Executive Summary Bangladesh is the ninth largest country of the world as regards its population not for its area of land. It has almost 14 crore people. So the main thrust could be given on the development and management of human resources. In the country some large medium sized and a large number of business and industrial organization have been established and a significant number of human resources are employed in the organizations. Though more than 70% of its total population is still involved in cultivation of land, but no remarkable attempt has been made to manage the agriculturists for the national purpose.
That is why Bangladesh is still a poor country. In Bangladesh, many public and private businesses, non-business and industrial organization has been emerged. My report “The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries” is a mere attempt to disclose the present scenario of HRM concepts and practices regarding recruitment and selection procedure at Palmal Group of Industries. The specific objective of the study is to assess & evaluate its existing “Recruitment and Selection Method” and for finding out shortcoming to summarize the necessary recommendations.
The topic “The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries” has been designed on the basis of its theoretical aspect. Prior to recruitment protocol job analysis and personnel planning are necessarily carried out. “The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries” is maintained through the strategic planning & formalities. Recruitment and Selection Procedure are modern as like development world of the HRM system. TABLE OF CONTENTS |Chapter | |Headings |Page No. |01 | |Introduction | | | |01. 1 |Introduction | | | |01. 2 |Objective | | | |01. 3 |Scope of the study | | | |01. |Methodology | | | |01. 5 |Source of data | | | |01. 6 |Limitation | | |02 | |Organization Overview | | | |02. | | | | |02. 2 | | | | |02. 3 |Background of “OMIC Group of Companies | | |03 | |Topic Analysis & Description | | | |03. |Theoretical Framework of the study | | | |03. 2 |Re | | | |03. 3 | | | | |03. | | | |04 | |Findings | | | |04. 1 | | | |05 | |Recommendation | | | |05. | | | |06 | |Conclusion | | | |06. 1 | | | | | |Appendix | | | | |Bibliography | |
Chapter 1 01. 1. Introduction Mega mergers and acquisitions, increasing global competition, exploding e-business opportunities and disappearing national borders- with all these changes the business environment is becoming unpredictable. However, it is certain that all organizations will be confronting a totally new world and they will expect a human resource strategy to be ready for it. Human Resources management is now center stage and a key strategy issue that must be addressed at highest level of every organization.
The study discloses the present scenario of Human Resource Management concept and practices regarding and selection procedures at Palmal Group of Industries. Human Resource Management is part of the organization that is concerned with the “people” dimension. HRM can be viewed in one of two ways. First, HRM is a staff, or support in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing organization’s goods and services. HRM is a function of every manager’s job.
Whether or not one work in a “formal” HRM department, the facts remain that to effectively manage employees requires all managers to handle the activities. 01. 2. Objective of the Report The primary objective of this report is to comply with the requirement of the Palmal Group of Industries. But the objective behind this study is something broader. Objectives of the study are summarized in the following manner: • To apply theoretical knowledge in the practical field. • To make a bridge between the theories and practical procedures of business day-to-day operations. To analyze Human Resource Practices and explain the recruitment and selection procedure of Palmal Group of Industries. • To assess and evaluate the existing recruitment and selection procedure to identify the strengths and weakness of existing recruitment and selection procedure of Palmal Group of Industries. • To find out the shortcoming of existing recruitment and selection procedure of Palmal Group of Industries. • To summarize the recommendations of existing recruitment and selection procedure of HRD at Palmal Group of Industries. 01. 3. Scope of the Study
An organization large or small, profit or service oriented, whether it is, the ultimate aim is to achieve organizational goal. This achievement can only be possible through skillful and effective management of manpower, usually after successful completion of recruitment, selection and induction process the new employee must be developed to better fit the job and the organization. OMIC Group of Companies has an enriched and skilled Human Resource Division. HRD through definite and systematic recruitment and selection procedure selects & trains up it’s manpower for achieving it’s ultimate goal. 01. 4. Methodology
Methodology refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, and collecting the facts or data, analyzing the facts and reaching certain conclusions either in the form of solutions towards the concerned problem or in certain generalizations for some theoretical formulation. It includes the process of gathering, recording and analyzing critical and relevant facts about any problem in any branch of human activity. It refers to critical searches into study and investigation of problem/ proposed course of action/hypothesis or a theory. The data and information of this report are collected from Primary sources • Secondary sources and • Personal interview The interview sessions were conducted with some Junior Officer, Senior Officer an HR Manager of the company. Most data and information including company’s financial data were collect through internet. 01. 5. Sources of Data Collection of facts (raw facts) is known as data. There are two types of data are available based on source. These are: 1. Primary sources of Data 2. Secondary sources of Data The “Primary Sources” are as follows: • Face-to-face conversation with the respective officers and staffs of the Office. • Informal conversation with the clients. Practical work exposures from the different desks of the departments of the office covered. • Relevant file study as provided by the officers concerned. The “Secondary Sources” of data and information are: • Annual Report of OMIC Group of Companies. • Various books, articles, compilations etc. • Different ‘Procedure Manual’, published by OMIC Group of Companies. • Different data are collect from organization website. 01. 6. Data collection procedure There are three types of method, survey, observation and experiment. Data is collected through survey method. For the survey method, the researcher will use unstructured personal interview.
