The recruitment and selection process at R. A. K. Ceramics (Bangladesh) Limited

Abstract

The ceramics industry is an intensifying manufacturing sector in Bangladesh. Possessed by Tajma Ceramic Industries, it was a small industrial plant for porcelain tableware. Peoples Ceramic Industries, previously Pakistan Ceramic Industries, started production in 1966. One of the major ceramic manufacturers in Bangladesh, Monno Ceramics, was launched in 1985 to produce porcelain tableware with other ceramic items later. The ceramics industry sector has attracted foreign investment. Ceramic products have been exported to more than 45 countries. Specializing in high-quality ceramic wall and floor tiles, gres porcellanato, and sanitary ware, RAK Ceramics uses more than 10,000 production models (tiles) and 13,000 design pieces (sanitary ware), with new designs being added every week to its portfolio. RAK Ceramics is the world’s first company to launch Luminous, Golden or Silver Glazed tiles and the Antimicrobial, a super Specialty tile for the hospital industry. RAK Ceramics is a ISO 9001: 2008 & ISO 14001: 2004 certified organization. RAK Ceramics has been awarded the NATA (National Association of Testing Authorities) accreditation from Australia that certifies RAK Ceramics Sanitary Ware Testing Laboratory is incompliance with NATA requirements to perform specific tests operate in accordance with ISO/IEC 17025. RAK Ceramics (Bangladesh) Limited is the country’s largest and most respected tiles and sanitary ware brand. The Company was incorporated in Bangladesh on 26 November, 1998 as a private limited company under the Companies Act, 1994 as a UAE-Bangladesh joint venture project. RAK Ceramics (Bangladesh) Limited is the market leader with around 25% market share in tiles sector and around 65% market share in sanitary ware sector based on production capacity. The Company complies with ISO 13006:1998 (E), the latest international standard for ceramic tile; locally known as BDS ISO 13006:2006. The Company’s sanitary ware complies with the quality criteria of BDS 1162:2012. As an intern of R. A. K. Ceramics (Bangladesh) Limited, I was assigned to Human Resource and Admin Department of R. A. K. Ceramics (Bangladesh) Limited and Also given all the flexibility to work independently in the R. A.K Ceramics (Bangladesh) Limited. And my duty was Updating of personal file, CV Data entry, Joining the selected employees and interns, Processing, Complete employee Database and report to the General manager and many others. Recruitment is the procedure of gathering of the human resource for the available position of the organization. The outcome is poll of applicants from which new employees are selected. The probationary period for the permanent employee in RAK Ceramics (Bangladesh) limited is preserved as per Bangladesh Labor ACT 2006 subject to certain exception. There are some stages of Recruitment by which an applicant is recruited at RAK Ceramics (BD) Limited. They are Manpower Requisition (MR), Job Analysis, Searching and CV screening. The organization take employees through internal and external sources. For the external sources they use man power consultant firms, advertising firms, website advertisement, employee referrals etc. CV Screening is also called short listing. The process is directed by the Human Resource Department and Respected Department. Selection process means putting the suitable and qualified candidates on the accurate kind of job. By selecting exact candidate for the required job, organization will also save time and money. Proper screening of applicants takes place during selection process. In R. A. K. Ceramics (Bangladesh) Limited there are two process in selection which are: Pre Selection Process, it includes Interviews, Approval of the selected candidates: Medical Checkup of candidates: Appointment of a candidate. In

v R. A. K. Ceramics (Bangladesh) Limited Interview are taken in preliminary stage and final stage. After this comes the post selection process that includes: Submitting the joining letter, Orientation of the Employee, Providing Identity Card to Newly hired employee, Confirmation of Job. After doing my internship for three months in R. A. K. Ceramics (Bangladesh) Limited I have observed their recruitment and selection process and I have found the following findings about the selection process of R. A. K. Ceramics (Bangladesh) Limited. A. K. Ceramics (Bangladesh) Limited mainly emphases on both internal and external sources for recruitment. Internally the organization releases the positions of the job and announces it to all current employees. Based on candidate’s skills, educational background, experience of work candidate can be recruited in the organization. For external sources the company does advertisement, provide online advertisement, takes assistance from the employment agencies (only for high level post where foreign job seeker are applied), arrange internship for the students, take employee from personal contact. R. A. K. Ceramics (Bangladesh) Limited has a structured and standard selection process. Once the recruitment and selection process is completed then the personnel are appointed base on their job description. The organization fills the vacant position by promoting the present employees (if the employee is suitable). R. A. K. Ceramics (Bangladesh) Limited is one of the largest joint venture company in the ceramic sector of Bangladesh. They value their human resource as an asset, so the company mainly focuses on internal sources to fulfill the vacant position in the company and keep their employee satisfaction high. According to me R. A. K. Ceramics (Bangladesh) Limited should use Campus placements as a source of recruitment. By focusing on Campus Placements Company can attract qualified personnel for vacant jobs in the organization. After closely observe the overall recruitment and selection process of R. A. K. Ceramics (Bangladesh) Limited is one of the best joint venture in ceramic sector of Bangladesh and they are doing very good in their business and also their recruitment process is top class. For entry level post they can use written interview but for the mid and top level vacancy written test could be prohibited rather they can put emphasize on the experience and working skills. The company can take interns in regular basis as it helps them (interns) to understand the real life working environment as well as the company can hire them after the intern period which will help the organization to lessen cost.