13716651723049_080105

Internship Report

“Recruitment and Selection Analysis of

British American Tobacco Bangladesh

for Last Six Months

(November 2011- April 2012)”

Exam Roll Number: 080105

Internship Report on

“Recruitment and Selection Analysis of British American Tobacco

Bangladesh for Last Six Months (November 2011- April 2012)”

Prepared for:

Chairman

Internship Placement Committee

Prepared by:

Kais Uddin Ahmed


Class ID: 829

4th year, 8th semester

Batch Number: 17th, BBA Program

Academic Session: 2007-08

Institute of Business Administration (IBA-JU)

Jahangirnagar University

Savar, Dhaka 1342

Date: 30 May 2012

30 May 2012

Chairman

Internship Placement Committee

BBA Program

Institute of Business Administration

Jahangirnagar University

Savar, Dhaka 1342.

Subject: Submission of Internship Report.

Dear Sir:

I have the pleasure to submit my internship report on “Recruitment and Selection Analysis

of British American Tobacco Bangladesh for Last Six Months (November 2011- April

2012).” I have given enough concentration to the successful completion of my internship and

prepared an internship report. It was my great opportunity to get a chance work on this

challenging project and to complete the report in time. I am grateful for your guidelines and

lessons.

I tried to put my best effort for the preparation of this Report. Yet if any shortcomings or flaws

arise, it will be my pleasure to answer any clarification and suggestion regarding this report.

Thanking You,

Sincerely yours,


Registration No: 26089

4th Year, 8th Semester

Batch No: 17th, BBA Program

Academic Session: 2007-08

ACKNOWLEDGEMENT

At the very outset, I am grateful to almighty Allah for giving me strength and ability to accomplish

the internship program as well as the internship report in a scheduled time in spite of various

difficulties.

It gives me immense pleasure to thank a large number of individuals for their cordial cooperation

and encouragement which has contributed directly or indirectly in preparing this report.

Firstly, I would like to express my thanks to internship supervisor Ms. Tasnima Aziza. Her

guidance and feedback made things a lot easier. She kept me on track to complete this report

with her suggestions that were crucial in making this report as flawless as possible.

I must show my gratitude to my supervisor of British American Tobacco Bangladesh, Ms. Lamiya

Bushra, who willingly took my responsibility and gave me lot of time and shared her working

experiences with me.

I would also like to express my sincere thanks to all the employees of Corporate Functions,

Human Resources Division of British American Tobacco Bangladesh who helped me during my

work tenure and made my experience a memorable one.

A very special gratitude goes to My Batch Manager, Mr. Mohammad Nazmul Islam for his kind

support and timely feedback regarding the guidelines and deadlines of internship completion.

