Internship Report

On
Recruitment and Selection Process of Al-Arafah Islami Bank
Limited

Prepared To:
Farhana Mitu
Assistant Professor
Department of Business Administration
Uttara University

Prepared By:
Fatema Khan Shanta
ID: 2163011015
Major in HRM
Program: BBA
Uttara University

Date of Submission: December 26, 2020

 Internship Report

On
Recruitment and Selection Process of
Al-Arafah Islami Bank Limited
 Letter of Transmittal

December 26, 2019

Farhana Mitu
Assistant Professor
Department of Business Administration
Uttara University

Subject: Submission of internship report on “Internship Report on Recruitment and

Selection Process of Al-Arafah Islami Bank Limited”

Dear Madam,
With due respect, I would like to inform you that I have prepared my internship report on
“Internship Report on Recruitment and Selection Process of Al-Arafah Islami Bank Limited”
under your kind supervision. In this report, I have tried to give my best effort in consistence
with the optimal standard under your instruction. Thanks to you for the effort to ensure
successful coordination of the report and the guidance you have provided.

I, sincerely, hope that you will find the report satisfactory and I will be most obliged to
clarify and defend my report.

Thank you for your kind supervision.

Yours sincerely

Fatema Khan Shanta

ID: 2163011015
Major in HRM
Program: BBA
Uttara University
 Supervisor’s Declaration

It is my pleasure to certify that, Batch of Uttara University, has been completed the internship
Program at Al-Arafah Islami Bank Limited (AIBL) on “Internship Report on Recruitment
and Selection Process of Al-Arafah Islami Bank Limited "successfully with acceptable
performance under my supervision. I wish him success in his life.

She is permitted to submit the report.

Farhana Mitu
Assistant Professor
Department of Business Administration
Uttara University
 Student’s Declaration

I, am Fatema Khan Shanta, hereby declare that the presented report of internship entitled
“Internship Report on Recruitment and Selection Process of Al-Arafah Islami Bank Limited”
is uniquely prepared by me after completion of three months’ intern in Al-Arafah Islami
Bank Limited.

I also confirm that, the report prepared only for my academic requirement not for any other
purpose. It might not be used with the interest of opposite party of the organization.

Fatema Khan Shanta

ID: 2163011015
Major in HRM
Program: BBA
Uttara University
 Acknowledgement

Firstly, I would like to convey my gratefulness to almighty Allah for enabling me the strength
and opportunity to complete the report within the schedule time successfully.

The internship research paper submitted here is performed as part of my internship program.
Preparation of this report received assistance, guidance and took valuable time of my
supervisor Farhana Mitu, Assistant Professor, Department of Business Administration, Uttara
University.

However, I am immensely indebted to several people of Al-Arafah Islami Bank Limited

without whose support the report would have been really difficult to conduct. I would take
this opportunity here to thank them for sharing their valuable time for long discussion and
wise suggestion, thoughts during the internship program.

Finally, I would like to give thanks to my supervisor Farhana Mitu for his continuous help,
support, and advice and for the time he has spent for the refined my report. Without their
continuous support, the report would have been a directionless writing.
 Executive Summery

Al-Arafah Islami Bank Limited is one of the most developing companies of government
project area business. Al-Arafah Islami Bank Limited (AIBL) has two of the businesses. This
report has been prepared on “Internship Report on Recruitment and Selection Process of Al-
Arafah Islami Bank Limited”. This report also contains the of AIBL, Vision, mission,
objectives and other associated topics. In this report I have discussed why did I chose the
topic in the background part. I set the following objectives for my report: (1) To identify
recruitment process of Al-Arafah Islami Bank Limited, (2) To explore the recruitment
sources of Al-Arafah Islami Bank Limited, (3) To evaluate the selection Process of Al-
Arafah Islami Bank Limited. Both primary and secondary data were used in my report.
Primary data were mainly collected through direct interview and face to face conversation
whereas secondary data were collected from company’s website, AIBL’s Bluebook,
prospectus of AIBL, and related research books and papers. Collected data were organized
and analyzed by Microsoft excel. Lengthy investment procedure, poor investment schemes,
poor performance of the accounting department, insufficient employee etc. were the major
findings of the report. And recommendations were made on the above mentioned findings.
 Tables of Contents

Sl No. Title Page No

Letter of transmittal
Supervisor’s declaration
Student’s declaration;
Acknowledgements
Executive Summary
Chapter One: Introduction
1.1 Background and Description of the Study topic

1.2 Objectives of the Study

1.3 Limitations of the Report

Chapter Two: Company Profile

2.1 A Brief Description of AIBL

2.2 Objectives of the AIBL

2.3 Mission of AIBL

2.4 Vision of AIBL

2.5 Our Value

2.6 Management Strategy

2.7 Correspondence Address

2.8 Description of internship work-related section

Chapter Three: Data Collection and Processing

3.1 Data description

3.2 Data collection methods

3.3 Data processing

Chapter Four: Discussion on the Study Objectives

Objective-01: To identify recruitment process of Al-Arafah Islami Bank
Limited
Objective-02: To explore the recruitment sources of Al-Arafah Islami Bank
Limited
 Objective-03: To evaluate the selection process of Al-Arafah Islami Bank
Limited
Chapter Five: Conclusion, Recommendations and Findings
5.1 Conclusion

