Effective organizational performances rely on the proper allocation of human resources in different functional areas. Proper recruitment and selection procedure helps an organization to allocate right type of qualified employees in the proper job position for ensuring organizational effectiveness. The banking sector is playing a crucial role in the economic advancement of Bangladesh through generating job opportunities and recruiting huge number of candidates in each year. Different researchers have projected different sources, methods, models and theories in light of designing effective recruitment and selection program. However, there is no analytical study on recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh till date. The aim of the study is to fill the gap with identifying mostly used recruiting sources, selection methods, developing a selection model for the entry-level position along with identifying perceived major barriers and strategies for maintaining the effectiveness of recruitment and selection practices. Both qualitative and quantitative approaches have been followed to complete this study. Data have been collected from both primary and secondary sources. Primary data have been collected from Human Resource practitioners of 14 private commercial banks through using a well-structured questionnaire with the inclusion of both open-ended and close-ended questions. Statistical analysis software SPSS-20 version has been used for quantitative analysis. Major findings of the study are maximum banks have different preference level for using recruitment sources and selection methods. They follow different selection procedure for the entry-level vacant positions. There are also notable commonalties in using job analysis, some recruitment sources and selection methods, assigning primary and final hiring decision responsibilities to Human Resource Managers and line managers, perceiving major challenges and adopting strategies for effective recruitment and selection functions. An attempt has been made to develop a comprehensive selection model for the entry-level position. Finally, some recommendations have been provided in this paper which will be beneficial for banks, human resources practicing organizations and for future research.
| Published in | European Business & Management (Volume 4, Issue 1) |
| DOI | 10.11648/j.ebm.20180401.15 |
| Page(s) | 28-38 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2024. Published by Science Publishing Group |
Recruitment and Selection, Strategies, HR and Line Management, A Comprehensive Selection Model
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APA Style
Tamanna Parvin Eva. (2018). Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners. European Business & Management, 4(1), 28-38. https://doi.org/10.11648/j.ebm.20180401.15
ACS Style
Tamanna Parvin Eva. Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners. Eur. Bus. Manag. 2018, 4(1), 28-38. doi: 10.11648/j.ebm.20180401.15
AMA Style
Tamanna Parvin Eva. Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners. Eur Bus Manag. 2018;4(1):28-38. doi: 10.11648/j.ebm.20180401.15
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Download@article{10.11648/j.ebm.20180401.15,
author = {Tamanna Parvin Eva},
title = {Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners},
journal = {European Business & Management},
volume = {4},
number = {1},
pages = {28-38},
doi = {10.11648/j.ebm.20180401.15},
url = {https://doi.org/10.11648/j.ebm.20180401.15},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ebm.20180401.15},
abstract = {Effective organizational performances rely on the proper allocation of human resources in different functional areas. Proper recruitment and selection procedure helps an organization to allocate right type of qualified employees in the proper job position for ensuring organizational effectiveness. The banking sector is playing a crucial role in the economic advancement of Bangladesh through generating job opportunities and recruiting huge number of candidates in each year. Different researchers have projected different sources, methods, models and theories in light of designing effective recruitment and selection program. However, there is no analytical study on recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh till date. The aim of the study is to fill the gap with identifying mostly used recruiting sources, selection methods, developing a selection model for the entry-level position along with identifying perceived major barriers and strategies for maintaining the effectiveness of recruitment and selection practices. Both qualitative and quantitative approaches have been followed to complete this study. Data have been collected from both primary and secondary sources. Primary data have been collected from Human Resource practitioners of 14 private commercial banks through using a well-structured questionnaire with the inclusion of both open-ended and close-ended questions. Statistical analysis software SPSS-20 version has been used for quantitative analysis. Major findings of the study are maximum banks have different preference level for using recruitment sources and selection methods. They follow different selection procedure for the entry-level vacant positions. There are also notable commonalties in using job analysis, some recruitment sources and selection methods, assigning primary and final hiring decision responsibilities to Human Resource Managers and line managers, perceiving major challenges and adopting strategies for effective recruitment and selection functions. An attempt has been made to develop a comprehensive selection model for the entry-level position. Finally, some recommendations have been provided in this paper which will be beneficial for banks, human resources practicing organizations and for future research.},
year = {2018}
}
TY - JOUR T1 - Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners AU - Tamanna Parvin Eva Y1 - 2018/01/08 PY - 2018 N1 - https://doi.org/10.11648/j.ebm.20180401.15 DO - 10.11648/j.ebm.20180401.15 T2 - European Business & Management JF - European Business & Management JO - European Business & Management SP - 28 EP - 38 PB - Science Publishing Group SN - 2575-5811 UR - https://doi.org/10.11648/j.ebm.20180401.15 AB - Effective organizational performances rely on the proper allocation of human resources in different functional areas. Proper recruitment and selection procedure helps an organization to allocate right type of qualified employees in the proper job position for ensuring organizational effectiveness. The banking sector is playing a crucial role in the economic advancement of Bangladesh through generating job opportunities and recruiting huge number of candidates in each year. Different researchers have projected different sources, methods, models and theories in light of designing effective recruitment and selection program. However, there is no analytical study on recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh till date. The aim of the study is to fill the gap with identifying mostly used recruiting sources, selection methods, developing a selection model for the entry-level position along with identifying perceived major barriers and strategies for maintaining the effectiveness of recruitment and selection practices. Both qualitative and quantitative approaches have been followed to complete this study. Data have been collected from both primary and secondary sources. Primary data have been collected from Human Resource practitioners of 14 private commercial banks through using a well-structured questionnaire with the inclusion of both open-ended and close-ended questions. Statistical analysis software SPSS-20 version has been used for quantitative analysis. Major findings of the study are maximum banks have different preference level for using recruitment sources and selection methods. They follow different selection procedure for the entry-level vacant positions. There are also notable commonalties in using job analysis, some recruitment sources and selection methods, assigning primary and final hiring decision responsibilities to Human Resource Managers and line managers, perceiving major challenges and adopting strategies for effective recruitment and selection functions. An attempt has been made to develop a comprehensive selection model for the entry-level position. Finally, some recommendations have been provided in this paper which will be beneficial for banks, human resources practicing organizations and for future research. VL - 4 IS - 1 ER -
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