TABLE OF CONTENTS

List of Tables vii

List of Figures vii

Executive Summary viii

1. Introduction 1

1.1. Origin of the Report 2

1.2. Background of the Study 2

1.3. Objectives of the Study 3

1.3.1. Primary Objectives 3

1.3.2. Specific Objectives 3

1.4. Methodology 3

1.4.1. Approach 3

1.4.2. Data Collection Method 4

1.4.2.1. Primary Data Source 4

1.4.2.2. Secondary Data Source 4

1.5. Nature of Study 4

1.6. Scope of the Study 4

1.7. Report Format 5

1.8. Limitations 5

1.9. Timeline 6

2. Organizational Part 7

2.1. Company Overview- British American Tobacco Bangladesh (BATB) 8

2.2. Historical Background of BATB 8

2.3. Contributions towards the Country 9

2.4. Structure of BATB 10

2.5. Functional Areas of BATB 10

2.5.1. Leaf 10

2.5.2. Supply Chain 11

2.5.3. Marketing 12

2.5.4. Corporate & Regulatory Affairs (CORA) 12

2.5.5. Information Technology 12

2.5.6. Legal 13

2.5.7. Finance 13

2.5.8. Human Resource Department 14

2.6. Brands in Bangladesh 14

3. Project Part 16

3.1. Background 17

3.2. The Author’s Assigned Responsibilities 17

3.3. A Detailed View of BATB HR 18

3.4. Recruitments in BATB 18

3.4.1. Sources of Recruitments 19

3.5. Selection Process 19

3.5.1. Preliminary Screening of Applications 20

3.5.2. Primary Interview 20

3.5.3. Assessment Centre 21

3.5.4. Final Interview 21

3.5.5. Physical Examination 21

3.5.6. Job Offer 22

3.5.7. Induction Program 22

3.6. Introduction of the Recruitment Database 22

3.7. Various Analysis from the Recruitment Database 24

3.7.1. Total Recruitments in Different Functions of BATB 24

3.7.2. Recruitment Yield Pyramid 25

3.7.3. Analyzing the Performance of Different University Graduates 26

3.7.4. Most Effective Sources of Potential Candidates 27

3.7.5. Effectiveness of Battle of Minds in Finding out the Right Talents 29

3.7.6. Required Time to Fill Up the Vacant Positions 30

3.7.7. Problems in Selection Process 31

4. Conclusion and Recommendations 32

4.1. Conclusion 33

4.2. Recommendations 33

5. References 34

LIST OF TABLES

Table 1 History Summary of BATB 09

Table 2 Recruitment Database Information 23

Table 3 Summary of Recruitments from November 2011 – April 2012 24

Table 4 Performance of Different University Graduates 26

Table 5 Sources of Recruitments for the selected candidates 28

Table 6 Required Time to Fill Up the Vacant Positions 30

LIST OF FIGURES

Figure 1 Selection Process in BATB 20

Figure 2 Partial Screenshot of Recruitment Database 22

Figure 3 Employment in Various Functions in BATB 25

Figure 4 Recruitment Yield Pyramid for BATB 25

Figure 5 Performance Evaluation of the University Graduates 27

Figure 6 Most effective sources of candidates 28

Figure 7 Total selections through Battle of Minds 29

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EXECUTIVE SUMMARY

British American Tobacco Bangladesh (BATB) is one of the largest multinational companies in the country and has been operating for over 100 years. It is a recognized leader in Bangladesh cigarette market, with a long established reputation for providing its consumers with consistently high quality brands. Today BATB has over 1,000 employees and it takes pride in being one of the preferred employers in Bangladesh. Besides another more than 1000 people works directly and further 40,000 works indirectly as farmers, distributors and suppliers. Among all the functional departments, Human Resources department of BATB plays a very vital role in the total organizational functioning of the company. Recruitment and selection forms a core part of the central activities underlying human resource management which BATB handles smartly in a structured way. Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements. Recruitment and selection can play a pivotally important role in shaping an organization’s effectiveness and performance. That is why an organization should properly plan about their recruitment and selection strategies and BATB is very conscious about it. The recruitment and selection process starts from the advertising and then ends with the selecting or hiring employees. Recruitment and selection is a continuous process in BATB that happens round the year. Throughout this report the author has done some statistical analysis based on the recruitment and selection process of BATB and the author’s assigned project ‘Recruitment Database’. Later on some recommendations has been made that will be helpful for the company in future. With the help of the recruitment database the author did some statistical analysis of last six months (November’11 – April’12). During last six months BATB has selected 32 employees in different functions of their organization. Among all the functions, Marketing has highest number of selected employees during this period of time. A recruiting yield pyramid has been developed which implies that to hire 10 candidates the company will have to generate at least 325 leads. After analyzing the performance of different university graduates it has been found that North South University is dominating in the selection process with their performance. An analysis has been shown on the most reliable source of potential candidates for BATB. Internal Referrals and Career Counseling Centers of different universities leading as the most effective source of candidates followed by Battle of Minds and Head Hunting Agencies. Battle of Minds, being the own event of BATB is quite successful in finding out talents for their organization. A number of hiring has been done from the BOM participants. Finally, a statistic showed that in most of the cases BATB HR has successfully provided desired candidates in different vacant positions. The incident ascertains that BATB HR is prompt and efficient in their recruitment and selection process.

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1. INTRODUCTION

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1.1. ORIGIN OF THE REPORT

Internship program is a prerequisite for completion of the BBA program. It is an opportunity for

the students to know about the practical environment of the real business world through

internship. The author had the opportunity to work as an intern at Human Resources Department

of British American Tobacco Bangladesh Company Limited. Major tasks assigned to the author

were Co-ordinating recruitments & trainings and Initiating & maintaining recruitment database.

BATB has a very systematic and structured recruitment process. During the internship the author

got the opportunity to conduct several recruitments in different levels. Besides these, the author

got the opportunity to organize and facilitate a training program as well.

1.2. BACKGROUND OF THE STUDY

The number of educational institutions in Bangladesh is not fewer. According to UGC’s report we

have 27 Public Universities, more than 60 Private Universities and one National University (under

which there are more than thousands of Colleges). So it is easily assumed that the numbers of

graduates are more than the number of offered jobs. In that case organizations need to be very

conscious to recruit their employees. And it is a challenging task to select an appropriate

candidate from the thousands of potential graduates.

Recruitment and selection are important segments which BATB HR handles smartly. The people

who are involved in recruiting provide excellent service. They screen hundreds of CVs, asses a

number of candidates and finally pick the best one for their organization. The selection process

mainly has 3 phases-

i) Primary Interview, ii) Assessment Center and iii) Final Interview.

In BATB, recruitments happen throughout the year. It’s really difficult to summarize the whole

year’s recruitment and selection activities instantly. What happened a month earlier in a particular

assessment i.e. in which date the assessment took place, who were the assessors, who were the

other candidates of that assessment etc. was becoming tough for the HR people to find out. But

these data are could be very important for future HR planning and directing recruitments and

selections. Because of such facts BATB was feeling the necessity of a recruitment database for

their HR.

The author worked in a project named “Establishing Recruitment Database for BATB HR”.

This project is about developing a database which includes the recruitment and selection history

i.e. candidate name, contact, email, university, primary interview date, assessment date, final

interview date, interviewers’ and assessors’ names, process status (passed or failed), joining date

etc. The database was designed such a way so that various statistical information can be

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skimmed out from it easily which is supposed to play a vital role in HR planning and decision

making in future.

The talent market always looks forward to get a good job in a good organization. On the other

hand, organizations want to hire someone who would be able to meet the performance required

and would be better fitted with their organizational culture as well. Now it is very important to

find a match between these two factors. It is not always possible to satisfy the needs of

employers, as well as it is true for the candidates too. But it would be a great success if the

adjustment could be done. To find out the better and qualified employees, it is necessary to know

that currently what is the condition of demand and supply of the talent markets of our country.

After doing the trend analysis it would be possible to extract the jewels from the talent market.

1.3. OBJECTIVES OF THE STUDY

1.3.1. Primary Objectives

The primary objective of the study is to analyze the last six months’ (November 2011 – April

2012) recruitment and selection process of BATB from the recruitment database.

1.3.2. Specific Objectives

• To describe the common phases of BATB recruitment and selection process

• To find out total selections in last six months in different positions of different functions

• To analyze the performance of different university graduates in BATB recruitment and

selection process

• To develop the Recruiting Yield Pyramid for last 6 months

• To find out which source brings the best candidates for BATB

• To analyze the effectiveness of Battle of Minds in finding out the right talents for BATB

• To determine the required time to fill up a vacant position

1.4. METHODOLOGY

1.4.1. Approach

The author was involved in the recruitment and selection process. In the very beginning of the

internship he made a database to keep records of the recruitments and throughout the internship

period he made entry of all the required data in that database. The author was also given

previous 3 month’s recruitment files to store that information as well. Finally with the help of that

database and from the observations and experiences during the internship period the author

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prepared this internship report. The report represents various analysis of recruitment and

selection process of British American Tobacco Bangladesh.

1.4.2. Data Collection Method

The data needed to prepare this report has been collected from both primary and secondary

sources.

1.4.2.1. Primary Data Source

The primary data were taken by the author while working in British American Tobacco

Bangladesh. Main primary data sources were-

Personal observations and experiences

Face to face conversation with the officials

Record files used during last six months for the recruitment and selection process

Recruitment Database of BATB

1.4.2.2. Secondary Data Source

The author explored and included some secondary data to have a better understanding. Main

Secondary data sources were-

Relevant books and annual report of BATB

Print media and web Journals (websites, magazines)

BATB interns’ resources in their server

University Grants Commission etc.

1.5. NATURE OF STUDY

The nature of study is exploratory and descriptive. All issues intended from this study are

explored through assessing and analyzing information gathered from different sources. The

author has utilized his experiences that he learned during the internship period.

1.6. SCOPE OF THE STUDY

It is believed that this study would help several parties to know and understand some practical

factors, and those will help them to formulate their strategies for recruitment and selection

process. Institutions like locals or multinationals, Researchers, Students, Individuals etc. will be

helpful from this study. If anyone wants to know the practical factors of the talent market, then

they can take help from this study. If anyone wants to know the factors which should be

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considered in case of formulating a strategy, they can take help from here. Particularly, it will be

very helpful for BATB HR in various ways. However, the alleged scopes are:

• It will help organizations in adopting a suitable policy by following which they will be able

to accumulate the right candidates for their organizations

• It will help to target the best graduates for their organization

• It will help BATB in their Human Resource Planning & Forecasting

• It will help BATB to identify the sources of potential candidates

• It will help BATB to figure out whether their selection is effective or not by evaluating

selected individual’s job performance

• It will help BATB to know the contributions of Battle of Minds in finding out the right

talents for BATB

• It will help BATB to identify how prompt they are in providing a suitable candidate for a

vacant position

1.7. REPORT FORMAT

The report contains mainly two parts. The organizational part gives the idea about British

American Tobacco Bangladesh’s historical background, structure, brands and operations. And the

project part contains research part about the recruitment and selection activities and some

statistical outcomes. The report includes a work report that mainly discusses about author’s

experiences during his 3 months internship in the organization. There is also a segment where

the author’s point of view has been expressed along with some conclusions and

recommendations to ensure their goals and objectives are met.