5.2 Recommendations

5.3 Findings

Chapter Six: Internships Experiences

6.1 Experience related to workflow and people met

6.2 Significant pleased and unpleasant incidences

Chapter Seven: References and Appendix

References
Appendix
Chapter-01: Introduction
1.1 Background and Description of the Study topic:

Internship is the mandatory course for all BBA students to fulfill the graduation because it
gives firsthand experience of the complexities of practical life. As a result it benefits the
students to relate our acquired knowledge with practical job life. The prime objective of the
internship program is to work under organizational environment so that, we can turn up
ourselves as professionals with practical experience and can get an opportunity to reconcile
the theoretical knowledge with real life situation. For this reason internship is an
indispensable part of BBA program. I try to prepare this report on the basis of practical
knowledge, which I gather from this organization. This report has been prepared as a
requirement of the internship program of B.B.A students of Uttara University. This Three
months internship period has helped me to match our theoretical knowledge with practical
understanding.

1.2 Objectives of the study:

The objective of this report is to fulfill the requirement of the internship program as a
course requirement of BBA program of Daffodil International University. The broad and
specific objectives are as follows:

Broad Objective:

1. To identify recruitment process of Al-Arafah Islami Bank Limited.

Specific Objectives:

1. To explore the recruitment sources of Al-Arafah Islami Bank Limited.

2. To evaluate the selection process of Al-Arafah Islami Bank Limited.

1.3 Limitations of the report:

The main limitation here is as an internee I could not share all the information every time for
the organization internal security. There are some other limitations these limitations are as
follows:

1. The major Problem was time constraints. The duration of my internship Program was
only three months. But this allocated time is not enough for a complete and fruitful study.
2. Inaccuracy of data: It was difficult for me to find out the reliable source of data among all
the sources.

3. There was lack of books, publication and other related information.

4. Website and home are restricted by password.

Chapter-02: Company Profile
2.1 A Brief Description of Al-Arafah Islami Bank Limited:

Al-Arafah Al-Arafah Islami Bank Limited has been established and functioning with
effect from 27th September 1995 as a schedules commercial Bank of Bangladesh
strictly based on Islamic Shariah principles. Islamic Banking has been operating in more
than 70 countries of the world including Bangladesh through 218 institutions. It has in the
meantime established its beneficial approach and efficiency on operation. Islamic Banking
system has its inborn inner strength as follows:

1. It gives a fixed percentage of investment income to the depositors. Therefore, in order to

give better rate of profit its investment portfolio is managed properly so that better
investment income can be earned and paid to the depositors.

2. The Management cost is to be borne out of a fixed portion of investment income and
service charge earned by the bank. Therefore, efficient customer services and better
portfolio management are required to be ensured by the management.

3. The depositors can calculate their interest income to be earned from conventional
banks and thereby make expenditure with consequential inflation which the depositors of
Islamic Bank cannot do as they cannot foresee profit income.

4. Since Al-Arafah Islami Bank invests its fund in different Islamic Modes of Finance
particularly in Mudaraba and Musharaka and also accepts deposits on Mudaraba
principle, \ entrepreneurship as well as sense of belongingness to the Bank is developed.

5. In buying &selling modes of financing like Murabaha, Bai-Muajjal, Izara, end uses
is ensured strictly as per principles of Islamic Shariah. Thus funds cannot be diverted for
other purpose.

6. Al-Arafah Islami Bank attaches importance to human resources development. As

such the employees are trained discreetly, in this regard on which the conventional Bank
does not give much importance.
2.2 Objectives of the Al-Arafah Islami Bank Limited:

Al-Arafah Islami Bank Limited is Islamic Banking institutions that operates with the
objectives implement and materialize the economic and financial principles of Islamic in the
banking arena. The objectives of AIBL are not only to earn profit, but also to do good and
welfare to the people. The main objectives of AIBL are listed below-To establish
participatory banking instead of banking on debtor creditor relationship

1. To invest through different modes permitted under Islamic Shariah

2. To accepts deposits on profit loss sharing basis

3. To establish as welfare –oriented banking system

4. To extend co-operation to the poor, the helpless and the low income group for their
economic up liftmen

5. To play a vital role in human development and employment generation

6. To contribute towards balances growth and development of the country through

investment operations particularly in the less developed areas

7. To contribute in achieving the ultimate goal of Islamic economic System.

8. To conduct interest free banking.

2.3 Al-Arafah Islami Bank Limited of Vision:

1. To be a pioneer in Islamic Banking in Bangladesh and contribute significantly to the
growth of the national economy.

2. “To make our customers prosper, our staff excel and to create value for our
stakeholders.”

