Term Paper Proposal (1).pdf

7/24/2019 Term Paper Proposal (1).pdf

1/9

BIM-PGDHRM | Term Paper Proposal 1

BANGLADESH INSTITUTE OF MANAGEMENT (BIM)(Ministry of Industries)

4, Sobhanbag, Mirpur Road, Dhaka

www.bim.org.bd

Post Graduate Diploma in Human Resource Management

(PGDHRM)

(Academic Year-2015)

Term Paper ProposalOn

Eligibility Criteria for Job Applicants in Private Sector of Bangladesh

Supervised By:Mohammad Sayeedur Rahman

Management Counsellor

Bangladesh Institute of Management (BIM)

Submitted By:Md. Ali Reza

Roll: 15KH005

Evening Batch

Date of Submission: 7th

November 2015
http://www.bim.org.bd/http://www.bim.org.bd/http://www.bim.org.bd/


2/9


Table of Contents Page

Cover Page 1

Table of Contents 2

1.0 Title of the Study 3

2.0 Importance of the study 3

3.0 Objectives 4

Broader Objective 4

Specific Objectives 4

4.0 Scope of the Study 4

5.0 Methodology of the Study 5

Source of Data 5

Sampling Unit 5

Sample Size 5

Sampling Method

5-6

6.0 Data Collection Procedures 6

7.0 Study/Work Plan/ Activity Schedule 7

8.0 REPORT QUESTIONNAIRE 7-8

REFERENCES 9


3/9


PROPOSAL

1. Title of the Study:Eligibility Criteria for Job Applicants in Private Sector of Bangladesh

2. Importance of the study:

Todays fast moving global business community relies on a highly sophisticated human resourceorganization to drive change in all areas of human capital. More than ever, executive

management is recognizing that the human resource organization plays a vital role in the success

of the company. One has to go beyond reducing top line costs and explore into the business

implications of HR data & processes that can create a more strategic HR organization.

In todays business world, every organization runs their functions towards higher profit through

gaining organizational goals. To ensure this fulfillment, they always try to recruit or hire the

persons, who are going to be the optimum match for the organization. That is why in the twenty

first century, most of the organizations, even in, a less developed country like ours, Bangladesh;

tries to hire the right person, rather than hiring the best person.

In Bangladesh, most of the professions are related to service. If we consider the major sectors,

about 20% are employed with agriculture, about 30% directly with industrialization. The rest

50% are involve in service related employment. About two third (66%) of these service related

employment is at different organizations from different industries of the private sector of

Bangladesh.

As a Participant of BIM in the course of PGDHRM, I acquired knowledge in different types of

job sector, which is actually theoretical knowledge in different types of organization, but it is an

opportunity to implement the theoretical knowledge, practical and also to work in field level. The

main importance of this study is to produce knowledge that can be applied outside a practical

setting. The purpose of the study is to apply the tools, techniques of research and knowledge of

human resource management.


4/9


3. Objective of the Study:

To identify the eligibility criteria for the job applicants set by the private sector of Bangladesh is

the main objective to prepare this Project Report.

Specific Objective:The specific objective of the study will be:

To identify the major attributes to be recruited and selected for different job levels in

different local and foreign private companies.

To identify the basic attributes to be recruited and selected for different job levels in

different local and foreign private companies.

To identify the organizational perspectivesof the recruitment and selection process for

different job levels in different local and foreign private companies.

4. Scope of the study:

As the main objective of this study is to identify the core competencies of the candidates or job

applicants of different executive levels in the corporate world through the top organizations from

different private industries of Bangladesh; for this study, the organizations from leading business

industries or sectors have considered.

The following business industries or sectors are taken for the study-

a) Banking Sector

b) Telecommunication Industry

c) Fast Moving Consumer Goods Manufacturing Industry (FMCG)

d) Business Conglomerates or Corporations

e) Development Organizations

From each industries or sectors, two types of organizations have been considered to be studied.

They are-

1. Local Business Organizations

2. Foreign Business Organizations

Other related data require from other organizations of the industry were collected from different

secondary sources.


5/9


5. Methodology of the Study :

Identifying the eligibility criteria for different private organization is the aim of this study. Being

recruited and selected by organizations is a defined problem and eligibility criteria can clarifies

the ambiguities regarding the problem. So this study is an exploratory research.

To collect the necessary and supporting secondary data, I have used the followings as my

secondary source in order to prepare my study.

Internal Sources:

Prior research study

Organizations Annual Study.

Any information regarding the HR sector

Study from the requirements of different clients of People Scope Ltd.

External Sources:

Different books and periodicals related to the HR sector.

Internet browsing.

Newspapers

Bdjobs.com

Prothom-alojobs.com

In order to collect necessary primary data, HR executives or personnel were communicated

through interviews along with questionnaire.

Sampling Unit: HR executives or personnel of different private business organizations of

Bangladesh, who are involved in the recruitment and selection process, have been considered as

samples of this study.

Sample Size: 46 (HR personnel from 46 different organizations)

Sampling Method: For the necessary data collection of the study, the required samples were

selected through a non probability sampling. The non probability sampling method was,judgment (purposive) sampling.