A questionnaire is kept in hand of the interviewer to aid the interview process. A personal interview is a form of direct communication in which an interviewer asks respondents questions in a face-to-face situation. There are several advantages of personal interviews. • Probing complex answers. • The opportunity for feedback. • High participation. 01. 7. Limitation Although the topic “Recruitment and Selection Procedures of OMIC Group of Companies” should be most favorable for an outgoing student of HRM, I had to prepare this thesis report under the following limitations: As a student of Friday-only-course of IIUC (only a class day a week), library work & discussion with the classmate regarding my thesis, especially guidance instruction of my respectable thesis supervisor was unfortunately limited. • It was very difficult to collect the information from various personnel for their job constraint. • Since the high officers and HR Manager had to respond to my questionnaire while they were busy were busy with their hectic work. Some of the officers were less interested to respond to my questionnaire. Lack of availability of information and data, as in many cases updated data were not available. • To maintain company secrecy some information are not mentioned in this report. • Due to shortage of time it was not possible to pull all kind of information in this report. Chapter 2 Organization Overview 02. 1. Historical Background of Overseas Merchandise Inspection Co. Ltd. (OMIC) Overseas Merchandise Inspection Co. Ltd. (OMIC) was established in Tokyo, Japan in 1954. From the very beginning inspection of rice shipments from many exporting countries was the main inspection work.
This was due to the fact that immediately after World War II, Japan had scarcity of rice, which is the Japanese staple food. Within a few years of establishment, OMIC had expanded its inspection services into not only agricultural commodities but also many other various goods such as minerals and metals, miscellaneous equipment, electric appliances, motor vehicles and plant machinery. Nowadays, OMIC’s inspection activities have been expanded to provide services up to a level of consulting services for various Government Aid projects such as JICA, ODA, etc. , as well as an organic Certification services covering Foodstuffs imported into Japan.
In 1984 as a New Branch to the Business OMIC commenced working under the IFIA scheme of WTO-PSI, previously known as CISS as one of the IFIA Members as well as an IFIA PSI Committee Member. The main objective of WTO-PSI applied to many developing countries is firstly, to generate Import Duty Revenue, and secondly, to prevent any illegal overflow of hard currency through the import system. The countries who applied the PSI Scheme and with which OMIC used to work under in the past were Nigeria, Kenya and 11 other countries in Africa, Pakistan in 1990-90, Peru, Ecuador and Venezuela in South America.
Since OMIC is the only IFIA member with its home base in the Asia region contrary to many others PSI agencies, its actual performance of PSI services has been mainly in the regions of Asia (including South Asia Bangladesh, India & Sri Lanka ) and Australia under special consortium arrangement with European based PSI agency. OMIC’s experience of over half a century as an International Inspection Company and 24 years experience operating within Government Mandatory Schemes such as WTO-PSI pertaining improvement of Import Duty Revenue Collection has greatly contributed financially to many governmental bodies.
Their have eighteen branch office in other country. They are Japan, Australia, Bangladesh, Canada, China, Hong Kong, India, Indonesia, Korea, Malaysia, Singapore, Sri Lanka, Taiwan, Thailand, United States, Uzbekistan, and Vietnam. OMIC- The Brand of Trust in Support of Quality The OMIC Group network cutting edge inspection technology, rich experience and internationally recognized quality control systems, meets all customer needs with prompt and precise services. Overseas Merchandise Inspection Co.
Ltd. (OMIC) is a fully independent inspection company working to support the smooth flow of world trade and uphold the quality of a vast range of products. OMIC maintains a fair and neutral stance at all times, supplying an impressive range of specialized services to scrutinize the quality, quantity and other key aspects of the merchandise being handled. The OMIC company name and logo have earned respect from customers around the world as a brand that supplies uncompromising quality and trust.
OMIC offers its customers a half-century of achievement and experience, cutting edge inspection technology nurtured through unrelenting R&D and an extensive global network. Maximizing the combination of these tangible and intangible assets, OMIC supplies scrupulous services that translate into genuine and lasting customer satisfaction. ISO9001:2000 CERTIFICATION Reflecting its corporate mottos, “Supplying services steeped in customer satisfaction” and “Constantly improving the quality of services,” OMIC has earned certification under ISO9001:2000 – the international standard for quality management systems.
It is currently targeting qualification under ISO17020:1998, the general operations criteria for various types of inspection performing bodies. Excelling as an IFIA Regular Member The London-based International Federation of Inspection Agencies (IFIA) is the only global organization of inspection agencies and companies. To uphold its member’s trust as international inspection bodies. IFIA standardizes inspections, develops inspection technology education and coordinates communication between governments and trade agencies. It contains both regular members and associate members.
OMIC is the only regular member from Japan and supports IFIA operations in that capacity. 02. 2. Corporate Philosophy As an independent agency inspired by the untiring pursuit of quality, OMIC works from the corporate conviction that an uncompromising stance of compliance with professional ethics leads naturally to customer satisfaction. 02. 2. 1. Rigorous Pursuit of Quality OMIC offers far-reaching support of international transactions, with quality control systems that mobilize the Group’s devotion to quality consciousness.
Addressing today’s growing demands for safety and reliability in merchandise, OMIC uses quality control systems to provide customers with access to safe products at all times. 02. 2. 2. Fairness and Neutrality OMIC brings independence and fairness to all business operations. Backed by cutting edge technology, expert staffing levels, global networking and other integrated strengths, OMIC supplies fully neutral services for inspecting quality, quantity and specified parameters, along with consulting in agriculture and other sectors. 02. 2. 3. Customers Come First” Services OMIC’s quality control systems are coordinated by experienced inspectors well versed in customer needs. They include control and analysis of the latest intelligence and education and training systems to update technology. OMIC then marshais the full scope of these resources to achieve customer satisfaction. 02. 2. 4. Advanced and Reliable Technology and Certification OMIC has over a half-century of experience in its fields of expertise a track record underscoring the trust of national governments and public agencies worldwide.