2.4 Al-Arafah Islami Bank Limited of Mission:

1. Achieving the satisfaction of Almighty Allah both here & hereafter.

2. Proliferation of Shariah Based Banking Practices.

3. Quality financial services adopting the latest technology.

4. Fast and efficient customer service.

5. Maintaining high standard of business ethics

6. Balanced growth.

7. Steady & competitive return on shareholders' equity.

8. Innovative banking at a competitive price.

9. Attract and retain quality human resources.

10. Extending competitive compensation packages to the employees.

11. Firm commitment to the growth of national economy.

12. Involving more in Micro and SME financing.

2.5 Our Values:

The banking system of AIBL has different core values on different stakeholders including for
the customers, employees, shareholders and communities. Customers desire a most caring
bank which will provide them the most courteous and efficient service in every area of their
business. The employees always want a Bank that will promote well-being in every aspect of
their lives. The main goal of the shareholders is to yield fair return on their investment
through generating stable profit. The general view of our communities is that they show the
propensity to assume the role of banking system to be social responsible and close adherence
to national policies.

2.6 Management Strategy:

As the financial services industry is a very competitive industry, the main strategy of AIBL is
the organic growth – to build branches and strengthen their distribution network. They will
continue to invest and expand in Bangladesh as fast as local regulations allow.

The principle strategies are –

People - Attract, retain and reward top performers.
Profitable Growth - Growing sales and increase the revenues.
Execution - Performing with skill and speed.
Credit Quality - Maintaining credit quality and understand the role in managing losses.
Customer Centered - Always providing exceptional customer service.
Ownership – The performance and results should be owned.
Efficiency - Lowering the costs and wise use of resources.

2.7 Correspondence Address:

Name of the Company: Al-Arafah Islami Bank Ltd.

Legal Identity: A public limited company registered in Bangladesh on 18th June 1995, under
the companies Act 1994 and enlisted in Dhaka Stock Exchange Ltd. & Chittagong Stock
Exchange Ltd.

Nature of Business: Commercial Banking based on Al-Quran & Sunnah

Registered Office: Head Office

Peoples Insurance Building (6th – 9th Floor)

36, Dilkusha Commercial Area Dhaka-1100 Bangladesh

SWIFT Code: ALAR BD IS (means Branch Code)

E-Mail: aibl@al-arafahbank.com

Webpage: www.al-arafahbank.com

Auditors: Hoda Vasi Chowdhury

Chartered Accountants

BMTC Bhaban, Level-8

7-9, Kawran bazaar, Dhaka-1100

Siful Shamsul Alam

Chartered Accountants

Paramount Heights, Level-6 (Box Culvert Road)

65, 2/1 Purana Paltan Dhaka-1100

2.8 Description of internship work-related section:
During my internship I was assigned in the Human resource division which is situated at their
head office in dakshinkhan Branch. Since I was an intern there for 3 months and considering
the confidential nature that is involved with the Human Resource sector in a multinational
organization such as Al-Arafah Islami Bank Limited, they did not assign me any special
projects. I have also monitored their branch operation at dakshinkhan to learn about
recruitment and selection process.
Chapter-3: Data Collection and Processing
3.1 Data Description:
There are two types of data used to prepare this report. They are::

1. Primary Data

2. Secondary Data

1. Primary Data:

Primary data is data that is collected by a researcher from first-hand sources, using methods
like surveys, interviews, or experiments. It is collected with the research project in mind,
directly from primary sources.

2. Secondary Data:

The term is used in contrast with the term secondary data. Secondary data is data gathered
from studies, surveys, or experiments that have been run by other people or for other
research.

Figure 3.1: Types of Data

3.2 Ways of Data Collection Method:

In order to make the report more data have been from the following ways.
3.2.1 Ways of Primary Data Collection:

1. Interview Method:

It is the most widely used primary data collection methods wherein the interviewer asks
questions either personally, or through mail or telephone from the respondents to obtain the
insights of the problem under study. The researcher may either visit the respondent in person
at his home or meet him at the central location as mutually decided by them. And in case, a
large group of respondents is to be contacted then the mail and telephone survey can be used.
In the mail survey, the questionnaires are sent to the respondent who is expected to give
answers to the questions via mail. In the case of a telephone survey, the interviewees are
called and asked questions (closed-ended) specific to the research problem.