1.8. LIMITATIONS

Different constraints were faced by the author while preparing this report. The main problem that

the author has faced is BATB’s strict IT policy; as a result the author could not be able to transfer

daily works to home and for that it used to take many days to finish a simple work for this report.

Secondly, departmental related information is confidential in nature. So, it was impossible to

gather that sort of information. In addition to these limitations the author had to face another

constraint and that was, being a major in marketing graduate he had to do his internship at HR

department. This became a challenge for him and it needed some time to cope up with HR terms

and gather other knowledge about HR department.

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1.9. TIMELINE

The timeline for the total internship project and report preparation is as follows:

Week Activity

Week 1 Commencement of Internship & Project Introduction

Week 2-3 Arranging and accumulating necessary files, communicating with assessors for

previous information

Week 4-5 Planning & preparing database and reviewing several times; Communicating

with officials for making the database more fruitful

Week 6 Making entries of previous 3 month’s recruitment information into database

Week 7-10 Co-ordinating recruitments and keeping records

Week 11-12 Analyzing database, accumulate findings and proposing several plans for HR to

the line manager

Week 13-14 Preparing and Finalizing Internship Report

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2. ORGANIZATIONAL PART BRITISH AMERICAN TOBACCO BANGLADESH

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2.1. COMPANY OVERVIEW- BRITISH AMERICAN TOBACCO BANGLADESH (BATB)

British American Tobacco Bangladesh is one of the largest multinational companies in the country

and has been operating for over 100 years. British American Tobacco Bangladesh Company

Limited was incorporated under the Company’s Act 1913 on 2nd February 1972 and since than it

has been the market leader in the country.

Today BATB has over 1,000 employees and it takes pride in being one of the preferred employers

in Bangladesh. Besides another more than 1000 people works directly and further 40,000 works

indirectly as farmers, distributors and suppliers. In its effort to create an international market for

Bangladeshi leaf tobacco the Company has been exporting tobacco to markets in developed

countries like UK, Germany, Poland, Russia and New Zealand. Responsibility - to the

shareholders, employees, business partners, customers and any other stakeholders - is at the

core of BATB’s business and that is why BATB believes “success and responsibility go together”.

(Source : BATB website)

The Company has its Head Office and the cigarette factory in Dhaka, a green leaf threshing plant

in Kushtia, a green leaf re-drying plant in Manikgonj and a number of Leaf and Sales offices

throughout the country.

2.2. HISTORICAL BACKGROUND OF BATB

British American Tobacco Bangladesh (BATB) Company Limited is the recognized leader in

Bangladesh cigarette market, with a long established reputation for providing its consumers with

consistently high quality brands. The journey of this company started long back. BATB was

established back in 1910 as Imperial Tobacco Company Ltd. with head office in Calcutta. In the

very beginning Imperial Tobacco Company (ITC) launched a branch office at Moulivibazar Dhaka

in 1926. Cigarettes were made in Carreras Ltd., Calcutta. Imperial and Carreras merged into a

single company in 1943. After the partition in 1947, cigarettes were coming freely from Calcutta,

but introduction of customs barriers in 1948 between India and Pakistan interrupted the smooth

flow of cigarettes from Calcutta to East Pakistan. In March 01, 1949 Pakistan Tobacco Company

(PTC) came into existence with head office in Karachi; with the assets and liabilities of ITC

Limited held in Pakistan. The then East Pakistan Office was situated in Alico Building, Motijheel.

In order to meet the increasing demand, the first factory in the then East Pakistan was

established in Chittagong in 1952. From this time onwards requirements for cigarettes for East

Pakistan markets were met from products manufactured in Karachi. In 1954 PTC established its

first cigarette factory although high-grade cigarettes still came from West Pakistan. The Dhaka

factory of PTC went into production in 1965. After the War between India and Pakistan in 1965;

the import of tender leaf from India for the production of Biri was stopped. This gave a big boost

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to cigarette business. It was at that time the East Pakistani entrepreneurs set up 16 cigarette

factories in this region.

Later in 1966, BAT set up a new factory in Dhaka. After the Liberation War, Bangladesh Tobacco

Company, more widely recognized as BTC, was formed on 02 February 1972 under the

Companies Act 1913, with the assets and liabilities of PTC. Shareholding position for GOB and

BAT was 1:2. BTC (Pvt.) was converted into a public limited company on 03 September 1973.

British American Tobacco played a pivotal role in BTC's creation in 1972 and since then has been

involved in BTC's development every step of the way. It is a policy of BAT that when a daughter

company, as BTC was, achieves a certain standard of performance and exhibits at certain level of

profitability, its nomenclature is upgraded to represent the original company, BAT. When BTC was

successful in producing high quality cigarettes that met international standards in mid-1998, it

came to be known as British American Tobacco, Bangladesh, more commonly called BATB. At a

glance-

Table 1: History Summary of BATB (BATB Interns’ Resources)

2.3. CONTRIBUTIONS TOWARDS THE COUNTRY

Being the largest multinational company in Bangladesh BATB is also the largest private sector tax

payer in Bangladesh. In 2010, we contributed Tk 46.27 billion in the form of Supplementary Duty,

Value Added Tax (VAT) and other taxes to the national exchequer. Over time, it has successfully

established itself as the company contributing to economic, social and human resource

development. BATB continues to move forward to deliver higher promises.

BATB has number of CSR programs. Through such endeavors of ours, BATB aims at achieving the

necessary balance of sustainable environmental, social and economic development.

BATB started their afforestation program when they joined hands with the Forest Department in

1980 to conserve the forests and combat the negative impacts of climate change. Till now, they

March 1949 Formation of Pakistan Tobacco Company (PTC)

1954 PTC opened its first factory in Fouzdarhat, Chittagong

1962 Opened a branch in Moulavibazar, Dhaka

1965 Building of a factory in Mohakhali, Dhaka

February 1972 Incorporation of Bangladesh Tobacco Company with a paid up capital of

Tk. 400 million

March 22, 1998 Changed its identity from Bangladesh Tobacco Company (BTC) to British

American Tobacco Company Bangladesh Limited (BATB)

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have contributed around 67.5 million saplings throughout Bangladesh. Their endeavors have

received several awards both at the National and Local Government levels.