It also excels in targeting positive tests of agrochemical residues. DNA analysis and other key demands, addressing customer needs with cutting edge inspection and analysis. 02. 2. 5. Compliance with Professional Ethics and Laws The OMIC “Compliance Code” is a guideline formed the five basic principals of the IFIA Articles of Association (sincerity, avoidance of conflict of interest, confidentially, bans on corruption, fair marketing). All OMIC organization and staff strictly observe this code, within ethical and legal compliance that lives up to customer trust. 2. 3. OMIC’s services at a glance: 1. Inspections ? Quality and Quantity Inspection, Specification ? Container Inspection and Performance Test ? Sampling ? Stowage and Packaging Inspection ? Engineering Inspection 2. Testing & Analysis ? Identification for Microorganism ? Physical and Chemical Analysis ? Food Sanitary Test ? DNA Analysis Identification 3. Services ? Logistical Supervision ? Fumigation ? Full Outturn Guarantee (FOG) ? National Disaster Assessment Service 4. Marine/Insurance ? P & I Club ? On and Off Hire Survey ? Pre-Purchase Service Damage Survey ? Vessel Vetting Services ? General Average ? Container Inspection ? Insurance Survey 5. Accreditation ? JAS Registration Accreditation Inspection (“Organic JAS Level”) etc. 6. Consulting ? Technical Consultations ? Various Types of studies ? Quality and Safety Management Consultations 7. PSI ? WTO PSI ? ODA PSI ? Investment Machinery and Equipment Inspections 02. 4. For OMIC Services network in the world OMIC Group Network: • OMIC International Ltd. • Asia • North America, Europe, Oceania • Allied Agencies • OMIC Group Offices • OMIC Sole Agent
I. ASIA |Bangladesh |OM Inspection Co. Ltd. | |China |OMIC Dalian Office | | |Dalian OMIC Merchandise Inspection Co. , Ltd. | |Hong Kong |OMIC & Associates Ltd. | |India |OMIC (India) Pvt. , Ltd. | |Indonesia |PT. OMIC Consulting Services Indonesia | |Japan |Overseas Merchandise Inspection Co. , Ltd. Head Office) | | |Overseas Merchandise Inspection Co. , Ltd. (Kansai Office) | | |OMIC International Ltd. | |Korea |OMIC Korea | |Malaysia |Ritchie & Bisset Sdn. , Bhd. | |Myanmar |OMIC Inspection and Surveying Co. , Ltd. | |Singapore |Ritchie & Bisset (Far East) Pte. Ltd. | |Sri Lanka |OMIC Lanka (Private) Ltd. |Taiwan |OMIC Taipei Office | |Thailand |OMIC Bangkok Branch Office (with Laboratories) | | |OMIC Technical Services Co. , Ltd. | | |OMIC Consumer Products Inspection & Testing Co. , Ltd. | |Vietnam |OMIC Ho Chi Minh Office, FCC Control And Fumigation Joint Stock Company | |Uzbekistan |OMIC Uzbekistan Office |
II. North America, Europe, Oceania |Canada |OMIC Vancouver Office | |U. S. A. |OMIC Portland Branch | | |OMIC USA Inc. , Oregon(Laboratories) | | |OMIC U. S. A. INC. California | | |California Agri Inspection Co. , Ltd. | |Australia |OMIC Melbourne Office | | |OMIC Australia Pty. , Ltd. (Laboratories) | III. Allied Agencies OMIC has agencies in the following countries and supplies swift and appropriate services with reasonable cost. ARGENTINA |GHANA |ROMANIA | |AUSTRIA |GUATEMALA |RUSSIAN FEDERATION | |BELGIUM |ITALY |SAUDI ARABIA | |BRAZIL |JORDAN |SOUTH AFRICA | |CAMBODIA |LAOS |SPAIN |CHILE |MEXICO |SWAZILAND | |COLOMBIA |NETHERLANDS |SYRIA | |CUBA |NEW ZEALAND |TANZANIA | |CZECH REPUBLIC |NIGER |TURKEY | |DENMARK |NORWAY |U.
A. E | |EGYPT |PAKISTAN |U. K. |EQUADOR |PERU |TOGO | |FINLAND |PHILIPPINES |URUGUAY | |FRANCE |POLAND | | |GERMANY |QATAR | | IV. OMIC Group Offices |Australia |Overseas Merchandise Inspection Co. , Ltd. Melbourne Office) | | |OMIC Australia Pty. Ltd. | |Bangladesh |OM Inspection Co. Ltd. | |Canada |Overseas Merchandise Inspection Co. , Ltd. (Vancouver Office) | |China |Overseas Merchandise Inspection Co. , Ltd. Dalian Office | | |Dalian OMIC Merchandise Inspection Co. , Ltd. Dalian OMIC | |Hong Kong |OMIC & Associates Ltd. |India |Overseas Merchandise Inspection Co. (India) Pvt. Ltd. (Kalkata) | | |Overseas Merchandise Inspection Co. (India) Pvt. Ltd. (Mumbai) | |Indonesia |PT. OMIC Consulting Services Indonesia (OMIC Indonesia) | |Japan |Overseas Merchandise Inspection Co. , Ltd. (Head Office) | | |Overseas Merchandise Inspection Co. Ltd. (Kansai Branch) | | |OMIC International Ltd. | |Korea |Ritchie & Bisset Marine Services Sdn Bhd | | | | |Malaysia |Overseas Marine & Cargo Inspection Corp. | |Myanmar |OMIC Inspection and Surveying Co. Ltd. | |Singapore |Ritchie & Bisset (Far East) Pte.
Ltd. | |Sri Lanka |OMIC Lanka (Private) Ltd. | |Taiwan |Overseas Merchandise Inspection Co. , Ltd. (Taipei Office) | |Thailand |Overseas merchandise Inspection Co. , Ltd. (Bangkok Branch) | |USA |Overseas Merchandise Inspection Co, Ltd. (Portland Branch) | |Uzbekistan |Overseas Merchandise Inspection Co. , Ltd. Uzbekistan Office) | |Vietnam |Overseas Merchandise Inspection Co. Ltd. (Ho Chi Minh City Office) | 02. 5. The OMIC Global Organization (OMIC Organization) OMIC relies on its global network, linking up all concerns of the globe, to supply an impressive range of swift and guaranteed services for products sourced from all major regions. Figure: 1 02. 6. Department Description of OMIC 02. 6. 1. Agriculture & Consumer Products Group The agriculture & consumer products Group has developed as a key part of the OMIC organization.