3.2.2 Ways of Secondary Data Collection:

The secondary data are readily available from the other sources and as such, there are no
specific collection methods. The researcher can obtain data from the sources both internal and
external to the organization. The internal sources of secondary data are:

1. Sales Report

2. Financial Statements

3. Customer details, like name, age, contact details, etc.

4. Company information

5. Reports and feedback from a dealer, retailer, and distributor

Management information system:

There are several external sources from where the secondary data can be collected. These are:

1. Information from other government departments, like social security, tax records, etc.

2. Business journals

3. Social Books

4. Business magazines
 3.3 Data Processing:

Several types of methods are used in studies depending on the field or research. As this
research is on deposit analysis, certain methods were followed to fulfill the objectives of the
study, making the maximum utilization of the scopes and to avoid the limitations as much as
possible to prepare the final outcome of the study. There are four types of methods were used
to complete this study. These methods are –

i. Qualitative Method: Qualitative method is concerned with the quality or kind and
describing meaning. In this study I have used qualitative research method to provide a
clear concept about my research topic and to maintain the standards of my research I have
analyzed the deposit department from different viewpoint.
ii. Quantitative Method: Quantitative research is based on the quantitative measurements
of some characters. It is applicable to phenomena that can be expressed in terms of
quantities. I have used the quantitative approaches in this study for some content analysis
and to determine the significance of findings.
iii. Analytical Method: In analytical research, the researcher has to use facts or information
those already available, and analyze these to make a critical evaluation of the material. In
this study, I have used analytical method for ratio analysis and to evaluate the recruitment
and selection of Al-Arafah Islami Bank Limited.
iv. Descriptive Method: Descriptive research includes surveys and fact finding enquiries of
different kinds. The major purpose of descriptive research is description of the state of
affairs as it exists at present. In this repost, I have used the descriptive approach to explain
the recruitment and selection Finding the Poor Vacancy fill up system new customers and
aiding them in the process of Al-Arafah Islami Bank Limited. So, I have used above four
types of methods to get proper and successful outcome from my research.
Chapter-4: Discussion on the Study Objectives
Objective 1: To identify Recruitment Process of Al-Arafah Islami Bank
Limited

4.1 Recruitment Process of Al-Arafah Islami Bank Limited:

4.1.1 Recruitment:

Successful HR planning should identify the needs of human resource. Once these needs are
identified, we are able to do something to meet them. The next step is the acquisition function
of human resource management. Recruitment form is the first stage of acquisition function.
This is the process of locating potential candidates for selection. Recruitment is also the
process of finding and attracting capable applicants for employment. It is the discovering of
potential candidates for actual or anticipated organizational vacancies.

4.1.2 Recruitment Functions:

Responsibility for recruitment usually belongs to the HR Department. This department works
to find and attract capable applicants. Job descriptions and specifications provide the needed
information upon which the recruitment process rests. Line and staff cooperation in
recruitment is essential. The HR manager who recruits and initially screens for the vacant job
is seldom the one responsible for supervising its performance. So he needs the help of line
personnel. Functions of the recruitment office are given below:

1. Assessing recruitment
2. Fixing standards.
3. Advertisement and publicity
4. Making initial contact with prospective candidates.
5. Preliminary perusal and assessment of applications.
6. Short-listing of probable candidates for selection.

4.1.3 Objectives of Recruitment Policy:

Objectives are targets and goals, following are the main objectives of recruitment policy:

1. To find and employ the best qualified person for each job.
2. To retain the best and most promising ones.
3. To offer promising careers and security.
4. To provide facilities for growth and development.
5. To minimize the cost of recruitment.
6. To reduce scope of favoritism and malpractice.

4.1.3.1 Terms and Conditions for Appointment:

4.1.3.1.1 General Condition for Recruitment:

1. Vacant position filled up by persons of above average intelligence with appropriate

qualifications, Integrity and Character.
2. Strictly on the basis of Merit.
3. Selected candidates are appointed on contractual basis for 3 years (general employee’s)
and 5 years (marketing executive). The services of both of them are regularized on
satisfactory completion of contractual period.
4. No persons convicted in the court of Low, dismissed from govt. service or other agencies
shall be employed.
5. Age Limit 18-30 years, ex-servicemen up to 40 years, Ex-servicemen up to 50 years on
contract basis marketing executive 21-25 years.
6. Must be medically fit.
7. Clearance regarding character and antecedents from the police department.NSI etc.
8. Central Administration do local employees in foreign stations.
9. Qualification may be relaxed in the case of candidates having adequate
knowledge/Experience.
10. Before formal appointment where basis training is a pre requisite the candidates have to
sign a bond to the effect that he/she serve at least 5 years in that post, failing which
financial compensation will have to be paid to AIBL.
11. Where pre-induction basis training is necessary, appointment will be given after
successful completion of such training.

4.1.3.1.2 For Internal Candidates:

1. Can apply for the same post pay group or one step higher on completion of 3 years
service in the existing post/pay group.
2. Relaxation of class/ division (only one step lower) and age maximum 3 years.
3. For any higher position on relaxation of qualification division except age for 3 years.
4. Daily wages and Casual employment on the basis of existing procedure as envisaged in
the admin Order.
5. Recruitment Procedures
6. Respective department send for employment against vacant position duly endorsed by O
& M department along with job specification. Government permission and management’s
approval necessary for recruitment.
7. Employment section invite applications through advertisement in the newspaper (2
Bengali & 2 English). They arrange test, Viva and practical (as the case may be ).
Qualifying marks -written -60%, viva-65% and practical -65%. Final selection based on
combined marks.
8. Policy on district and other quota are to be maintained.
9. Character/Antecedence of the candidates to be verified through police department and
NSI clearance also to obtained where necessary.
10. Employment section issue offer letter, arrange medical examination by AIBL Medical
department, arrange training (where applicable). After training formal appointment letter
issued to the successful candidates. Employment section send their personal file to
personnel section within 30 days from the date of issuance of appointment letter.

