dc.contributor.advisor | Ahsan, Feihan | |
dc.contributor.author | Shultana, Sheikh Israt Jahan | |
dc.date.accessioned | 2022-08-21T08:36:19Z | |
dc.date.available | 2022-08-21T08:36:19Z | |
dc.date.copyright | 2022 | |
dc.date.issued | 2022-02 | |
dc.identifier.other | ID: 15104121 | |
dc.identifier.uri | http://hdl.handle.net/10361/17105 | |
dc.description | This internship report is submitted in partial fulfillment of the requirements for the degree of Bachelor of Business Administration, 2022. | en_US |
dc.description | Cataloged from PDF version of internship report. | |
dc.description | Includes bibliographical references (pages 50-51). | |
dc.description.abstract | Recruiting is the process of finding and attracting applicants to employer jobs in a timely, sufficient
and qualified manner. Under selection is the process of selecting qualified and competent
candidates from a pool of applicants. Recruitment and selection are important for recruiting talent
and creating the competitive advantage that organizations need to compete with others.
Organizations are constantly trying to attract most talented employees. These talented people will
be key players as they can ensure the growth of companies. Organizations need to implement
selection strategies that ensure that their personal qualities match their goals. An inadequate
selection process can waste more time and money. If an organization wants to succeed in the
selection process, it must follow some of the selection strategies. The purpose of this study is to
investigate existing recruitment and selection policies and executive selection practices in the
enterprise, assess the effectiveness of recruitment and selection policies and practices, and
compare recruitment and selection policies and practices. Existing models of administrative
decisions, supervisor enrollment and choice approaches and practices in different areas, and chief
choice arrangements and practices in light of review results for creating studies. Consider the
model. This study was descriptive and exploratory. This study sought to clarify current practices
and limitations in the recruitment and selection practices of sample companies. This study used
mixed methods or triangulation. This means that this study used both qualitative and quantitative
data collection methods. Collected structured questionnaire Quantitative data. | en_US |
dc.description.statementofresponsibility | Sheikh Israt Jahan Shultana | |
dc.format.extent | 54 Pages | |
dc.language.iso | en | en_US |
dc.publisher | Brac University | en_US |
dc.rights | BRAC University Internship reports are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission. | |
dc.subject | Recruitments and Selection Process | en_US |
dc.subject | Al-Arafah Islami Bank Limited (AIBL) | en_US |
dc.subject.lcsh | Banks and banking--Bangladesh | |
dc.subject.lcsh | Employees--Recruiting | |
dc.title | Recruitments and selection process of Al-Arafah Islami Bank Limited (AIBL) | en_US |
dc.type | Internship report | en_US |
dc.contributor.department | BRAC Business School, BRAC University | |
dc.description.degree | B. Business Administration | |