For millions of people in Bangladesh, the only available drinking water is laced with arsenic and

therefore extremely hazardous to health. Having recognized the gravity of the issue, BATB has

stepped forward with the ‘Probaho’ project. Through Probaho, they aim to provide rural

communities with safe drinking water. This initiative is also aligned with the Government’s aim to

achieve the Millennium Development Goals (MGDs). Using Government approved community

based water filtration technology, their 18 water filtration plants in Manikganj, Satkhira,

Meherpur, Kushtia, Jhenidah, Tangail, Kurigram, Lalmonirhat and Chuadanga districts provide

approximately 95,000 litres of pure drinking water for 47,000 people every day. (Source : BATB

website)

2.4. STRUCTURE OF BATB

BATB is a public limited company. The “Board of Directors” and Executive Committee (EXCO)

govern the overall activities of the company. The Board of Directors is composed of 8 members

who are called Directors. The Chairman heads the Board of Directors. Chief Executive of British

American Tobacco Bangladesh is called the “Managing Director”. Managing Director of the

company is the Chairman of the Executive Committee. This committee includes the head of all

the functional departments. Different department have different structure according to their

function and responsibility.

2.5. FUNCTIONAL AREAS OF BATB

BATB is a process-based organization. BATB has been operating its business under the following

functional areas:

Leaf

Supply Chain

Marketing

Corporate and Regulatory Affairs

Information Technology

Legal and Secretarial

Finance

Human Resource

2.5.1. Leaf

The Leaf Department is very strong and efficient at BATB. They are responsible for all the

activities related to leaf growing, communicating with farmers, controlling of the leaf quality,

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purchasing, processing, packing, shipping and storing of the leafs etc. People who are working

with Leaf department have to be very responsible. They have to ensure the continuous supply of

tobacco leafs and the quality of it. It is very important job, because the taste of the cigarettes

depends on the quality of the tobacco leaf. However, some of the major activates done by Leaf

department are:

Purchasing

Processing

Packing

Shipping

Storing Leaf tobacco

2.5.2. Supply Chain

To operate a business smoothly, operation activities of that business should be done in an

integrated and appropriate way. In BATB, operation is a major activity. It includes leaf growing,

storing of them, checking of their quality, quality control; send them for manufacturing,

packaging, warehousing, distributing, procurement etc. Making up quick decisions based on the

arisen situation is another activity of Supply Chain at BATB. Followings are some of the

Operations’ activities:

Green Leaf Threshing Plant (GLTP): the GLT plant is in Kushtia. This function is responsible

for procuring the green tobacco leafs and send them to other departments for further processing.

Primary Manufacturing Department (PMD): here the leaf is being prepared for the

production activities.

Secondary Manufacturing Department (SMD): after PMD, the products came into the SMD;

here activities like wrapping tobacco with materials, manufacturing etc are done.

Supply Chain Management: in the previous part it is mentioned that BATB do a business

which starts from leaf growing ends with the distribution activities. It means they do their

business from the producer to their end customers. But this is a very complex job, which involves

several works. Checking and controlling the quality of the tobacco and its packaging is another

task of operations. As it is operation so factory is involved here. BATB has the nicest environment

for its working environment, they ensure the quality of work life, at the same time they are very

much careful about their employees. They provide the environment where employees can work

safely. That is why several times they have received the Zero Accident Award. Under supply chain

management, the following activities can be found:

Supply Chain

Product

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Procurement

Security

Logistics

EHS ( Environment, Health and Safety)

2.5.3. Marketing

To increase the sales, brand image and create a value for the brand is every important for any

organization. This is a center focal point for every organization as the business means to sell the

services or experiences. In BATB, the marketing team is very efficient and energetic, the

verification we can get from their excellent selling records and their highly appreciated values

towards the customers. BATB’s marketing department mainly conducts two activities called Brand

marketing and Trade marketing which includes several other works. Besides this, promotion or

advertising activities is very important for any manufacturing organization. But as the promotional

activities of tobacco products are banned by the government, so it is very difficult task for

marketing to run their business. However, they are also succeeding in this case. The major

marketing activities of BATB are:

Building Brands

Trade Marketing & Distribution

Consumer Insights

Managing specialized channels

2.5.4. Corporate & Regulatory Affairs (CORA)

Corporate & Regulatory Affairs (CORA) is one of the important departments at BATB. As BATB

deals with the controversy product, so in conducting the business they have to be very careful.

And this makes them to become a successful organization. However, through the corporate social

responsibility they carry out their responsibilities towards their stakeholders and the society.

CORA mainly performs the following functions:

• Managing Regulations

• Promoting Corporate Social Responsibility

• Driving Corporate Communications

Some of their key activities are yearly Free Sapling Distribution, publishing Social Report, several

Awareness Campaigns, Community Health Services etc. Following is the diagram of CORA

hierarchy.

2.5.5. Information Technology

Information Technology does not only means the computer and software related works. As the

world is changing day by day, new technologies are coming up frequently, so the business

organizations are facing some real problems with it. The IT industry has developed very quickly.

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With the use of it, anyone can access anything, sometimes very valuable and confidential

information of an organization might be licked out. So to ensure the security of an organization’s

information and to complete the work in a quicker way, IT can help a lot. IT at BATB secures all

the information of this organization, they regularly update their equipment and software, to

speed the work and save the time, IT came up with several management and technological

software. Followings are the important activities done by IT at BATB.

Business Area Management

Architecture & Service Delivery

IT Management

2.5.6. Legal

Legal department mainly considers the Legal and Secretarial function of BATB. It helps BATB to

know that what the right procedures to run their business are. As BATB is doing a debatable

business, so they have to conduct their business in a very proper and legal way and BATB is very

careful about this. Legal department handles how to solve the problems, how to follow and adjust

with the state’s laws, the shares and stakeholders, auditing, AGM etc. The major activities of

Legal department are the followings:

Litigation Management

Trade & Agreement Management

In-house Legal Counsel

Share Management

Record Management

Corporate Governance etc.

2.5.7. Finance

Finance is another very important function for any organization. Finance department at BATB

does not only work with their financial activities rather they work in align with the other

departments. Finance has various important activities including the following things:

• Setting and delivering against financial objectives

• Planning and budgeting for optimal use of resources to grow the business and to satisfy

shareholder expectations

• Management reporting to the Board on business performance, current and future

• Statutory reporting and support of investor relations

• Audit and business risk management

• Acting as a value adding business partner to all functions

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2.5.8. Human Resource Department

Human Resources department of BATB has responsibility for energizing, developing, retaining and

attracting truly talented people all around the country. The department also believes in

maintaining harmonious relationship between the management and workers all the times. The

department ensures that managerial development contributes to organizational development.

Areas covered by HR within British American Tobacco Bangladesh are-

• Managing performance i.e. measuring & aligning performance, rewarding

performance, managing & administering benefits etc.

• Managing organizational learning and development i.e. managing change,

designing & developing the organization, managing organizational climate, Learning in

the organization etc.

• Resourcing i.e. recruiting, assessing and selecting, HR planning etc.