Backed by a vast experience, technical skill and know-how meticulously developed over the past half-century, the Group enjoys the solid trust of government institutions and other concerned organizations for the government institutions and other concerned organization for the excellence of its dealings in the field of international business transaction. Agriculture & Consumer Products Group are provide these services criteria: Commodities • Food grains, beans and oilseeds • Feed grains, feedstuff pellets and Rough Feedstuff • Starch, Vegetables Oils, Sugar, Molasses and Staff • Meat, Dairy Products, Animal Fats Fruits and Vegetables • Tea, coffee and Cacao Beans • Fish and Shellfish • Canned, Bottled and Prepared Foods • Confectioneries • Timber, Woodchips, Pulp, Paper and Jute Products • Consumer Goods (Clothing, Textiles, Toys etc. ) Services —– Quality Analysis • Food Ingredient Analysis • Food Additive Analysis • Heavy Metal Analysis • Agrochemical Residue Analysis • Mycotoxin Analysis • Microbiological Tests • DNA Identification • Genetically Modified Food Analysis • Coffee Cup Tests —— Pre-Shipment Inspection • Carriage: Hole, Ship, Seaworthiness and Container • Cargo: Quality, Weight and Packing —– Supervision of Loading & Unloading and Transport —— Fumigation of Freight Loaded or Stored —— Full Out-turn Guarantee Service (FOG) —— Draft Survey —— Maritime Damage Survey —— Food Sanitation Inspection —— Food Safety Information —— National Disaster Assessment Services. 02. 6. 2. Minerals and Chemicals Group Minerals and Chemicals Department dates from 1957, with the launch of the Calcutta Branch to handle inspection of India an iron are shipped to Japan. Over a half century later, these modest beginnings have bloomed into a massive network reaching to all concerns of the globe.
The Group has earned OMIC’s generous trust and recognition from all countries where it does business, underscored by its official registration as an inspection agency for international in iron are, nonferrous ore, various types of metals, Chemicals and other products This dept. Commodities are as follows: —— Iron & Steel Materials • Iron Ore, Iron Pellets, Pig Iron, Reduced Iron, Ferroalloys —— Raw Materials • Coal, Cokes, Manganese Ore, Fluorspar, Dolomite, Iron and Steel Scrap —— Nonferrous Materials • Copper, Lead, Zinc Ore, Nickel, Laminate, Magnesia Clinker —— Chemicals Fertilizers, Petrochemical Products etc. —— Various Metals • Copper Blister, Ore etc. This Department is providing Services: —— Hold and Container Inspection —— Stacking and packing Inspections —— Draft Survey —— Liquid Measure Survey —— Cargo-handling Supervision —— Weighing: • Freight Cars, Trucks, Hopper Scales —— Sampling and Sample preparation —— Testing & Analysis • Moisture, Particle Size, Grade, Physical Property Tests —— Weighing Machine Inspection: Performance, Accuracy, Maintenance —— Freight Status Inspections: Holds, Yard Containers, Warehouse lteriors —— Claim Surveys Loss and Damage Surveys, Contamination Cause Surveys, Situational Surveys and Assessments —— Chatterer’s Agent Services • Cargo-handler Designated Hold Inspections • Notice of Readiness (N/R) Receipt • Daily Report Confirmation • Lay time Calculations —— Mine and port surveys, Cargo Grade Loading Surveys for Iron Ore, Copper, Nickel, And Other Minerals 02. 6. 3. Plant and Machinery Group OMIC uses its extensive overseas network to meet the diversified demands of customers in Japan and around the world, winning solid trust for inspections of an ever-expending range of plant machinery and other genres of equipment and apparatus.
Experienced inspectors work from the specifications and procedural sheets demanded by customers in conducting materials, manufacturing in-process, performance and function and pre-loading inspections, along with all other phases of the check and testing details required in each case. Inspection Items of Plant and Machinery Department: • General Industrial Products • General machinery for chemical and power etc. • Rotating Machines • Electrical equipment, Instrumentation and control machinery • Machine tools, others industrial machinery • Pressure Vessels, Heat Exchangers Plate and Pipe Materials, Various Vehicles Services of Plant and Machinery Group: —— Engineering Inspection • Products Specification, performance and function inspections • Nondestructive inspections • External Appearance and size inspections —— Process Control • Materials arrangements, progress control —— Pre-shipment Inspections • Quantity and weight inspections • Loading supervision • Container cargo loading supervision —— ODA Materials and equipment inspections —— Plant Screenings • Quality control systems, equipment details • Technical levels, production capacity —– Local worksite inspection • Installation supervision, completion surveys, pilot operation 02. 6. 4. Consultants Department The Consultants Department was established in October 1977, mobilizes OMIC technology and know-how cultivated on the strength of over a half century of agriculture products inspection work. The department’s service focus is on master plan study and grant aided project to support post harvest processing and agriculture marketing in the developing countries of Asia, Africa and other regions, with studies conducted for both the government and public sectors. 02. 6. 5.
Marine Survey Department In April 2004, the OMIC Group welcomed into corporate family Ritchie & Bisset (Far East) Pte Ltd. , a Singapore and Malaysia based company originally established in 1866, which boasts a long and venerable history in the marine survey field. Today, as Group Marine Survey Division, Ritchie & Bisset (Far East) offers specialized high- quality services worldwide, working from the basic foundation of P&I Clubs requirements. Regional Offices of Marin Survey Department are Singapore ( Head Office), Japan, Malaysia, Hong Kong, Thailand, Myanmar, Indonesia, Korea, India & Taiwan.