The samples were judged on the basis of, whether; they are the HR executives or personnel of

their respective organizations, who are involved in the recruitment and selection process.


6/9


In order to collect necessary data from the samples for the study, a structured questionnaire was

used.

The questionnaire developed to collect necessary data, contained 24 questions in 4 different

sections. Section 1 was containing 5 questions regarding the common attributes of all different

job levels. Section 2, 3 and 4 contained 6 same questions, so from responses of the respondents,the attributes can be differentiate. There was 1 additional question in section 1, regarding the

fresh graduates.

A close-ended fixed alternative questionnaire was used for collecting the necessary data from the

samples. Two types of fixed alternative question were used. 21 questions of the questionnaire

were determinant-choice questions in 4 sections. In section 2, 3 and 4 contained a checklist

question each, where the respondent were asked to check or mark the preferred 5 among 15

alternatives.

6.

Data Collection Procedures:


7/9


7. Study/Work Plan/ Activity Schedule:

8. REPORT QUESTIONNAIRE

Respondents Name:

Organizations Name:

Designation:

Department:

01.

Generally when recruitment & selection process takes place in your organization?

a.

After particular Time (Periodically)

b.

To fulfill Vacancyc. If organizational need occurs

d.

Others

Sl

No

Name of Activities December , 2015

Week

1st 2n 3r

1 Data Collection

2 Data Processing & Analysis

5 Report Writing

6 Submission of Draft Report

7 Submission of Final Report

SECTION 01: Generalized Focus


8/9


02. By whom, the recruitment & selection process takes place? (Who conducts the process)

a. Human Resource Department

b.

Concerned Department (for whom the process is going on)

c.

Outsourcing

d.

Mixed authority (Combination of a+b+c)

e.

Others

03.

Generally, which kind of recruitment & selection process takes place in yourorganization?

a. Internal b. External c. Both d. Others

04.

Job applicants from which kind of institution, do you prefer most as employee or

candidates for selection in your organization?

a. Public University

b.

Private University

c.

National University

d. Diploma Institutions

e.

Foreign Institutions

f. Others

05.

What is the minimum educational qualification for candidates, in your

Remarks:

Remarks:

Remarks:

Remarks:


9/9


REFERENCES

Textbooks:

1. Dessler, Gary(2006) Human Resource Management; Prentice-Hall of India Private

Limited; The Strategic Role of Human Resource Management; pp 02-27

2.

Dessler, Gary(2006) Human Resource Management; Prentice-Hall of India Private

Limited; Job Analysis; pp 110-149

3. Dessler, Gary(2006) Human Resource Management; Prentice-Hall of India Private

Limited; Personnel Planning and Recruiting; pp 150-191

4. Grant, Michael. "Learning and Development Outlook 2007: Are We Learning Enough?."

The Conference Board of Canada. April 2007. Conference Board of Canada. 26 Jul 2007

(http://www.conferenceboard.ca/documents.asp?rnext=1995).

5. Heathfield, Susan M.. "Human Resources." About.com. 2007. 26 Jul 2007

(http://humanresources.about.com).

Journals and Wfbsite:

1. Center, Academic; Victoria, University of Houston (2003); Tutoring and Testing at UHV;

Review, Literature; pp 01-08 (www.uhv.edu/ac)

(http://www.uhv.edu/ac/wac/pdf/litreview.pdf)

2. Conrad, David., Newberry, Robert(2011) American Communication Journal; 24 Business

Communication Skills: Attitudes of Human Resource Managers versus Business

Educators; pp 01-20

(http://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pd

f)

3.

Families, Job; Explanation and Guidelines; pp- 01-11

(http://www.auburn.edu/administration/human_resources/compensation/ccp/jobfama

n.pdf)

4. Sekiguchi, Tomoki., Person-Organization Fit and Person-Job Fit in Employee

Selection(2004); Osaka Keidai Ronshu; Vol- 54; pp 179-184

5. Weng, Chunhua., Tu, Samson W., Sim, Ida., Richesson, Rachel., Formal representation of

Eligibility Criteria: A Literature Review

(http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2878905/?tool=pubmed)
http://www.conferenceboard.ca/documents.asp?rnext=1995http://www.conferenceboard.ca/documents.asp?rnext=1995http://www.conferenceboard.ca/documents.asp?rnext=1995http://humanresources.about.com/http://humanresources.about.com/http://humanresources.about.com/http://www.uhv.edu/achttp://www.uhv.edu/achttp://www.uhv.edu/achttp://www.uhv.edu/ac/wac/pdf/litreview.pdfhttp://www.uhv.edu/ac/wac/pdf/litreview.pdfhttp://www.uhv.edu/ac/wac/pdf/litreview.pdfhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC2878905/?tool=pubmedhttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC2878905/?tool=pubmedhttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC2878905/?tool=pubmedhttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC2878905/?tool=pubmedhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.auburn.edu/administration/human_resources/compensation/ccp/jobfaman.pdfhttp://www.uhv.edu/ac/wac/pdf/litreview.pdfhttp://www.uhv.edu/achttp://humanresources.about.com/http://www.conferenceboard.ca/documents.asp?rnext=1995

Documents

Term Paper Proposal (1).pdf