• Managing careers and development i.e. assessing competencies and potential,

career development systems, coaching and mentoring, training and development

• Managing employment relations i.e. managing employment legislation, managing

workplace relations, managing HR customer services etc. (source: www.bat-careers.com)

2.6. BRANDS IN BANGLADESH

BATB recognizes that our business starts with their consumers and their brands. It’s not about

encouraging people to start smoking or to smoke more, but about meeting the preferences of

adults who have chosen to consume tobacco, and differentiating BATB’s brands from their

competitors. British American Tobacco Bangladesh manufactures and markets high quality and

well established international cigarette brands. Much of the growth of BATB’s leading brands is

driven by innovation – from filters to flavors and packaging to cigarette formats. Overall BATB’s

brand mix is broadly balanced between premium, mid-price and low-price. In Bangladesh, British

American Tobacco Bangladesh is the market leader in tobacco sector. They have almost 47%

market share. Current brands in Bangladeshi market are Benson & Hedges, John Player Gold

Leaf, Pall Mall, Capstan, Scissors, Star, Pilot, Hollywood and Bristol. All these brands are

positioned in four segments in the Bangladesh cigarette market. A brief overview of brands is

given in the next page-

Benson & Hedges

In Bangladesh Benson and Hedges was launched in 1997. Within a

short time Benson & Hedges became a successful brand in BATB’s

portfolio and it is dominating the premium segment of cigarettes in

Bangladesh. B&H can be found in three different flavors- Regular,

Lights and recently launched Switch.

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John Player Gold Leaf, Pall Mall and Capstan

John Player Gold Leaf, Pall Mall and Capstan are positioned in

the High segment. Launched in 1980, Gold Leaf is one of the

highest selling brands of our company, enjoying large market

share in the High segment. Pall Mall was the Group’s first

Global Drive Brand to be launched in Bangladesh in 2006.

Star and Scissors

Star and Scissors are positioned in the Medium segment. Star,

launched 40 years ago, is still a leading brand in this segment.

Currently, it is the highest volume generating brand for the company.

Star occupies the leadership in the low segment outside Dhaka, where

it has tremendous popularity among smokers.

Pilot, Bristol and Hollywood

Pilot was launched in 2009 in the Low segment, which is growing

rapidly in Bangladesh. Bristol was launched also in the Low segment

in October 2010. Hollywood launched in year 2011 targeting the lower

segments as well.

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3. PROJECT PART Recruitment and Selection Analysis of BATB for Last Six

Months (November 2011 – April 2012)

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3.1. BACKGROUND

Recruitment and selection forms a core part of the central activities underlying human resource

management. Recruitment is the process of generating a pool of capable people to apply for

employment to an organization. Selection is the process by which managers and others use

specific instruments to choose from a pool of applicants a person or persons more likely to

succeed in the job(s), given management goals and legal requirements. (Bratton and Gold, 2007)

Recruitment and selection, as defined here, can play a pivotally important role in shaping an

organization’s effectiveness and performance if organizations are able to acquire employees who

already possess relevant knowledge, skills and aptitudes and are also able to make an accurate

prediction regarding their future abilities. That is why an organization should properly plan about

their recruitment and selection strategies. The process starts from the advertising and then ends

with the selecting or hiring employees. A better recruitment and selection strategy can help an

organization to gain the sustainability and to perform better than others, because human

resources are the main capitals who are responsible to run the business. Organizations tailor their

recruitment strategies to the specific position(s) they are seeking to fill. These strategies may

differ depending on the level of the position.

3.2. THE AUTHOR’S ASSIGNED RESPONSIBILITIES

As mentioned in the earlier part of the report, the author’s internship project was “Establishing

Recruitment Database for BATB HR” to ensure all the necessary record keeping of all the

recruitments takes place. But the author was also assigned some other regular works. Back-end

duties assigned to him were-

• Taking CVs from sources and screening according to the criteria mentioned

• Scheduling recruitments through communicating with the interviewers/assessors

• Calling candidates and informing about the interview timings

• Creating files for each candidate for interview and assessment purposes

• Updating the information and status of recruitments in the database

• Feedback accumulation of the training program

• Organize and facilitate training programs

• Calculating and preparing bills for events and training programs

• Writing joining letters and competition letters for interns

• Scheduling and facilitating induction program for the new joiners

• Presentation work as briefed for meetings

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3.3. A DETAILED VIEW OF BATB HR

Human Resources Department of BATB plays a very vital role in the total organizational

functioning of the company. From recruitment to selection and also from employee welfare to

industrial relations, this department has to play an important role. Employee recruitment,

selection, transfer, promotion, performance appraisal, needs and wants of the employees are

taken care by this department. HR department of BATB consists of some great peoples who act

as leader and guide for the employees of the organization.

HR Mission - “Embedding w inning culture where people always strive to excel”

To develop the most vital element of the organization which is the human resource, BATB has put

in a lot of efforts in responding to various changes and problems through effective formulation

and implementation of human resource strategies through the HR department. HR department

believes in-

Bridging the gap between top level and lower level management

Improved performance through attractive reward system

Strive for excellent management practice

BATB HR team has around 20 employees leading by the Head of HR. Some key personnel in

BATB HR are-

• HR Business Partners i.e. Corporate HR Business Partner, Marketing HR Business Partner,

Supply Chain HR Business Partner, Manufacturing HR Business Partner

• Corporate Employee Relation Manager

• Employee Services Unit Manager

• Payroll and Funds Executive

• HR Executive (Learning, Sourcing & MIS)

• Management Trainees and others.

3.4. RECRUITMENTS IN BATB

Recruitment is the process of generating a pool of capable people to apply for employment to an

organization. As the country’s one of the most prestigious company, BATB believes it is important

to attract and retain the very best people who will contribute ideas and really make a difference.

BATB always looks for highly talented, energetic and dedicated people who can make a real

contribution to the company’s continuous growing business. That is why BATB always seeks for

the best graduates as well as best professionals for their company. For attaining that the

company has an effective human resource planning. In BATB recruitments take place through

various medium. They have reduced giving advertisements in the newspapers and increased

liaising with different universities through campus recruitment and battle of minds. Besides, they

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have a separate server in the largest job site of Bangladesh ‘bdjobs.com’. Moreover, some head

hunting agencies also work for them to find out the best talents of Bangladesh.

3.4.1. Sources of Recruitments

A particular organization may recruit either from the internal sources, i.e., by promoting the

existing employees for higher positions, or they may go for outside sources. Thus, internal and

external sources of recruitment can either be resorted to by any organizations, subject to

convince and feasibility. Recruitment is an art of attracting applicants, from whom the most

suitable ones may be selected in a particular job or jobs.

For BATB, the major sources of recruitment for different types of personnel, therefore, are as

follows:

Internal Sources- The sources within BATB itself to fill a position. Internal sources are

primarily two- transfers and promotions. Internal recruitment may lead to increase in

employee’s productivity as their motivation level increases. It also saves time, money and

efforts.

HR & Management Consulting Agencies- Several private consultancy firms i.e.