Services of Marin Survey Department: —— Technical surveys • Classification • Government • Ship surveying • Insurance surveys • Pre-purchase surveys • Superintendence • Expert Witness-Arbitration • New Building Supervision • OCIMF Inspection —— Cargo surveys • Damage surveys • General Average • Edible Oils • Container inspection services • Bagging surveys • Verification and Pre-shipment services —— Licensed Appraisers-Valuation Surveys —— Tank calibration services —— Marine surveys • P &I Club • On & Off-Hire surveys • Load-Out surveys • Towage surveys • Bunker surveys • Petrochemical Cargo Superintendence • Compass Adjusting 02. 6. 6. Compulsory Government Pre-Shipment Inspection Department 02. 6. 6. 1. WTO PSI As a member of the PSI Committee of the International Federation of Inspection Agencies (IFIA), and based on accreditation from pertinent government agencies, the OMIC Group performs the following Pre-Shipment Inspection (PSI) activities within the framework of the World Trade Organization (WTO) agreement adopted by the governments of developing countries. Quality and quantity inspection based on contractual specifications Packing analysis and customs valuations
HS Code classifications Preparation of import statistics to the client 02. 6. 6. 2. ODA PSI The Japanese government energetically implements Official Development Assistance (ODA) for infrastructure improvements, environmental protection and other important support programs for the developing countries of the world. ODA equipment and materials procured within Japan or in other countries by consultants must be inspected before shipment by third-party inspection agencies, in accordance with guidelines set forth by the Ministry of Foreign Affairs of Japan.
The OMIC Group, as an authorized third-party inspection agency, plays a key role in supporting the smooth execution of these ODA projects. 02. 6. 6. 3. Investment Machinery and Equipment Inspections OMIC is one of the few inspection companies certified by the State General Administration for Quality Supervision and Quarantine (AQSIQ) of the People’s Republic of China and works in that capacity to supply the Chinese with expert investment asset appraisal services.
This work targets assets (materials, equipments and machinery, including used items) produced outside of China by overseas investment companies intending to establish joint venture firms in China. Assessments of the value of such investment assets are conducted in the country of supply prior to loading for shipment. Submitting the value assessment certificates to the Chinese authorities streamlines inspection procedures by the China Inspection and Quarantine (CIQ), speeding up formalities in China. OMIC also provides similar inspection services for equipments bound for Vietnam, India, Thailand and Indonesia. 2. 6. 7. Organic Agricultural Produce Certification Department Consumer calls for safe and healthy foods have grown more intense in recent years, supporting demand for the shift to use organic verities of agriculture produce, processes foods and livestock feed OMIC actively addresses this trend and enjoys certification as a “Registered Accreditation Agency” by Minister of Agriculture, Forestry and Fisheries under the Law Concerning Standardization and proper Labeling of agricultural and Forestry Products and (the Japanese Agricultural Standard Law).
As a private sector third-party inspection agency. OMIC independently determines if production process managers, packers and importers of domestic and overseas organic agricultural produce, processed foods and livestock feed do indeed satisfy the technical standards set forth by Japan’s Ministry of Agriculture, Forestry and Fisheries. When such compliance is confirmed, OMIC issues certificates of authorization for the handling of this produce.
Business entities accredited with this status are permitted to rate produce at their own discretion, and mark products, packages, invoices and other items with the official “Organic JAS” label. Flow through accreditation (OMIC Organic Certification Department) Figure: 2 02. 7. Corporate Profile of OMIC Group |Company Name |Overseas Merchandise Inspection Co. , Ltd. OMIC) | |Date of Establishment |December | |Representative Director |Representative Director and President Shinchi Yahagi | | |Representative Director and Managing Director Satoshi Ito | |Capitalization |60,000,000 yen (As of March 31, 2006) | |Employees |Approx. 60 (January 31, 2006) | |Number of Offices |34 (March 31, 2006) | | |- Domestic: 10 (1 Head Office, 1 analysis lab, 7 representative offices) | | |- Overseas: 24 | | |(3 branches, 2 sales offices, 4 business offices, 15 local subsidiaries) | |Head Office |15-6, Nihonbashi, Kabuto-cho, Chuo-ku, Tokyo 103-0026 | | Tel: 81-3-3669-5181 | | |Fax: 81-3-3669-5190 | | |E-Mail : pdd. [email protected]t. com , URL: www. omicnet. com | |Major Business Profile |Testing of quality, Measuring and weighting of cargo | | |Physical property testing, component analysis, food safety inspection, gene and protein | | |analysis | | |Fumigation and disinfection of products, building, and ship holds containers etc. | |Supervision of the unloading and loading cargo and verification for management of inventory | | |Full Outturn Guarantee on weight/quality of cargo | | |Marine surveys (Hull-Machinery damage survey, Hatch survey, survey on weight on dry/liquid | | |cargo and Vessel vetting services) and Insurance surveys (Appraisal for damage insurance | | |claims on cargo ships and buildings) | | |Price evaluation for imported and exported products and appraisal of machinery, factories, | | |power plant and other facilities. | |Consulting on production, processing, distribution and logistic services etc. of | | |agriculture, marine, mineral, and industrial products. | | |Standards compliance certification of production process involving organic agriculture | | |products, processed food with organic agriculture products etc. | | |Natural Disaster Assessment services | | |Any business incident to the preceding items. |Stock Status |Total issued stock: 120,000 shares | | |Number of shareholders: 42 | | |Major shareholders: Trading companies, banks, nonlife insurance companies, shipping | | |companies etc. | |Bank Accounts |The Bank of Tokyo-Mitsubishi UF J, Ltd. , Mizuho Bank , Ltd. , | | |Sumitomo Mitsui Banking Corporation | 02. 8.
