Sonali Bank Intern Report 1

Internship report on
Recruitment and Selection Process of

Sonali Bank Limited
A.F.M Ashraful Islam

BBA Program (55th Batch)
ID No: BBA05517221
Supervisor
Khadiza Rahman
Senior Lecturer
Department : Business Administration
Specialization : Human Resource Mnagement
Stamford University Bangladesh

Letter of Transmittal
Date:
To
Khadija Rahman
Senior lecturer
Department of Business Administration
Stamford University Bangladesh.
Siddeswari Campus
Subject: Submission of Internship Report.
Sir,
With due respect, I state that, I have completed the internship report named “Recruitment and
Selection Process of Sonali Bank Limited”. I consider myself lucky for getting the chance of
submitting the internship report which I have been assigned by you as a part of my internship
program at Sonali Bank Limited.
I have found the study to be quite interesting, beneficial & insightful. I have tried my level best
to fulfill all the requirements to make my internship report according to your expectation.
Without the sincere co-operation and proper guidance of you, it was not possible for me to
prepare the report.
So, I would like to request you to accept my internship report that is enclosed with this
application for your kind consideration.
Sincerely yours
………………………………..
ID. 05517221
BBA (55th Batch)
II
Certificate from the Supervisor
This is to certify that the report on “Recruitment and Selection

Process of Sonali Bank Limited” is done by A.F.M Ashraful Islam
as a partial fulfillment requirement of “Bachelor of Business
Administration (BBA)” degree from the Department of Business
Administration, Stamford University Bangladesh.
------------------------------------------
Khadiza Rahman
Senior Lecturer
Department Business Administration
III
Student Declaration
I do thereby that, the report on entitled “Recruitment and Selection Process of

Sonali Bank Limited” has been prepared by me for the partial fulfillment of BBA.
I also declare that this proper is the outcome of my sole work and prepare for academic
purpose which a part of BBA and paper may not be used in the market or business
purpose.

Id No. BBA 05517221
BBA (55th Batch)
Stamford University Bangladesh.
IV
Preface
Internship in BBA program is a scope of gathering practical knowledge
on corporate environment by engaging in an organization for a certain
period. This report is the result of a descriptive research that is
conducted during the internship period in Sonali Bank Limited.
Sonali Bank Limited the biggest commercial bank in the country. It is

a service oriented company and provides different customer services
to its clients through its various operations. The management of the
bank is aware that without providing qualified services the bank will
not be able to survive in this competitive business arena. By providing
better customer services the bank will be able to retain its existing
customers and attract new customers..
Commercial banks play an important role in the economy. Skilled and

efficient manpower is the key to run its activities smoothly. Effective
recruitment and selection process is the precondition to that. The
recruitment and selection practices in this bank give us a view about
their performance efficiency. In this report, an attempt has been made
to portray a picture on the recruitment and selection process of Sonali
Bank Limited.
V
Acknowledgement
First I would like to express my deep sense of gratitude to Almighty

Allah to give me the strength to complete the report within the
stipulated time. The successful accomplishment of this project work is
the outcome of the contribution of number of people, especially those
who have given the time and effort to share their thoughts and
suggestions to improve the report.
Completion of anything requires supports from various sources. I am

very fortunate to get the sincere guidance and supervision from a
number of people. First and foremost, I would like to convey my sincere
gratitude to Khadiza Rahman, Senior Lecturer for his
encouragement and cooperation in writing this report. I am also
indebted to him for his constant guidance.
I am very much grateful to the official of Sonali Bank Limited who
extended their enthusiastic cooperation during my internship period.
It is worth mentioning to utter the name of my all respectable teachers
of my department from whom I have learned over the academic years.
Finally, I would like to thank all those people who have shared their
views about my work, provided me with necessary information,
criticized me, and congratulated me. This acknowledgment is not
enough to tell them how profound the impact of their opinion is on this
report, how indebted I am to them. I express my heartiest gratitude to
all of them.
VI
……….…………………….
A.F.M Ashrful Islam
Executive Summary
National Bank of Pakistan was the largest commercial bank in the then
East Pakistan. After liberation of Bangladesh in 1971, this bank along
with two smaller banks, Premier Bank and Bank of Bahawalpur were
merged into Sonali Bank. The bank was nationalized under the
Government order P.O.26, 1972.This bank was transformed into a
Public Limited Company under 100% ownership of Government and
started functioning as Sonali Bank Limited on 15 November, 2007.
Sonali Bank Limited is the largest nationalized commercial bank in

Bangladesh. Every person must have seen a branch of Sonali Bank in
his/her local area. It is a service oriented company and providing
different customer services to its clients through its various operations.
The management of the bank is aware that without providing qualified
services the bank will not be able to survive in this competitive
business arena. By providing qualified customer services the bank will
be able to retain its existing customers and attract new customers. It is
the quality that determines the position and prospective of the bank.
The objective of this report is to reveal feature of Selection and
Recruitment Process of Sonali Bank Limited and find out the
weak areas and recommendations to recover those.
The objective of this study was to gather knowledge about the

recruitment and selection process of Sonali Bank Limited. The study
was also done to gain in-depth knowledge about the HR Department of
the bank and find out various limitations in the recruitment and
selection process.
The study requires a systematic procedure from selection of the topic