People Scape, Grow n Excel, HR Kites etc. perform recruitment functions on behalf of

BATB by charging a fee.

Career Counseling Centers of Different Universities- From the Career Counseling

Centers of different universities BATB gets CVs.

Internal Referrals- Most often existing employees recommend prospective candidates

for a vacant position.

Internet (LinkedIn, Job Sites)- BATB has their own server in the leading job site of

Bangladesh bdjobs.com where hundreds of applications are being received. Now-a-days,

professional site LinkedIn has become a valuable source of recruitment.

Internship- Sometimes interns are invited in the selection process based on their

performances.

Posted CVs- Many interested people post their CVs to be considered for a vacant

position or any suitable position.

3.5. SELECTION PROCESS

Recruitment and Selection policies at BATB are much formatted. They prepare the policies

according to their needs so that they can meet up their needed requirements. The recruitment

and selection process at BATB differs from department to department, function to function and

level to level. They know that department’s requirements vary from one to another. So to get the

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Preliminary Screening

Primary Interview

Assessment Center

Final Interview

Physical Examination

Job Offer

Reject some candidates




Reject if any major problem is found

Joining & Induction

May reject by the candidate

right candidates, they have different recruitment and selection processes. But there are

consistencies in between the different methods. The process starts with the screening of CVs and

ends with the selection of employees.

The entire selection process is shown below-

3.5.1. Preliminary Screening of Applications

The number of applications normally received against any vacancy is usually huge. This makes it

a challenging task to select the right persons from this huge pool. Moreover, conducting tests and

interviews for all the candidates may not be always feasible and cost efficient. To obviate such

problems, BATB screens out candidates who don’t meet the criteria for a particular position

before going ahead with the selection process. BATB, before going for the selection process

develops their own standards or potentials attributes for the vacant roles and thus screen the

applications.

3.5.2. Primary Interview

In the literal sense of the word, an interview means a conversation with a purpose. After

screening the CVs, BATB arranges primary interview for the candidates. Interviews are basically

aim at giving information to the candidates about the role, judging the candidates through

various conversations and finally shortlist few candidates for the next step. The conversation is

intended to get information from candidates regarding their, background, experience, education,

Figure 1: Selection Process in BATB

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training and interests to evaluate their suitability as per the requirements of the organization, its

philosophy, personnel policies, etc. in BATB, most of the interviews are Structured Interview.

Before every primary interview, an interview guide is given to the interviewers based on which

they interview the candidates.

For entry level positions especially Territory Officers, hundreds of applications come. After

primary screening the number remains is also considerable. It consumes a lot of time to take

primary interviews of such a good number of candidates. In order to examine more number of

candidates in a short period of time BATB introduced an alternative to primary interview for the

role of Territory Officer which is called ‘Pre-assessment’. Here there are 8 candidates who sit

together where they are given a short case to solve and present in groups. The duration is 1

hour. So in an hour the assessors can assess 8 candidates and pick the best ones.

3.5.3. Assessment Centre

Afterwards, the assessment center is arranged for the selected candidates. Here they call several

candidates to give different types of tests. It is usually a day long process. Here the candidates

are assessed by the group test, individual test, critical problem solving session, role play and

presentation. They have to do group work, they have prepare short report, have to present the

report. And all of their activities are monitored by the respective assessors. They are judged

according to the factors like their leadership quality, decision making, influencing capability etc.

An assessment center is a very effective platform to judge a candidate properly. Assessment

center evaluation is also very structured. Every assessor is given an evaluation sheet with some

factors based on which they score the candidates.

3.5.4. Final Interview

The candidates who perform well in the assessment centers are called for the final interview. This

interview is usually with the functional heads. During this interview the interviewer mainly checks

the candidates’ motives, commitments, willingness and positive attitude towards the role. After

interviewing they select the best candidates.

3.5.5. Physical Examination

BATB has another selection step which is known as the physical examination. After all the

psychological and critical analysis tests, BATB conduct this physical tests. Physical tests include

the strength and fitness test, drug test etc. Through the fitness test they try to find out that the

employee will be able to work in the organization or not. As it is Tobacco Company and some

people have allergy to tobacco, so before selecting a candidate as an employee they should check

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it. Also it is done for the safety of their employees. Employees especially who will work in the

factory, field and operations have to give this tests.

3.5.6. Job Offer

After selection of the candidates BATB offers the job to that employee. Then the employment

contract and other procedures are supposed to be completed. And then the induction process

starts.

3.5.7. Induction Program

Induction is a very important activity for any organization. Induction helps an employee to know

the organization, to familiar with its culture, to know the different functions, to become socialize

with the new environment, to match their expectations with the organizations demand, to

prepare their career ladder etc. In BATB the induction process is usually 3-days long which

includes visiting different factories and outlets. BATB tries to give information about every

departments and their function to their new employees. These help the new employees to know

that to whom they should conduct in a certain emergency. Also they will be able to perform their

best as they got the information about all of the BTAB activities. This actually helps them to relate

all the function of BATB.

3.6. INTRODUCTION TO RECRUITMENT DATABASE

The Recruitment Database is nothing but keeping necessary records in an Excel worksheet for

further use. This database was planned in such a way so that BATB can filter various information

from it when necessary. After communicating with the line manager, several assessors and from

author’s practical need the final database that the author created in Excel Sheet has 26 columns

of relevant fields. Under each field there are certain information related to recruitments and

selections. Anytime, based on any criteria, information can be taken from this database. A Partial

Screenshot of the database is given below-

Figure 2: Partial Screenshot of Recruitment Database

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All the fields of the recruitment database are given below with relevant examples for better

understanding-

SN Name of the Field Example

1 Department Marketing

2 Role Territory Officer

3 Grade 33

4 Requisition Date 01 January 2012

5 Candidate Name Mr. X

6 Phone No. 01XXX XXX XXX

7 Email [email protected]

8 Last Working Experience Marketing Executive, ABC

Company

9 University IBA-JU

10 Degree BBA

11 Majors Marketing

12 CGPA 3.5

13 Source of Getting CV Bdjobs.com, Grow n Excel,

Internal Source

14 Screening Records Passed/ Failed

15 Primary Interview Date 10 January 2012

16 Primary Interviewers Mr. X & Mr. Y

17 Assessment Center Date 15 January 2012

18 Assessment Center Assessors Mr. W, Mr. X, Mr. Y, Mr. Z

19 Total Elapsed Days between Primary Interview and

Assessment Center 5 Days

20 Final Interview Date 22 January 2012

21 Final Interviewers Mr. A & Mr. B

22 Total Elapsed Days between Assessment Center and Final

Interview 7 Days

23 Status of the Candidate

Selected for the Position/

Primary Interview Failed/

Assessment Center Failed/

Final Interview Failed

24 Joining Date 01 February 2012

25 Total Elapsed Days between Final Interview and Joining 9 Days

26 Total Elapsed Days between Requisition and Joining 31 Days

Table 2: Recruitment Database Information

mailto:[email protected]

