Aegis Services Ltd is one of the most recognized quality services providing company of a Square Group. It has a very strong base of business in Bangladesh. Though Aegis was grown with the intention of backward integration of Square group but in the process of time Aegis has grab the opportunity of service market opportunity and expanded its operation outside the Square Group. If we consider the business opportunity with BCG Matrix we can say that before few years in 2013 it has become a ‘Star’ group from ‘?’ mark with huge business opportunity. Now it has the tremendous growing business opportunity and yet to be a cash cow firm for Square Group if Aegis can establish the art and science of manpower planning and managing. The craftsmanship of HR is the part of core operation here in the service providing company like Aegis. Thereby Aegis is providing a great opportunity to learn and match the basic and functional nitty-gritties of human resource management and development. Therefore getting an opportunity to work here in the core HR-operation has enabled me to relate how the HR mechanisms contribute and improve the value chain of an organization and increase the profit margin. This craftsmanship of managing and developing human resources starting from planning to termination through recruitment & selection, orientation, on-boarding, training and development, career planning with the advancement of compensation and benefit package the full employee life cycle is being practiced here.
Within the many functions of core HR operations I have selected the difficulties of recruitment process of Aegis to analyse and evaluate. The difficulties faced to recruit people have both the positive and negative influences as well. The factors are both internal and external. The internal analysis will represent the pros and cons of prevailing recruitment systems and the scopes for change and development of the process. On the contrary there is no scope to change the external influential factors which are macro level problems applicable for all other organizations as well. Through this analysis I will try to discuss some control mechanisms to adjust or extract the best value out of an adverse external environment to run the HR operations smoothly. These are the basic scenarios of my internship program which will be discussed in the subsequent sections. I believe that there can be much better options for improving the process but I have put a little effort to represent the best of my knowledge and capabilities which is congruent at this stage of my age and experience.
