CHAPTER 4

Analysis & Findings

4.1. Analysis:
Recruitment and Selection process have been identified those were put in a questionnaire. Respondents were
asked to rank the options according to their choice. The survey was done among a sample size of 31 people.

Survey

Sample Size 31

Age limit 25-45 Years

Job Level Officer-Manager

Data Collection: survey data has been collected through these following questionnaires:

SL Questions Agree Disagreed Neutral

1 The organization clearly define the position objectives, d
18 5 8
requirements and candidate specifications in the recruitment
process

2 The organization is doing timeliness recruitment and selection 16 11 4

process.
3 Do proper Job Analysis before Selection Process begins 21 5 5

4 Job Responsibilities and Job Description are clearly defined to the 18 6 7

candidates.
5 Provide an adequate pool of quality applicants. 17 10 4

6 The Resume screening and Short listing method used by the 22 4 5

organization is satisfactory
7 Criteria for short listing of candidates used by the organization is 18 5 8
satisfactory.
8 The Selection Policy of the organization is a good one. 24 5 2

9 HR finds good candidates from non-traditional sources when 15 8 8

necessary.
 10 The organization is using satisfactory methods of interview. 17 8 6

11 Organization looks for experienced employees in selection 24 7 0

Process.

12 Organization prefers referred candidates 15 8 8

Total 225 82 65

Average 19 7 5

Question 1: Arman Group clearly define the position objectives, requirements and candidate
specifications in the recruitment process:

Question- 1

Agreed

Dis-agreed

Before any job posting it is highly needed to clarify the position objectives, candidates’ requirements and
specifications for any organization. So that candidates can get a guideline to apply for that particular
position.

From the survey result it is very clear that, Armana Group clearly define the position objectives,
requirements and candidate specifications in the recruitment process as 18 of 31 respondent agreed with
the statement 5 of 31 person doesn’t agree with the statement and 8 people remain neutral about this
matter.
Question 2: The organization is doing timeliness recruitment and selection process:

Question-2

Agreed
Dis-agreed
Neutral

Employers must consider all applicants in a timely manner. Timeliness is an important ingredient.
Employers who delay reviewing applicants' resumes or who are slow to respond to applicants risk
having their applications denied.

Survey result shows that, Armana Group does timeliness recruitment and selection process as 16 of
31 people agreed with the statement. On the other hand sometimes they failed to maintain the
timeline as 11 of 31 and 4 of 31 are neutral.
Question 3: Do proper Job Analysis before Selection Process begins:

Question-3

Agreed

Dis-agreed

Every organization has jobs that need to be staffed. Job analysis is a procedure through which
organization determine the duties of any positions and the characteristics of the people to hire for
them. A job analysis will lead to information that will be used to write job descriptions and job
specifications.

Keeping the above idea in mind survey shows that Armana Group does proper job analysis for each
position before any selection process begins. From the data we can understand that 21 of 31 people
agreed with the statement, where a few disagree with the statement.
Question 4: Job Responsibilities and Job Description are clearly defined to the candidates:

Question-4

Agreed
Dis-agreed
Neutral

A job description typically outlines the necessary skills, training and education needed by a potential
employee. It will spell out duties and responsibilities of the job. All employees like to know what is
expected of them and how they will be evaluated. Job descriptions can also be a great value to
employers.

From the survey it is very clearly stated there, job responsibilities and job description are clearly
stated 18 of 31 people agreed with the statement.
Question 5: Provide an adequate pool of quality applicants:

Question-5

Agreed
Dis-agreed
Neutral

For any HR department it is very important to create an adequate pool of quality applicants. Armana
Group Recruitment department always try to provide an adequate pool of quality department. As
Armana Group is a large and growing organization so they are facing understaffed problem. So for
some department of the organization believe that HR are providing adequate pool of quality
applicants. On the other side some of the department facing inadequate candidates.