4.1.3.1.3 For Recruitment / Fresh Appointment:

Selected candidates are primarily appointed on contractual basis for a period of 3 years for
general employees. Their services are confirmed with effect from the initial date of their
appointment on completion of their contractual period of services (3 years or 5 years, as the
case may be) provided he has rendered satisfactory services and has not been adversely
reported upon by his superior officer and he head of the department.

4.1.3.1.4 Authority for Confirmation:

Director Administration is empowered to approve confirmation up to pay group-X in

accordance with the corporation’s rules and regulations. In case of disagreement between the
recommendation of concerned Director and Director Administration the matter will be
referred to managing director for final decision.

4.1.3.1.5 Recruitment of Dependents of AIBL Employees:

30% (Thirty percent) of vacant during recruitment filled up from eligible and qualified
dependents of employees of AIBL provided the number of vacancies being advertised is
4(four) or more in a particular trade. Dependent candidates will, however have to undergo all
necessary recruitment procedure/formalities as mentioned in existing recruitment policy. If,
however, eligible and qualified dependents are not available for the post to fill up the 30%
quota then the vacancies filled up from other eligible and qualified candidates.

4.1.3.1.6 Job Specification & Job description:

1. Basically, Job Description means – A written statement of what the job holder does, how
it is done, and why it is done. On the other hand-
2. Job Specifications means– A statements indicating the minimal acceptable qualifications
incumbents must possess to successfully perform the essential elements of their job.
3. & M Department develops job specifications for each post in consultation with concerned
department.

4.1.3.1.7 Roles and Responsibilities for Implementing the policy:

1. Employees have the responsibilities to

2. Seek out and participate in training opportunities to improve their job performance and
competencies.
3. Obtain approval from their supervisor to attend training programs.

4.1.3.1.8 Managers have the responsibility to Human Resource Departments:

There are various responsibilities of Human Resource Departments in AIBL. According to

AIBL HR Organogram, DGM(HR) has two sub-branch, Namely: Manager O & M and
Manager Recruitment. Personnel section is the most important section in AIBL. But it is very
much heart full that personnel section of AIBL are in different section. They are not
interrelated in HR section. But they plays an Important role From HR. Noted that-
DGM(Personnel) and DGM(HR) both are directed from Director(Administration) and
General Manager (Administrations). DGM(Personnel) is the most important department of
AIBL. It has also some sub-section, Namely- Admin cell, Foreign cell, Investigation cell,
pension cell and Regulation cell. They have their own responsibilities for each section.
Objective 2: To explore the recruitment sources of Al-Arafah Islami Bank
Limited

4.2 Recruitment sources used of Al-Arafah Islami Bank Limited:

1. Internal Sources:

2. External Sources:

1. Internal Sources Search:

1. Posted on Bulletin/notice Boards of the organization

2. Through memos circulated among the supervisors

3. Advertisement in the in-house employee magazine/handouts

4. Other methods like “word-of-mouth” and / or “who-you-know” system

2. External Sources Search:

a) Direct Method - It consists of following:

1. Campus recruitment

2. Casual callers/unsolicited applicants

b) Indirect Method:

1. Advertisement

2. Employees trade association/clubs

3. Professional association

4. Reputed other firm

c) Third party method:

1. Following are the important third party methods in recruitment

2. Public employment agencies

3. Private employment agencies

4. Placement cells in schools and colleges

5. Management consultants
6. Professional bodies/ associations

Process followed for Direct Recruitment of Officers as Graduate Trainees:

1. Personal Interview

Process followed for Campus Recruitment:

1. Written Test + Spot Interview

Process followed for Recruitment of Officers having relevant experience:

Resume/CV’s Review + Initial Screening Interview + Conducting Tests and Evaluating

Performance + Core and Departmental Interviews + Reference Checks

4.3 Current Recruitment system of Al-Arafah Islami Bank Limited:

Al-Arafah Islami Bank Limited recruiting process ensures that for every position available in
the bank, there are a sufficient number of qualified applicants. These applicants include
members of both sexes and various social group such minorities and disable workers.
Al-Arafah Islami Bank Limited knows that the recruitment is a complex and continuing
process that demand extensive planning and effort.
Al-Arafah Islami Bank Limited considers two factors for their recruitment process those
factors are:
(1) Organizational factor
(2) Environmental factors

1) Organizational factor:

Al-Arafah Islami Bank Limited thinks that the most important factor is the banks reputation
in term of product and services. Overall the banks projects a certain image to the community
at large, and this influence its ability to attract qualified workers.
2) Environmental factors:

Al-Arafah Islami Bank Limited thinks that the external environment influences recruitment
success in a various ways. Most obviously, the condition of the labor market affects the
supply of the qualified applicants. If the bank can’t find enough applicants in country then
bank needs search abroad. Competition from other companies can reduce the pool of
qualified workers or raise salary expectations beyond what the Al-Arafah Islami Bank
Limited is willing to pay. Al-Arafah Islami Bank Limited thinks economic trends can
influence both the number of people pursuing certain occupations and the demand for their
services. In this century, the repaid pace of technology change has accelerated these trends.
Al-Arafah Islami Bank Limited also think that social attitude about particular types of
employment will also affected the supply of workers. If a job is considering uninteresting,
oppressive or law in status applicants will shun it unless the salary are extremely attractive.

