Abstract:
DBL Group is a diversified business entity which has vertically integrated textile and apparel manufacturing facilities, with concerns in ICT & Telecommunications and Ceramic Tiles. It started its business in 1991 and till date it has resulted in a conglomerate of 18 concerns with the process of investing into Pharmaceuticals and Light Engineering sectors. It has a dedicated and skilled workforce of more than 22,600 employees and believes in earning the loyalty of its employees to keep their devotion toward the company.
So their Group HR role is not only concentrated to hiring, firing, letter issuance, dispatches or filing stage but also it has started to perform employee motivation, employee development, employee retention, facilitating organizational development initiatives etc. which contributes to the achievement of organizational goals to add value.
The main focus of this report is to compare and evaluate the expectation of the new employees and how the HR team is practicing. The report is divided into five sections. Every section describes various aspects. The first section is all about the internship period at DBL Group, reasons for choosing this topic, information collection procedure for the report and limitations which I have faced.
The second section describes some theoretical aspects which are important to know about the Recruitment & Selection Procedure.
The third section describes about the DBL Group, its philosophy, organizational pillars, products and services which are providing by them.
The fourth section describes the comparison and evaluation the real practice of Recruitment & Selection Team of DBL Group which is the central part of the report. Here, the scenario of the actual practice and expectation of the new joiners’ is shown. On the basis of analysis & day to day observation, SWOT Analysis has been done for DBL Group. Though DBL Group is trying to involve with the best HR Practice but identification of DBL Group’s strengths, opportunities, weakness and threats helps to provide some recommendations for their better HR (Recruitment & Selection) improvement. At the end, fifth section covers a formal conclusion with findings along with recommendations. And, the sample questionnaire which I have used to do the analysis is attached as appendix.
I hope that the reader of this report will be satisfied to my brief discussion of ‘Expectation of the New Joiners’ and Practice of Recruitment & Selection Team of DBL Group’.
