Recruitment and Selection Process of Dhaka Bank LTD

Abstract

Dhaka Bank Limited has nothing like the rapidly expanding finance world, in which they have a "Banking Excellence" goal. One of the leading financial institutions in the world seeks creativity through a competent and well-trained staff with a varied occupation.

One of the most critical activities of any organization is HR operations. The HR division of Dhaka Bank is a great place to learn more about human capital. A superb team of HR administrators is responsible for all HR-related matters. Their diligent effort allows them to select good applicants. They uphold a genuine flow at the step of drafting and assortment. The reduced roll-up rate shows that the recruitment and recruiting phase of Dhaka Bank is an outstanding example.

The research focuses on the Institute of Human Resources. Given that the work demand at Dhaka Bank is significant for private commercial banks, highly skilled employees are needed who work hard, else the whole business would collapse. Such fancy people provide every firm with a huge problem.

The Human Resources Division will submit a general form to all other branches and divisions of the headquarters at the beginning of the year for the purpose of predicting future human capital demand in Dhaka Bank Ltd. (DBL). On the basis of the data collected from this method, the HR detachment estimate the staff requirement of the year. Then the HR Division trains and hires a variety of qualified and efficient staff of the bank. DBL uses both the drafting and assortment processes, nevertheless the procedure differs according to the nature of job since it is such a major organization.

A commercial bank's performance depends heavily on the quality of service offered to its clients. The efficiency of the service is determined by the skill and efficiency of the workers. Consequently, if the right person is hired for each job, DBL must be careful. Improve the recruitment and assessment phase of DBL. While DBL is well integrated in its overall method of recruitment and selection, space for development remains. It is necessary to upgrade both policy and practice.