Objective 2: To evaluate the selection process of Al-Arafah Islami Bank

Limited

4.4 Selection Process of Al-Arafah Islami Bank Limited:

Different types of selection process are described in below:

Receipt of Application:

This is the first selection step to join Al-Arafah Islami Bank Limited. Candidates either send
their CVs in application for a specific vacancy, or they send unsolicited CVs for any suitable
position. There is a box in front of the HR division where interested person drop their
unsolicited CV. The HR division collects job applications against each job vacancy. In case
of newspaper advertisements, the applicants are given at least 3 weeks to apply. After a
specific period, each and every job is closed for applying.

Sorting out Applications:

The next step is the short listing of CVs. Usually the HR division is occupied in the short
listing. But the HR division may hand over this step to the respective divisions to save time.
To recruit experienced Financial Institution, CVs may be sorted out from the collection of
unsolicited CVs received. Or, another possibility is to find out experienced and competent.
Once potential candidates are thus found out, they are contacted and called for an interview.

Informing Candidates:

After short listing of the CV and choosing the suitable candidates, HR division
inform the candidate over phone about written test (Entry level) or interview (Mid-level).
For written tests, the financial institutions issues admit cards through courier services seven
to ten days prior to the exam.
Written Test:

The employment test is generally aptitude test which measures candidates‟ verbal
ability, numerical ability, reasoning ability. Generally Al-Arafah Islami Bank Limited take
written test for entry level position like Trainee assistant and for MT level. Sometime
BIBM/IBA takes the written test.

Interview:

Al-Arafah Islami Bank Limited has an interview panel consisting of HR professionals and
top level management to conduct biasfree and smooth interview session. For selecting MT‟s
basically MD, DMD and Head of HR conduct interview session. For recruiting experienced
professionals several interviews may be conducted.

4.4.1 Interview Board:

It is expected that interview board members have a good understanding of the following:
1. Assessment tools and methods
2. Assessment criteria
3. Ability to evaluate objectively
4. Understanding of the position and competency requirements

The ideal size of an interview board is three however, in certain cases, exceptions can be
made. With exception of HR as Resourcing is their functional expertise and responsibility, it
is required that other board members be at least one level up from the position applied i.e. for
interview of Deputy Manager the board members from concerned department should at least
be Managers.

4.4.2 Screening Interview:

Screening interviews are short sessions (5-15 minutes) that help assessors’ make an initial
judgment about a person’s aptitude, competencies, attitude, and most importantly job fit. The
size of the interview board can be from one to three.
4.4.3 First Level Interviews:

The first formal interview/viva session in the assessment process, the 1st level interview (15-
30 minutes) evaluates on similar criteria except that it delves in to more detailed analysis of a
person’s job and personality fit. In most cases the final decision is made at this level. For up
gradation interviews, a cross-functional board member is required.

4.4.4 Assessment Centre:

Assessment centre is ideal for evaluating a candidate’s functional and behavioral

performance, especially on-the-job and team performance. Competencies of candidates are
assessed by company standards. The basic assessment criteria are similar. Component
includes a case analysis (group or individual), presentation, and formal interview.

4.4.5 Final Interview:

In certain cases, a final interview may be required. Senior members of the concerned
department/division are usually present during these sessions to make the final selection. The
flow of this process depends on job requirement and may be agreed upon by consultation
between R&D and concerned department. However, recruitment of regular entry-level
officers must include a written test. In certain cases assessment centre may substitute for the
written test as it includes multiple assessment tools. It is required that candidates be called at
least two days before any assessment; for deputy managers and above it should be preferably
higher. All candidates must be assessed jointly by HR R&D and line function regardless
positions.

4.4.6 Background Checking:

Back ground Checking will mean checking the academic and professional background and
other necessary particulars of employees at the time of their entry in Financial Institution’s
service and/ or during their tenure of service with the Financial Institution.

4.4.7 Objectives of Background Checking Policy:

1. To ensure that the updated service record of employee are available at any point of time
for perusal of Management
2. To ensure compliance of directives of regulatory authority/ Board pertaining to human
resources of the Financial Institution.
4.4.8 Verification of past service Records, Etc of Lateral Entrants:

Management of the Company may, if felt necessary, enquire into the past service records of a
lateral entrant or verify the authenticity of any certificate or all certificates/ testimonials
submitted by any lateral entrant regarding his/ her experience or qualification shall make
him/her liable for punishment as per Al-Arafah Islami Bank Limited Company Employee
(Discipline & Apparel) Rules-2003.