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3.7. VARIOUS ANALYSIS FROM THE RECRUITMENT DATABASE

3.7.1. Total Recruitments in Different Functions of BATB

From November 2011- April 2012, many interviews and assessments took place for several roles

in several different functions in BATB. The summary of which is given below-

Functions Name of the Position No. of Screened

Candidates

No. of Selected

Candidates (%)

Marketing

Territory Officer 75 11 14.67

Assistant Territory Officer 54 10 17.86

Cycle Planning Officer 20 1 4.76

Total Recruitments in Marketing 149 22 14.8

Human Resource

Learning & Sourcing Officer 17 1 5.88

HRMT 19 2 10.53

Learning, Sourcing & MIS

Executive 7 1 14.29

Total Recruitments in HR 43 4 9.3

Operations Junior Team Leader 5 3 60.00

CORA Internal Communications

Executive 6 1 16.67

Finance Tax & Excise Manager 8 1 12.5

Security Security Manager 5 1 20

Total Recruitments in BATB 216 32 14.8

Table 3: Summary of Recruitments from November 2011 – April 2012

It’s been clearly seen that the Marketing department has the most recruitments and selections

throughout the period. This is the actual pattern of BATB recruitment. Almost every month there

is a recruitment in marketing either in the role of Territory Officer or in the role of Assistant

Territory Officer. Usually there are lots of applications come for these positions and the process is

comparatively more time consuming.

BATB takes few Management Trainees usually in October-January period in HR, Finance and

Supply Chain department. This is a two-year training period and after two years they are

absorbed in Grade 34.

Mid-level (grade 34 and above) recruitments can occur any time upon requisition and the number

is very few.

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Total number of recruitments in various functions in BATB is shown below-

Figure 3: Employments in Various Functions in BATB

3.7.2. Recruiting Yield Pyramid Recruiting Yield Pyramid is the historical arithmetic relationships between recruitment leads and

invitees, invitees and interviews, interviews and offers made, and offers made and offers

accepted. It is usually used to calculate the number of applicants they must generate to hire the

required number of new employees. (Dessler, 2011)

From the recruitments and selections of the mentioned period (November 2011 – April 2012) if

we put the numbers in Recruitment Yield Pyramid we will get the figure below-

Figure 4: Recruiting Yield Pyramid of BATB

Departments

Num

ber

of R

ecru

itm

ents

22

4 3

1 1 1

0

5

10

15

20

25

Marketing HR Operations CORA Finance Security

Recruitments in Various Functions

New Hires

Offers Made (1:1)

Candidates Interviewed (1:7)

Candidates Invited (24:25)

Leads Generated (9:40)

225

1000 (approx.)

216

31

31

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So if BATB knows it needs 10 new entry-level employees next year. From experience, the firm

knows the ratio of offers made to actual new hires is 1 to 1; all of the people to whom it makes

offers accept them. The firm also knows that the ratio of candidates interviewed to offers made is

almost 13 to 2, while the ratio of candidates invited for interviews to candidates actually

interviewed is about 25:24. Finally, the firm knows that of 40 leads that come in from all its

recruiting efforts, 9 applicants typically gets an interview at a 40-to-9 ratio. Given these ratios,

the firm knows it must generate 325 leads to be able to invite 73 viable candidates to its offices

for interview. The firm will then get to interview about 70 of those invited, and from these it will

make 10 offers who will accept.

3.7.3. Analyzing the Performance of Different University Graduates

From the recruitment database we can easily figure out which university’s students doing well in

recruitments. We can also find out which university students are being selected for a particular

role. This information could be very helpful for BATB to grab their desired talents for various

entry level positions. For mid-level positions work experience is more preferred than the

universities.

If we analyze last six month’s recruitments we can figure out which universities are doing well.

Let’s make a summary first. During my internship period the entry level positions for which

recruitments took place are-

Management Trainee- HR

Territory Officer

Assistant Territory Officer

Learning & Sourcing Officer

Cycle Planning Officer

Here is the university list they are from-

Position Total No. of Recruitments

IBA-DU NSU DU- MKT AIUB EWU KU BRAC Foreign & Other

University TO 11 2 6 2 1

ATO 10 2 3 2 2 1

HRMT 2 1 1

L&S 1 1

CPO 1 1

Overall 25 2 9 2 3 2 2 3 2

Table 4: Performance of Different University Graduates

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Here is the graphical representation-

Figure 5: Performance Evaluation of the University Graduates

3.7.4. Most Effective Sources of Potential Candidates

As discussed earlier, the major sources for BATB are- HR & Management consulting agencies i.e.

People Scape, Grow n Excel, HR Kites etc., Career Counseling Centers in different universities,

Internal Referrals, Internship, Posted CVs and Internet especially LinkedIn and bdjobs. Which

source gives the most number of potential candidates? This fundamental question can help BATB

HR to easily find out their desired candidates. It’s always tough to find out the right one from

hundreds of CVs. So for their ease they can ask their reliable sources for candidates.

The answer of the question will come up if we review the sources of the selected candidates of

last six months. Though this period is not enough to make a conclusion but it will definitely give

us a trend. Before entering into the analysis lets divide the total recruitment into two segments.

i) Entry level recruitments (in BATB, grade 33 and below) and

ii) Mid-level recruitments (in BATB, grade 34 and above)

The following statistical table will show us the most effective sources for both entry level and

mid-level recruitments.

Position Name Source

Head of HR Internal Source

2

9

2

3

2 2

3

2

0

1

2

3

4

5

6

7

8

9

10

IBA-DU NSU DU-MKT AIUB EWU KU BRAC Foreign &Other

Figure 6: Most effective sources of candidates

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Position Name Total Recruitments Source/s

Entry Level Positions

Cycle Planning Officer 1 NSU CPDS= 1 Learning & Sourcing

Officer 1 Internal Referral= 1

Assistant Territory Officer 10

Internal Referrals= 3 Internship= 1 EWU CCC= 2 AIUB CCC= 3 Posted CVs= 1

Territory Officer 11

Battle of Minds= 6 Internal Referrals= 2

IBA-DU = 2 Grow n Excel= 1

HRMT 2 NSU CPDS= 1

Internal Referrals= 1

Position Name Total Recruitments Source/s

Mid-level Positions

Tax & Excise Manager 1 Internal Referrals = 1 Learning, Sourcing & MIS

Executive 1 Grow n Excel = 1

Security Manager 1 Grow n Excel= 1 Internal Communications

Executive 1 Internal Referral= 1

Let’s put the summarized data in a pie chart and find out the most effective sources for BATB.

