology
Sampling & Data collection
Data analysis & Presentation
Correlations
Means
Mean, Std.Deviation
Conclusion
Reference