Square Toiletries Ltd. & it’s recruitment & selection process

Abstract

As a part of completion of my ‘Bachelors of Business Administration’ program, I had completed my Internship at the Human Resources Department of the ‘Square Toiletries Ltd.’. The AGM & the Head of the Human Resources Department of ‘Square Toiletries Ltd.’ had supervised me with the help of her subordinates during this period. In this report I tried to reflect some of my observations which I had found during this internship period. During this time I had the opportunity to learn about its organizational cultures, different practices at the Human Resources Department and mainly it’s recruitment and selection process. ‘Square Toiletries Ltd.’ is one of the largest manufacturers of toiletries products in Bangladesh, and had started its journey in the year 1988 under the supervision of ‘Square Pharmaceuticals Ltd.’. It’s vision is to understand each and every customers’ needs, and to satisfy those needs by providing good quality products & high level of customer service at reasonable price. It offers more than fifty five products under twenty brands and covers a wide range of categories like skin care, hair care, oral care, baby care, fabric care, scourers, male grooming and OTC. But ‘Square Toiletries Ltd.’ is mainly popular for its winter care products. The head office of the ‘Square Toiletries Ltd.’ is situated at Mohakhali, Dhaka and it has two production facilities which are located at Pabna and at Rupshi. So the Human Resources are mainly allocated in these sites of operations. But there are some other staffs who are working for the sales team throughout the country. According to the functions and nature of work ‘Square Toiletries Ltd.’ had divided its human resources into twelve separate departments like ‘Human Resources Department’, ‘Product Development’, ‘Production Planning and Inventory Control’ etc. ‘Square Toiletries Ltd.’ follows a well defined hierarchy or structure for management employees to maintain the chain of command, and it starts with the General Manager and ends with the Junior Executive. It also follows different hierarchy for it’s sales team. The organization has some strengths & opportunities and on the other hand it also has weaknesses and threats. But it is capable of moving ahead by overcoming most of the limitations. During my internship I got involved with different types of jobs, but most of them were linked with the recruitment and the selection process. It’s recruitment and selection process includes a total number of fourteen steps starting from the ‘Hiring requisition from the department’ to ‘Personal database maintain at HRIS and close recruitment’. My performance during my internship was evaluated on different criterions like the accuracy and efficiency of my work, punctuality, behavior, understanding of the nstructions, communication skills, availability, interest in learning, tidiness, formal get-up etc. Therefore I would like to give some recommendations based on my observations during this Internship program. ‘Square Toiletries Ltd.’ should conduct more researches for knowing customers’ perception, interests & preferences about the products, and for developing better quality products. It should take some initiatives to increase cooperation among departments, and to minimize internal conflict. It should implement more innovative marketing strategies to attract customers. It should have to take necessary step to ensure product availability at most of the stores. Otherwise it will keep losing revenues which it might get from a group of customers. It might think about producing some of it’s raw materials by itself which will help it to save some extra cost. As a member of the same group of companies, the HR department may take some initiatives to increase cooperative attitude of it’s employees towards other sister concerns. It should become more punctual during execution of written exam and interview sessions. It should allocate necessary time to the recruitment process. In some cases the organization had tried to save some time and tried to complete the job fast. But ultimately it failed to select and hire enough number of candidates from them. It should evaluate the candidates on the basis of the same standard. If two different group of candidates are judged on the basis of two different standard for the same vacancy or for the same position, then I think that the process get biased. It should develop compensation policies for its Interns. Now they don’t pay anything to it’s interns, but they are able to attract more talented interns by paying a good remuneration for their service. By doing this it can ensure another pool of competitive and talented candidates for it’s future recruitments. ‘Square Toiletries Ltd.’ should provide better training facilities to it’s employees. It should design it’s training programs more thoughtfully, and should run the program according to the predetermined schedule. It should monitor and evaluate it’s employees’ performances more carefully. Some of them are not always committed to their responsibilities, and some of them are using company’s resources for their personal purposes. Though it was not possible for me to get the best outcome from this internship program due to some limitations, but it had helped me to get introduced with the organizational practices practically and helped me to learn about different issues. Unlike other organizations ‘Square Toiletries Ltd’ is also running it’s business operations besides some of the limitations, but it have huge opportunity to perform better in it’s sector. It’s recruitment policies are transparent, and it generally tries to evaluate it’s candidates fairly. But still there are some scopes for improvement, and it need to work on it.