1

6

9

1 1

3

9

InternalSource

BOM InternalReferrals

Internship Posted CVs Agencies CCC ofUniversities

0

1

2

3

4

5

6

7

8

9

10

Table 5: Sources of Recruitments for the selected candidates

Figure 6: Most effective sources of candidates

Sources

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3.7.5. Effectiveness of Battle of Minds in Finding out the Right Talents

Battle of Minds is one of the most prestigious inter university competition in the country. British

American Tobacco Bangladesh has been organizing this event for the last 8 years. The

competition takes place among the best students from leading universities in Bangladesh. One of

the very important reasons behind organizing this event is to bring out the best talents from

across the country and take them to their organization. During Battle of Minds, BATB marks best

performers and later on calls every shortlisted participant for interview. A question may arise, is

BATB getting their desired candidates from Battle of Minds? Here is an analysis regarding the

question. I’ve made a status summary of the Battle of Minds 2011 Participants. This will help to

figure out whether Battle of Minds really adding value to their recruitments. In the recruitment

database there is a column named ‘Source of Getting CV’ and for the Battle of Minds candidates

the source is written as ‘BOM’. So it becomes easier to filter the Battle of Minds Candidates.

From the Battle of Minds 2011, out of 40 semifinalists 26 have been called so far. 11 of them

were failed in the primary interview, 8 of them failed in the assessment center, 7 made it to the

final interview and from there 6 were hired. The ratio is almost 3:13 which is 23%.

Battle of Minds 2011

40

26

15

7

6

Total Semifinalists

Called for PI

PI Passed

AC Passed

Hired

0 10 20 30 40 50

No. of Selections

Figure 7: Total selections through Battle of Minds

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3.7.6. Required Time to Fill Up the Vacant Positions

The effectiveness of HR department someway depends on providing the best candidates on

demand. It is important to know how long it takes to fill a vacant position. As in my database I

had columns of requisition date and joining date so it can easily be found out the duration from

requisition to joining. Normal duration shouldn’t exceed 1 month. If it does, there must be some

issues. It will help to find out the reasons behind the delay and take actions according to it. Total

duration from requisition to joining for various positions is given below-

Position Name Requisition Dates Joining Dates Duration

Cycle Planning Officer 01 January 2012 01 March 2012 2 months

Learning & Sourcing

Officer 15 January 2012 01 April 2012

2.5 months

Assistant Territory Officer

01 January 2012

01 March 2012

01 April 2012

01 February 2012

01 April 2012

01 May 2012

1 month

1 month

Territory Officer

01 January 2012

01 February 2012

01 March 2012

01 April 2012

01 February 2012

01 March 2012

01 April 2012

01 May 2012

1 month

1 month

1 month

1 month

HRMT 15 December 2011 01 February 2012 1.5 months

Tax & Excise Manager 15 April 2012 Selected, Yet to join N/A

Learning, Sourcing & MIS

Executive 15 April 2012 Selected, Yet to join N/A

Security Manager 01 April 2012 01 May 2012 1 month

Internal Communications

Executive 01 February 2012 Selected, Yet to join N/A

Table 6: Required Time to Fill Up the Vacant Positions

From the table above, we can see that for most of the positions the duration has not exceeded 1

month. Reasons of delayed joining are given below-

Cycle Planning Officer- There were 21 interviews for the position. Most of the candidates who

passed the primary interview and assessment centers shown lack of interest in the final interview

as the growth opportunity in this role is very less. That’s why it took that long time to find out the

desired candidate.

Learning & Sourcing Officer- The selected person was interviewed and selected in the mid of

February that is within a month. But he couldn’t join immediately as he was already working for

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another organization. That’s why for him it took that time to get the clearance from the

organization.

HRMT- Management Trainee is a post where company wants extraordinary candidates. Because

of the lack of deserving candidates, it delayed a bit.

For the mid-level positions, it usually delays a bit because of their involvement in other

organizations. But for the abovementioned three positions Tax & Excise Manager, Learning,

Sourcing & MIS Executive and Internal Communications Executive the selection process was

completed within a month of the requisition date.

3.7.7. Problems in Selection Process

The author has some other observations regarding the recruitment and selection process while

conducting the different phases. Those are-

i) The author has faced rescheduling the interviews or assessments several times in his

internship period due to interviewers’ or assessors’ busy schedule. BATB HR always

gives the exact time to the candidate so that they don’t have to wait a long. But the

author experienced frequent delay in interview or assessment. Though the schedules

were finalized based on the given time by the interviewers/assessors still because of

workload they couldn’t maintain the schedule. As a result sometimes the candidates

had to wait for a long time.

ii) Though BATB provides Interviewing and Assessing Skills training to quite a good

number of employees, most often it is seen that some common personnel are taking

the interviews or assessments. Others try to avoid them. Most often the major reason

is given by them is that their schedule is booked for another task. So the training

given to the employees remain unutilized.

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4. CONCLUSION & RECOMMENDATIONS

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4.1. CONCLUSION

From the whole report it is clear that the recruitment database is a very effective tool for BATB

HR for efficient recruitment and selection process. The facts that came up at the end of this

report are that BATB has a very structured recruitment and selection process. Recruitments and

selections are being conducted throughout the year. The number of entry level recruitments and

selections are greater in marketing department while there are some mid-level recruitments and

selections in different functions as well. BATB has some very effective source of recruitments

including their very own Battle of Minds. Some graduates from different universities are doing

extensively good in BATB recruitment and selection process. And overall, the efficiency rate of

BATB HR regarding selecting employees for a vacant position is acceptable.

4.2. RECOMMENDATIONS

After analyzing the recruitment and selection process the author suggested some

recommendations that might be helpful for the organization. Following are some

recommendations given to BATB:

• BATB can plan more campus recruitments according to the time period of university

graduation to get the best candidates.

• After selection, BATB HR should monitor the performance of graduates from different

universities to find out whether their selection process is effective or not and to figure out

which university graduates are performing the best.

• To overcome the problem of assessors’ unavailability, BATB can schedule at a quarterly

basis and book assessors’ schedule through internal software to ensure they remain free

in that time.

• In the case of urgency they should utilize the sources of candidates well to reduce the

recruitment and selection time but should not be confined to those sources only. It might

deprive them in getting diverse talents.

• BATB should not be biased towards some particular institutions. As they believe in

diversified working environment so graduates from different institutions might be taken

at BATB. They should invite graduates from every good university so that graduates from

those universities can at least get a chance to prove themselves.

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5. REFERENCES

i) Dessler, G. (2011). Human Resource Management (12th ed.). Florida International

University: Prentice Hall.

ii) Bratton, J. & Gold, J. (2007). Human Resource Management Theory and Practice (4th

ed.). London: Palgrave Macmillan.

iii) Recruitment Database of BATB. iv) British American Tobacco Bangladesh. Retrieved May 25, 2012, from

www.batbangladesh.com.

v) BAT Careers. Retrieved May 25, 2012, from www.bat-careers.com.

vi) British American Tobacco Bangladesh. (2011) Annual Report, British American

Tobacco Bangladesh, Dhaka.

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