A study on recruitment and selection practices and their impact on employee performance at EWPD, Bashundhara Group

Abstract

This report examines the recruitment and selection process and its impact on employee performance at the East-West Property Development (EWPD) Ltd. of the Bashundhara Group. The purpose of the study was to evaluate how existing recruitment and selection practices influence employee performance and to identify challenges that may affect organizational productivity and workforce stability. The study particularly focused on issues such as low employee performance, high employee turnover, and reduced productivity that may arise due to ineffective recruitment and selection procedures. The findings of the report indicate that the recruitment and selection process plays a significant role in determining the quality and performance of employees within the organization. It was observed that structured recruitment practices, including job advertisements, preliminary screening, interviews, and final selection procedures, are followed within the organization. These practices were found to contribute positively to employee performance when implemented systematically. However, several limitations were also identified during the analysis. In some cases, delays in recruitment decisions and limited emphasis on competency-based evaluation were observed, which may lead to the selection of candidates whose skills and abilities do not fully match job requirements. As a result, issues such as reduced productivity and lower employee efficiency may occur. Additionally, when employees feel that the recruitment process does not adequately match job roles with their competencies, job dissatisfaction and higher turnover rates may arise. The analysis further suggested that the absence of more advanced assessment tools and limited training for recruitment personnel may also affect the effectiveness of the selection process. Based on these findings, several recommendations are proposed to improve recruitment and selection practices at EWPD. First, the recruitment process should be more competency-based, ensuring that candidates are evaluated according to their technical skills, experience, and job-related competencies. Second, the adoption of structured interviews and standardized evaluation criteria is recommended to ensure fairness and consistency in the selection process. Third, training programs should be provided for HR personnel to enhance their recruitment and assessment capabilities. Finally, the use of modern recruitment tools and digital platforms could help attract more qualified candidates and reduce the time required for hiring. Overall, improving recruitment and selection strategies is expected to enhance employee performance, reduce turnover, and increase productivity within EWPD.