Organization chart of Overseas Merchandise Inspection Co. , Ltd. (OMIC) Dhaka, Bangladesh Figure: 3 02. 9. Hierarchy of the management of Overseas Merchandise Inspection Co. , Ltd. (OMIC) Dhaka, Bangladesh Figure: 4 Chapter 3 03. 1. RECRUITMENT OF HUMAN RESOURCE Human resources are the most valuable asset of a company. Previously the company owner treats its people as worker or employee. Now it has been changes. Modern management treats its people as resources. The company must acquire qualified and effective persons to ensure the continued operation of the organization. So, the success of any company almost depends on its human resources. Definition of Recruitment
Recruitment is the process of accumulation of human resources for the vacant positions of the organization. According to David A. DeCenzo and Stephen P. Robbins, “Recruitment is the process of discovering potential candidates for actual and anticipated organizational vacancies. ” Edwin B. Flippo has defined, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. ” From the above definition we can say that, Recruitment is the process of finding and attraction capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted.
The result is a pool of applicants which new employees are selected. The quality of an organization’s human resources depends on the quality of its recruits. 03. 1. 1. Sources of Recruitment in Bangladesh Generally there are five sources of recruitment in Bangladesh. These are as follows: Internal Sources References – An excellent source of information is the current employee who may know someone who would be qualified and interested in the open position. This source of information is very low cost, yet can yield a number of good prospects. ? Other: o Promotion o Transfer o Up gradation External Sources: ? Advertising ? Employment agencies ? Professional organizations Educational institutes ? Unsolicited or Casual applicants Employee referrals: ? Recommendation from the current employees ? Appropriate for hard to fill positions Alternative to recruitment: ? Employee leasing ? Temporary help services ? Independent contractors Cyberspace recruiting: ? www. bdjobs. com ? www. chakri. com ? www. job1. com ? www. jobsbangla. com ? www. prothom-alo. job. com ? www. jobstreet,com 2. Recruitment Model Figure 5: Recruitment model 03. 1. 3. Recruitment Process Overseas Merchandise Inspection Co. Ltd. (Bangladesh) Recruitment is the process of finding and attraction capable applicants for employment.
OMIC Bangladesh always wants to recruit the right people with combination of skills and resources in the right place. Because OMIC believes that in order to achieve the organizational goal effectively there must be a need of skilled human resources. OMIC always believes in Equal Employment color, region, race, age, national origin or any other factor. The Company always wants to recruit the best and suitable human resources in the vacant position. The person who can face the global challenges and always concentrate to achieve the Company’s vision, mission, and goals always gets preference. 03. 1. 4. Recruitment policy of OMIC • To achieve the organizational goal effectively OMIC Top Management has develop a “Recruitment Policy”.
In accordance with the Recruitment Policy there have some guidelines. The guidelines of the policy are as follows: • Ensure the right people in the right place. • Combination of skills and resources is a must. • Policy is based on EEO. • No discrimination against the applicant on the basis of sex, color, region, race, age, national origin or any other factor. • Company’s policy is always loyal to the Local law. • No one who is below 18 years of age can be hired as an employee for OMIC Bangladesh on regular, contract or temporary status. • The person who is serving in any other companies whether temporary or permanent under any circumstances in any capacity is never recruited. That functional heads determines suitable qualification for any post. • Absolute confidentiality in HR Recruitment Policy must maintain. 03. 1. 5. Recruitment sources of OMIC OMIC Bangladesh usually uses three types of recruitment sources, internal source and external source. • Internal source – Firstly employees can be recruited from the internal source. Management is usually preferred to recruit known and experienced employees from within the organization. In the following ways OMIC recruitment from the internal source may take place with the approval of the Management Director: • External source – There are also some external sources of human resources recruitment uses by OMIC.
These are as follows: o Advertisement in the Daily Newspaper – (The newspaper that are widely circulated) o Employee agencies (Public agencies, Private employment agencies) o Professional organizations (Account associations, Labor unions, Management associations) • Employee Referrals / Recommendation – Recommendation from the current employees. 03. 1. 6. Steps in Recruitment at OMIC There are various steps followed by OMIC Bangladesh to recruit skilled and qualified employees for the achievement of objectives. The steps are as follows: Assessment of the job – The following things are to be assessed for a job: o Whether the work is difficult or not. o Whether experience is required or not. o What are the qualities needed for the work to be done? o When the work will be started?
Requisition of Recruitment – The concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department. The Human Resources Department than complete its formality and return it to the concern department. Last of all the concern department submit the Recruitment Requisition Form to the Managing Director for approval. The new appointments must be according to the approved HR budget and must be approved by the Managing Director. Attracting application – OMIC always circulate the job vacancies by publishing advertisement in national newspapers. The newspapers that are widely circulated get preference for accomplishing this task. For circulating the publishing widely and effectively OMIC chooses both Bangla and English dailies.
The advertisement includes name of the position, nature of work, age limits, educational qualification, qualities and experience required for the job, job responsibilities and duties, expected salary, place of the job etc. Receiving applications – In the advertisement, potential and confident applicants are asked to submit their applications along with their resume, certificates and other necessary documents within a period of time. Then the HR department receives all the resumes submit by the applicants. 03. 1. 7. FINDINGS AND ANALYSIS 03. 1. 7. 1. Questionnaire 1 Recruitment process [pic] Figure 6: Recruitment process 2. a |45 |88 |33 |0 |0 |166 |42 |3. 952380952 | |b |25 |120 |15 |4 |0 |164 |42 |3. 04761905 | |c |50 |56 |48 |4 |0 |158 |42 |3. 761904762 | |d |40 |28 |60 |14 |0 |142 |42 |3. 380952381 | | Table 1: Recruitment process Company tries it best to recruit the best employee was received 3. 95 and is above the satisfactory level. Organizations emphasis on educational background received 3. 90 is above the acceptable level. Organization emphasis on experience related to the job received 3. 76 is below the satisfactory level. Organizations emphasis on the reference applicants used got 3. 38 is also below satisfactory level and need immediate attention. Overall score is 3. 74 is slightly below the satisfactory level. 03. 1. 7. 2. Questionnaire 2
The Second element compromises with four sub elements which determine the Recruitment process OMIC From the four sub elements of second elements I find that the recruitment process of OMIC is fair and transparent. OMIC uses both Internal and external recruitment channels. They don’t apply the cyberspace recruitment because they don’t feel it. The cyber space recruitment is comparatively costly. The guidelines of the policy are as follows: ? Ensure the right people in the right place. ? Combination of skills and resources is a must. ? Policy is based on EEO. ? No discrimination against the applicant on the basis of sex, color, region, race, age, national origin or any other factor. Company’s policy is always loyal to the Local law. ? No one who is below 18 years of age can be hired as an employee for OMIC Bangladesh on regular, contract or temporary status. ? The person who is serving in any other companies whether temporary or permanent under any circumstances in any capacity is never recruited. ? That functional heads determines suitable qualification for any post. ? Absolute confidentiality in HR Recruitment Policy must maintain. First of all the concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department.