Final Approval by Competent Authority:

After the interview session the candidate are evaluated by the interview panel. The
management team decides which one will be selected. After that an „offer letter‟ is made for
the candidate. Once the candidates accept the „offer letter‟, they are given the „Appointment
letter‟. Rejected candidates are not informed.

Physical Examination:

Like other Company Al-Arafah Islami Bank Limited also take physical examination of
the selected employees whether the applicant is fit for the job or not. Al-Arafah Islami
Bank Limited has contract with Popular Diagnostic Center and Chevron Diagnostic Center,
The whole checkup is conducted by these two diagnostic centers.

Appointment Letter:

At last the after the medical test and reference checked, the offer letter for the candidate has
been issued. After that the candidate gets the call that he or she has been appointed and he or
she has to collect the letter from HR. The appointment letter specifies all the terms and
condition of the job.

Acceptance of Offer Letter & Joining Procedure:

The joining also has some procedure. In time of joining at first the candidates have accept the
offer letter by signing it. Then he or she has to fill up some forms like,

1. HRIS form
2. ID Card form
3. A five years Indemnity Bond
4. Declaration
When all this formalities are over the candidate will become one of the member of AIBL and
start working as an employee of AIBL.

Induction/Orientation:

Last step of AIBL selection process is orientation. All new recruits must undergo an
Induction/Orientation program, in order to familiarize themselves with the organization’s
culture, norms, rules and regulations so that they know what is important in the organization
and what they are supposed to do. Induction helps an employee to become effective member
of the organization. Al-Arafah Islami Bank Limited Training Institute shall arrange a Basic
Banking Training Program for the all the new hired employees.

Job Offer:

An approval needs to be taken from the MD for all permanent position and temporary
position and the approval is given by Head of HR. If a candidate successfully reaches the
final stage then candidates are given a job offer after salary negotiation and upon acceptance
of the job offer the candidate will be sent for medical test at bank selected diagnostics. There
is no salary negotiation for temporary employee. Individuals joining as MTO have a
probation period of twelve months.

4.6 General selecting methods of Al-Arafah Islami Bank Limited:

Selection begins where recruitment ends- with applicant pool. Selection goes through five
steps:

a. Initial Screening: A systematic examination of employment application, resume analysis

is done in this stage. This is the primary stage where short listing is done from a huge
applicant pool.

b. Secondary Screening: This stage eliminating unqualified employees and identify

prospective employees for open position. Selecting process starts with testing. Test can be
different type. We can conveniently classify test according to whether the candidate’s

1. Cognitive abilities
2. Motor and physical abilities
3. Personality and interest
4. Job Knowledge
1. Cognitive Abilities:

Cognitive tests include tests of general reasoning ability and tests of specific mental abilities
like memory and inductive reasoning.

2. Motor and Physical Abilities:

Motor ability measurers the speed and accuracy of simple judgment as well as the speed of
finger, hand, and arms movements. It includes-

I. Stromberg Dexterity test

II. Minnesota Rate of Manipulation test
III. Purdue Peg Board

Test of physical abilities are also required. It includes-

I. Static strength
II. Dynamic strength
III. Body coordination
IV. Stamina
3. Personality & Interest:

Personality test measure basic aspects of an applicant’s personality, such as introversion,

stability, and motivation.

4. Job Knowledge:

This tests measure what a person has learned. It measures the job knowledge of different area
like- economics, marketing human resource etc.

c. Candidacy: The basic component of this stage is the employment interview or series of
employment interviews, which focus on an in depth evaluation of the applicant’s
qualification. In some organization, individuals successfully sent to an assessment center
where they may complete batteries of tests and engage in various simulations to further assess
their capabilities. Applicants completing this stage are potential employees.

4. Verification: This stage is concerned with verifying the reference information furnished
by applicant. Due to the increasing number of negligent hiring cases, organizations must be
careful to exercise due diligence in verifying and documenting references
5. Final Selection: This is decision making stage. The information furnished by the applicant
and gathered by the organization is evaluated. If the information is favorable, a job offer is
made; if the information is unfavorable, no job offer is extended. The tentative job offer is
subject to a physical examination and a background investigation. If the candidate
successfully completes these two final hurdles, a final job offer is made.

4.7 Mode of Selection Process of Al-Arafah Islami Bank Limited:

Receipt of Application

Sorting out Application

Informing Candidates

Written Test

Interview

Background Check

Medical Examination

Joining and Placement

Figure 4.1: Mode of Selection Process in Al-Arafah Islami Bank Limited

Chapter-5: Conclusion, Recommendations &
Findings
5.1 Conclusion:

The success of a commercial Company depends largely in the quality of service

rendered to the clients. Quality of service depends on the competence and the quality of the
employees of the organization. Therefore, the authority of Al-Arafah Islami Bank Limited
has to be careful in recruiting the right person for each job. As has been seen, the
recruitment and select ion process of Al-Arafah Islami Bank Limited has rooms for
improvement. The policy and process should be revised. So although the process they have
been adopting so far has been somewhat effective, to adapt to the changing times, the process
should be revised and streamlined. It was an honor to work as an intern in a reputed
organization like Al-Arafah Islami Bank Limited. The Al-Arafah Islami Bank Limited is a
Company that confirms the best service to the customers as well as to the employees by
Human Resource Division. Al-Arafah Islami Bank Limited is the fastest growing Company
in Bangladesh. By working in this Company the knowledge was learnt would be helpful
enough to sustain with the real organizational environment.