Survey says that 17 of 31 people agreed with the statement and 10 of 31 disagreed with the
statement.
Question 6: The Resume screening and short listing method used by the organization is
satisfactory:

Question-6

Agreed
Dis-agreed
Neutral

For resume screening and short listing method Armana Group uses latest technology and
procedure. From the survey I got 22 of 31 people who are satisfied with resume screening and
short listing method used by the organization. That means 71% of the sample population agreed
with the statement. Three people remain neutral and three disagreed with the statement.
Question 7: Criteria for short listing of candidates used by the organization is
satisfactory:

Question-7

Agreed
Dis-agreed
Neutral

Short listing is a very important part of the recruitment process. Although it can be time-
consuming it is worth conducting it with care and consideration. Armana Group recruitment
section do not want to miss an excellent candidate or waste their time with someone who
doesn’t meet their requirements.

In that case to create an adequate pool of deserving candidates the organization follow some
criteria to short listing. Survey data shows that 18 of 31 people satisfied with the criteria for
short listing of candidates.
Question 8: The Selection Policy of the organization is a good one:

Question-8

Agreed
Dis-agreed
Neutral

Like other large organization Armana Group also have a selection policy which they follow in their
selection process. From the survey it is clear that 24 of 31 people satisfied with the selection
policy, four people disagreed and one remain neutral about selection policy of the organization.
Question 9: HR finds good candidates from non-traditional sources when necessary:

Question-9

Agreed
Dis-agreed
Neutral

Armana Group does not prefer to choose candidates from nontraditional sources. If needed then
they go for this type of sources. Survey shows that HR finds good candidates from non- traditional
sources when necessary as 15 of 31 people agreed with the statement.
Question 10: The organization is using satisfactory methods of interview.

Question-10

Agreed
Dis-agreed
Neutral

Armana Group maintain a three tire process for selecting candidates. Survey says that some
people satisfied with the interview methods and process but some are disagree with the
statement.

17 of 31 are agreed with the statement and 8 of 31 are disagreed with the statement.
Question 11: Organization looks for experienced employees in selection Process:

Question-11

Agreed
Dis-agreed
Neutral

In selection process the organization prefer experienced people for their own.Sometimes
experience add an extra value to getting selected. No organization does not want to take risk
inexperienced candidate.

Armana Group also prefers to recruit experienced candidates. From the survey it is very clear
that, 17 people of 31 agree with the statement.
Question 12: Organization prefers referred candidates:

Question-12

Agreed
Dis-agreed
Neutral

Employee referral is an internal recruitment method employed by organizations to identify

potential candidates from their existing employees' social network. Armana Group also
encourages employees to refer candidates when necessary.

From Question 12, 15 people out of 31 which is 48 % agreed with the fact. On the other hand
only 8 people opposed the opinion. As the percentage is low, so it is assumed most of the
employees are agreed with the statement.
4.1 SWOT analysis
Strengths:
 Armana Group has been serving the country since 1982. So it has gathered huge
experience in the trading & manufacturing market which is now acting as strength for
the company.
 Environment controlled and monitored by integrated building management system
through zoning concept in all manufacturing areas.
 In recruitment and selection process, they involve concern division’s manager like CV
screening, preparing questions, checking written scripts etc.
 In their management, they follow participative management style.
 It has independent microbiology department to perform microbiology tests.
 The organization has adopted ISO 9001 certificate.
 In HR Division, the data is contained through HRIS.
 It has environment friendly solid and liquid waste disposal system.
 Customer loyalty.
 Welfare for the society
 Strong image and good reputation.
 Always buyer focus.
 Clear vision.
 Strong Financial Position
 Highly motivated and pro-active team of employees.
 Quality products and services
 Better infrastructural facilities and friendly corporate culture

Weaknesses
 The chain of command Armana Group is elongated. If there is a situation to take
immediate decision and directors are not available, that’s time they face problem. The
decision will be hanging up until directors are available.
 Website and online based promotion are not up to the mark.
 Has production limitation due to insufficiency in production capacity
 Most of the cases depends on foreign investors’ money for infrastructure development.
  Lack of adequate promotional efforts
 Lack of proper motivation, training and job rotation
 Not flexible. Very compliant to rules and regulations.
 Some lack of experience and motivation at mid-level management.