The Human Resources Department than complete its formality and return it to the concern department. Last of all the concern department submit the Recruitment Requisition Form to the Managing Director for approval. In order to attract the applicants an advertisement in the national newspaper is publishing. Then the HR Department collects the Resume or Curriculum Vitae and filed it. The company always tries to find out the best people for recruiting. A minimum requirement is fixed for the job. The requirement is depend on the types of job. OMIC Management always prefers the people who have already completed the Bachelor or Masters in any recognized public or private universities.
Sometimes the experience related to the job is preferable but it always emphasis on the capability of the applicants to carry out the job. A minimum requirement of two references is needed in order to verify the applicants. But if any one of the applicants applies any sorts of persuasive measure it will be treated as disqualification. In brief, it has been shown that the overall recruitment process is fair and transparent. 03. 2. SELECTION AND INTERVIEW PROCESS The second step of Recruitment and Selection Process is Selection. It is the process of choosing the suitable person among the total number of applicants. Definition of Selection M. J.
Jucious has defined, “The selection procedure is the system of functions and devices adopted in a given company for purpose of ascertaining whether or not candidate process the qualifications called for by a specific job. Dale Yoder has defined, “Selection is the process by which candidates for employment are divided into two classes those who will be offered employment and those who will not. Inputs and challenges to HR Selection The selection process relies on three helpful inputs. These are; 1. Job Analysis 2. Human Resources Plan 3. Recruits Figure 13: Inputs and challenges to HR Selection The input job analysis yields the description of the jobs, the human specifications and the performance standards each job requires. Another input, HR plans identify likely job openings and allow selection to proceed in a logical & proactive manner.
The last input, recruits form a pool of applicants from which employees are selected. Other challenges to the selection process limit the actions of HR specialists and line managers. Thus selection process is influenced by these inputs challenges and HR activities (orientation, training, development, compensation, career planning etc. ) are highly dependent on selection process. 03. 2. 1. Process of Selection Figure 7: Process of Selection 03. 2. 2. Types of interview ? Individual interview Individual interview is one-to-one interviews between the applicants and the interviewer. ? Group interview There are two variation of group interview.
One variation is to have applicants meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. Another major variation is to have two or more applicants be interviewed together by one or more interviewers. ? Unstructured interviews An unstructured interview allows employment specialists to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background. ? Structured interviews Structured, or directive, interviews rely on a predetermined set of questions.
The questions are developed before the interview begins and are asked of every applicant. ? Mixed interviews Interviewers typically use a blend of structured and unstructured questions. The structured questions provide a base of information that allows comparisons between candidates; the unstructured questions make the interview more conversational and permit greater insights into the unique differences between applicants. ? Behavioral interviewing Behavioral interviewing focuses on a problem or a hypothetical situation that the applicant is asked to solve. Often these are hypothetical situations, and the applicant is asked what should be done. Both the answer and the approach are evaluated. ? Stress interviews
Stress interviews attempt to learn how the applicant will respond to job pressures. The interview consists of a series of harsh questions asked in rapid-fire succession and in an unfriendly manner. Since stressful situations are usually only part if the job, this technique should be used in connection with other interview formats. Even then negative reactions are likely among those who are not hired. 03. 2. 3. Tests Types for selecting candidate in Bangladesh context In order to select people, following tests are conducted in different organizations both public and private in Bangladesh. Figure 8: Tests Types for selecting candidate in Bangladesh context 03. . 4. SELECTION AND INTERVIEW PROCESS OF OMIC Selection is the second steps of Recruitment and selection process. Selection is the process of choosing the best one among the number of applicants. OMIC Management typically followed a standard pattern, beginning with an initial screening, interview, presentation and concluding with the final employment decision. The selection process of OMIC is as follows: Initial screening interview The first step in the selection process is the screening process. During the initial screening process the Human resource manager describes the job in detail so the candidates can consider seriously about applying.
After that OMIC HR Manager compiles the resume and curriculum vitae from the applicants. The applicants may come to the corporate office or he or she can post his or her documents by post. Employment tests Employment tests are varies from job to job. Such as – for MPO recruitment the physical appearance or smartness get preference where for IT executive recruitment the educational background as well as the experience related to the job get the preference. 03. 2. 5. Testing tools used by OMIC Many employment tests exist in OMIC, but each type of test has only limited usefulness. Each type of test has a different purpose. Knowledge tests determine the information or knowledge of the applicants.
OMIC Management is able to demonstrate that the knowledge is needed to perform the job. Performance tests measure the activity of applicants to do the some part of the work for which they are to be hired. Psychological tests measure personality or temperament of the applicants. By conducting this test OMIC management wants to know about the applicant’s personality. Attitude and honesty tests are being used in the same circumstances to learn about the attitudes of applicants and employees toward a variety of job related subjects. Attitude tests are being used to assess attitudes about honesty and presumably on the job behavior. For finance department this test is sometimes applied by OMIC management.