5.2 Recommendations:
1. Checking policy:

During the selection process, while interviewing and written exam the authority can check the
candidate whether he/she is the same person of the picture provided in the application.

2. Vacancy fill up:

Instead of filling the vacant position with the outside candidates, company can fill it up with
the employees within the organization by determining performance.

3. Importance of internal search:

Al-Arafah Islami Bank Limited always emphasize on external search during recruitment.
Therefore, they can develop their own employees with more training so that they can directly
go for internal search.

4. Proper Background Check:

HR department should start a system of background check of the new potential employees.
All the information should be verified by investigating at the previous work place. A strict
check should be done to ensure that the candidate does not have any criminal records,
checking credit references and other verifications are must to be done by Al-Arafah Islami
Bank Limited.

5. Job Fair:

Besides internal recruitment, Al-Arafah Islami Bank Limited should participate in different
job fairs for direct recruitment. They can participate in career fairs which will give them more
exposure as well to get clients. Al-Arafah Islami Bank Limited can introduce a new program
for the fresher where they can do direct recruitment from different universities interested to
build career in finance and banking background.

5.3 Findings:
1. Lack of checking policy:

In selection process Al-Arafah Islami Bank Limited interviewing and written exam the
authority are spent so many times.

2. Poor Vacancy fill up system:

Al-Arafah Islami Bank Limited also practice the system of promoting current employees on
basis of performance to fill the vacant position. However, mostly the recruitment is done
from outside. Interns of the bank are recruited for permanent employee based on their
performance throughout the period. Employee leasing is hardly implemented in this case.

3. Internal search are poor:

Internally the manager chooses the best candidates among the existing employees who can be
most fit for the job. During recruitment procedures authorities emphasize on employees
skills, educational Background, experiences and other activities.

4. Poor Background Investigation:

Reference checks should be done only for candidates who have been approved by the
recruitment panel for the job. Reference checks should be carried out for all potential
permanent employees.
5. Less number of job fair:

Al-Arafah Islami Bank Limited does not organized job fair for fresher or experience
candidates.
Chapter-6: Internship Experience
6.1 Workflow and people met:

I did my three internship program in Al-Arafah Islami Bank Limited, dakshinkhan branch. In
this internship I worked in the deposit management activity of Al-Arafah Islami Bank
Limited. During my internship program I gained lots of experience about corporate
environment.

Generally I met different types of people every day and I gather knowledge about the total
process of deposit management activity

6.2 Significant pleased and unpleasant incidences:

There are lot of pleasant and incidences happen during the internship. Some pleasant
memories contain a lot of happiness and I feel that memories. I got of support from my team.
The people where I worked with was very much cooperative and helpful and got support to
prepare the report.
Chapter-7: References
 References:

A. Books:

1. Cynthia D. Fisher, Lyle F. Schoenfeldt, James B. Shaw “Human Resource

Management”, 6thEdition
2. Dessler, Gary, (2003) “Human Resource Management”, Publication of Persons
Education Pte Ltd., India.
3. Khan, Awal Abdul, (2008), “Human Resource Management & Industrial Relations”
Abir Publication, Dhaka.
4. Lloyd. Byars& Leslie W. Rue, Strategic Human Resources Management 8Th Edition
(Towson University) 2002.
5. Miles, RE & Snow, CC 1984, Designing strategic human resource management
systems, Organizational Dynamics, vol. 28, no. 3, pp. 62-74.
6. Neresh k. Malhotra, Human Resource Management, Seventh Edition (2006-2007).

B. Websites:
 http://www.assignmentpoint.com/business/internship-report-on-compensation
management-of-Mutual-Trust-Bank-Limited, retrieved on 29 October 2018 at 11.29
pm
 www.al-arafahbank.com
 Appendix

Questionnaire:
1. Recruitment and Selection process of the bank is effective?

2. Employees are selected according to the job description and job specification?

3. Recruitment and Selection process of the bank is completely free from biasness and
discrimination?

4. Tools or techniques used for selecting employees are appropriate?

5. The recruitment & selection process is not lengthy at all?

6. Recruitment and Selection process of the bank generates hassle to the applicants?

7. Recruitment and Selection process of this organization should be improved?

8. Media for attracting candidates are suitable?

9. Recruitment and Selection process of the bank is completely free from biasness and
discrimination.?

10. Recruitment and Selection process in your organization is satisfactory?