Opportunities:
 People are getting consciousness about healthy and cure life. If they feel sick, they take
medicine. So user of medicine is increasing.
 Existing demand of RMG manufacturer in global market has increased, therefore
Armana has greater business prospect with foreign apparel brand producer.
 Globalization allows Armana Group to enter global market by diversifying its business by
utilizing the company image.
 Value addition in products and services
 Increasing purchasing power of people
 Scope of market penetration through diversified range of products
 Increasing trend in international business
 Government’s policy of encouraging heavy inflow of foreign investment
 Regulatory environment favoring private sector development

Threats

 Aggressive promotional actions and costing by the rivals can affect market.
 Exchange rate fluctuation can be reason of increasing price high.
 Likely entry of potent new competitors due to attractive industry profitability.
 Modern technology are coming to obsolete the existing technology. This will cause huge
capital loss for the production process.
 The unstable political condition is a big threat. Hartal or blockage may result in the
delay of distribution of products. It also hampers the regular official work.
 Intense competition
 Market segmentation
 Government rules and regulation
 National and global political unrest
 Default culture of credit
 Increased competition for market share in the industry
 Frequent changes of banking rules by the Central Bank
 4.2 Major findings of the study:

I have observed and found different issues in Armana Group. They are:

 The organization has specific job analysis process.

 The organization has good manpower planning.
 The organization source of employment is internal and external.
 The organization recruitment policy is proper.
 The organization job vacancy published by newspaper & BD jobs.
 Managing Director is the sole authority approve finally for any business or functional
decision. Only after receiving approval from the Managing Director, HR Division starts all
their functioning as per method.
 Modern Human resource management always talks to involve line manager in HR
Practices. The Armana Group engages both HR manager and line managers in their
recruitment and selection process.
 HR division of Armana Group does not maintain CV banks properly. Often they lost
resumes. They keep failed and passed resumes in same spaces.
 In their Recruitment and Talent management, there are only two employees. Only four
employees have done all the recruitment and selection process. So when work pressure is
really high, number of these employees is not enough.
 HR Division of The Armana Group does not contact with those candidates who failed in
their recruitment and selection process.
 They do not publish recruitment advertisement on own website.
 The organization has no comments for satisfied the position.
 The organization job security will be considered for new job in other organization.
 HR division does not arrange physical examination for final applicants.
 The company always tries to maintain good working environment, health & safety
procedure which is certified internationally.
 The organization has no comments for satisfied the position.
 CHAPTER 5
Recommendation & Conclusion
5.1 Recommendation:
At the conclusion of the report I would like to say that the Armana Group has practiced the
standard human resource management. Here I have some recommendations that identify avenues
for improving the recruitment and selection policies of Armana Group:

1. Timeliness is an important ingredient in terms of recruitment process. The recruitment

department of Armana Group should look into the matter of consuming less time in the
process of calling the applicants after their responses very seriously.

2. To provide an adequate pool of candidates the organization could use more clear and
specific statements in the ad in terms of the minimum educational degree, preferred
institutions and other necessary criteria based on which the initial screening of the
applications were conducted.

3. To increase the satisfactory level of current interviewing process they can choose group
interview method to cope up the problem. Sometimes recruitment section has to take
interview of a large pool of candidates group interview method can be great solution to this
problem.

4. From the survey we have seen that the organization prefer experienced people in the
selection process. Sometimes they give advantage for the candidates who have experience
even if the positions are not advertised for experience people. This will discourage new
potential graduates apply for the organization in future. The organization should give more
opportunities for fresh graduates.

5. Sometimes the organization provides advantages to the referred candidates. This is also a
bad practice for organization reputation. Sometimes a highly qualified candidates cannot
get the job because of less qualified referred candidates.
 5.2 Conclusion:
Armana Group is one of the best manufacturing companies which have seen tremendous success
since its establishment .It has been possible only because of its skilled management, well trained,
dedicated employees and excellent quality products. It has earned very impressive

Operating income over the previous year’s .The Company tries to hold good corporate governance
by maintaining discipline and sincerity all over the organization through its skilled and dedicated
employees.

Armana Group are now one of the most successful business conglomerate in our country. They are
trying to increase their business line and their capacity. From this report we will able to know about
the recruitment section of Armana Group of company. After doing this report I would like to
conclude by saying that it had been a great experience for me. Moreover the survey that I conducted
gave me a stronger and more helpful knowledge about the entire research. This report may contain
few flaws yet I have tried my best to maintain accuracy. I hope this report can be a helpful resource
to use in future.
 CHAPTER 7

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