Medical tests determine the physical fitness of the applicants. It measures whether the person is fit enough to do the job or not. Power point presentation measures the applicant’s communication skill and fluency in English. 03. 2. 6. Selection interview OMIC selection interview is a formal, in-depth conversation conducted to evaluate an applicant’s acceptability. The Management of OMIC seeks to answers three broad questions: Can the applicant do the job? Will the applicant do the job? How does the applicant compare with others who are being considered for the job? Selection interviews are the most widely used selection technique. The popularity stems from their flexibility.
They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information. Interviewers learn about the applicant and the applicant learns about the employer. 03. 2. 7. Types of interview conduct by OMIC Individual interview The supervisor of the vacant position takes the interview. This time the interviewee only face one person. This is often called individual interview. Group interview The applicants may meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. And sometimes two or more applicants are interviewed together by one or more interviewers.
This is called group interview. Unstructured interviews OMIC management also applies the unstructured interview. This interview allows OMIC interviewers to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background. Structured interviews Sometimes management applies Structured, or directive, interviews rely on a predetermined set of questions. The questions are developed before the interview begins and are asked of every applicant. 03. 2. 8. Verification of Reference and Educational background
All sorts of certificates are to be checked by the HR service manger in this stage. At least two references are needed in order to verify applicants. After verification the reference and certificates the next is begin. 03. 2. 9. Medical check up The section process also includes a medical evaluation of the applicant before the hiring decision is made. Normally, the evaluation consists of a health checklist that asks the applicant to indicate health and accident information. All sorts of expenses in this regard are borne by OMIC Management. 03. 2. 10. Supervisory interview The ultimate responsibility for a newly hired worker’s success falls to the worker’s immediate supervisor.
The supervisor is often able to evaluate the applicant’s technical abilities. When supervisors make the final decision, the employment function provides a supervisor with the best prescreened applicants available. From those two or three applicants, the supervisor decides whom to hire. 03. 2. 11. The final hiring decision Regardless of whether the supervisor or the HR department makes the final hiring decision, hiring makes the end of the selection process, assuming that the candidate accepts the job offer. To maintain good public relations, OMIC management notifies applicants who are not selected. 03. 2. 12. FINDINGS AND ANALYSIS 03. 2. 12. 1. Questionnaire 1 Selection process [pic] Figure 9: Selection process . a |45 |88 |33 |0 |0 |166 |42 |3. 952380952 | |b |25 |120 |15 |4 |0 |164 |42 |3. 904761905 | |c |50 |56 |48 |4 |0 |158 |42 |3. 761904762 | |d |40 |28 |60 |14 |0 |142 |42 |3. 380952381 | | Table 2: Selection process Company tries it best to recruit the best employee was received 3. 95 and is above the satisfactory level. Organizations emphasis on educational background received 3. 90 is above the acceptable level. Organization emphasis on experience related to the job received 3. 76 is below the satisfactory level. Organizations emphasis on the reference applicants used got 3. 38 is also below satisfactory level and need immediate attention.
Overall score is 3. 74 is slightly below the satisfactory level. 03. 2. 12. 2. Questionnaire 2 The Third element compromises with three sub elements which determine the Selection process OMIC. It has been shown that OMIC management follows a standard procedure in the selection process. The Management always tries it best to find the best and suitable person for employment. In the selection chapter it has been shown that it applies several tools and techniques to find out the best person among the total applicants. The types of tests are as follows: Figure 10: Types of tests The steps of the selection process are as follows: Figure 11: Selection process of OMIC
In brief, the overall selection process of OMIC is very standard. BIBLIOGRAPHY Rahman Ataur M, Islam Rabiul Md. “Human Resource Management, Zahin Publications, First edition Dhaka, 2007, page no 12 Decenzo, David A. “fundamentals of Human Resources Management, Eight edition , John Wiley & Sons , 2005, Edwin B. Flippo. Human Resource Management, Ninth edition Rahman, Ataur M. , Islam Rabiul Md, “Human Resources Management,” First edition ,Zahin Publications,2007 Koontz & Weihrich “Management”, McGraw Hill education, 2001 Ricky W. Griffin, “Management”, McGraw Hill Education, 2000. William B. Werther, Jr. & Keith Davis, “Human Resources and Personnel Management”, 2002 Company profile of OMIC www. wfpma. om –focuses on globe / international HRM issues www. omicnet. com www. omicnet. comomicnetpdfterms-en. pdf www. mars. com /other_ policies/diversity . as Appendix 1 Questionnaire (Prepared for educational purposes only) 1. Recruitment a. What are the recruitment policies of OMIC? b. What are the recruitment sources used by OMIC? c. What is the recruitment process? d. What are the steps in recruitment followed by OMIC? 2. Selection a. What is the procedure of selection adopted by OMIC HR Department? b. What are types of tests applied by OMIC? c. What are the desires of OMIC Management about selecting an employee? ———————–  Edwin B. Flippo.
Human Resource Management, Ninth edition  Rahman, Ataur M. , Islam Rabiul Md, “Human Resources Management,” First Edition ,Zahin Publications,2007  Rahman, Ataur M. Islam Rabiul Md, “Human Resources Management,” First Edition ,Zahin Publications,2007 uman Resources Management, Eight Edition , John Wiley & Sons , 2005  Rahman, Ataur M. Islam Rabiul Md, “Human Resources Management,” First Edition ,Zahin Publications,2007, page 139 ———————– Planning & Development Dept. Organic Certification Dept. Consultants Dept. Plant & Machinery Dept. Minerals & Chemicals Dept. Produce Dept. Technical Dept. HR Dept. Tokyo Branch Kansai Branch Laboratory Ba