to preparation of the final report. To perform the study, the data
sources were to be identified and collected, to be classified, analyzed,
interpreted and presented in a systematic manner and key points were
to be found out. The primary data was collected through face to face
interview, observation, and by participation in the recruitment and
selection process. The secondary information collected from website,
VII
magazine, annual reports, journals, books and some other relevant
sources.
As an intern, my scope was very limited and restricted. I had

maintained some official formality for the collection of data for my
report. This report mainly encompasses the Human Resource Practices
of the Sonali Bank Limited. The report is based on my responsibilities,
observation and studies during my internship period in Human
Resource Department of Sonali Bank Limited. The main limitation of
the study was the collection of information, because most of the
information was not available. Collection of data was also very time-
consuming and the website of the bank was less informative.
Sonali Bank Limited has lots of scope to improve in Human Resource

department as they have some competitive advantages as the largest
commercial bank in Bangladesh. It has the most number of branches
around Bangladesh which can play an important role to create a
positive impression in the market.
VIII
Table of Contents
Particulars
Page Number
Letter of Transmittal ii
Certificate from the Supervisor iii
Student Declaration iv
Preface v
Acknowledgement vi
Executive Summary vii
Chapter1 Introductory Part

1.1 Introduction 2
1.2 Origin of the Report 3
1.3 Objective of the Study 3
1.4 Methodology 4
1.5 Data Collection and Processing 4
1.6 Limitations 5
Chapter 2 Conceptual Framework of

Bank
2.1 Definition of Bank 8
2.2 Objectives of Bank 9
2.3 Types of Bank 11
2.4 Role of Bank in the Economy of Bangladesh 13
Chapter 3 Literature Review

3.1 Definition of Recruitment 15
3.2 Types of Recruitment Needs 15
3.3 Sources of Recruitment 16
3.4 Definition of Selection 16
IX
3.5 General Recruitment and Selection Process in Bangladesh 17
Chapter 4 Company Profile

4.1 Overview of the Bank 21
4.2 Corporate profile of Sonali Bank 22
4.3 Vision and Mission 22
4.4 Organogram 23
4.5 Functional Structure 24
4.6 Board of Directors 25
4.7 Credit Rating of Sonali Bank Limited 26
4.8 Services Offered by Sonali Bank Limited 27
4.9 Islamic Banking 28
Chapter 5 Recruitment and Selection Process of Sonali

Bank Ltd.
5.1 Staffing Strategy of Sonali Bank Limited 30
5.2 Types of Recruitment in Sonali Bank Limited 30
5.3 Recruitment Sources and Methods of Sonali Bank Limited 31
5.4 Required Recruitment Qualifications of a Candidate in Sonali Bank Ltd. 32
5.5 The Selection and Recruitment Policies of Sonali Bank Limited 33
5.5.1 Core Banking Cadre Service (CBCS) 33
5.5.2 Banking Operation Cadre Services (BOCS) 34
5.5.3 Banking Support Service Cadre (BSSC) 34
5.6 Recruitment of Trainee Assistant 36
5.6.1 Written Test and Interview Model for TA 36
5.6.2 Interview Committee and Interview Rating Sheet 37
5.6.3 Probationary Period and Confirmation of Service of TAs 37
5.7 Recruitment of Management Trainee 38
5.7.1 MT Category, Requisite Qualifications and Placement status 38
5.7.2 Period of Probation 38
5.7.3 MT Exposure on the Job and Performance Evaluation 39
5.7.4 Confirmation in Service 39
5.7.5 Mode of Recruitment for MT 39
5.7.6 Grading/Marking for MT 40
5.7.7 Interview Committee, Evaluation and Final Selection of MT 40
5.8 Recruitment of Probationary Officers 41
5.8.1 Period of Probation and Confirmation in Service of Probationary Officer 42
5.9 Recruitment of Experienced Executives/Officials 43
5.9.1 Recruitment Criteria for Experienced Executives/Officials 43
X
5.10 Selection Process of Sonali Bank Limited 46
5.11 Sonali Bank Limited Training Institute 49
Chapter 6 Problems of Recruitment and Selection

Process
6.1 Problems of Sonali Bank Limited in the Selection and Recruitment Process
50
Chapter 7 Suggestions and Conclusion

7.1 Recommendations to Deal with the Problems 54
7.2 Conclusion 57
References 58
XI
Chapter 1
Introductory Part
1.1 Introduction
Banking is known as the backbone of the national economy. Banks play an important
role in the business sector & promoting industrialization & economic development of
the country. Banks provide necessary funds for the executing various program underway
in the process of economic development. All sorts of economy & financial activities
revolve around the bank. As the industry produces goods & commodities, bank creates
& controls money market & promotes formation of capital.
Bank is a powerful medium to bring socio-economic changes in a developing country like

Bangladesh. The three important sectors in Bangladesh like Agriculture, Commerce &
Industry provide the bulk of the country’s wealth. So the nourishment of these sectors is
only possible through satisfactory banking facility. Development of banking system can
provide the necessary boost for the rapid economy growth of a country.
Basically, Bank collects deposit from the customers at a lower rate of interest & lends it
to the borrowers at a higher rate of interest considering the cost of fund. The difference
amount indicates the operating profit for a bank.
Banks provide different services, credits to the customers. The customer comes from all
walks of life, from a small business to a multi-national corporation having its business
activities all around the worlds. The bank has to satisfy the requirements of different
customers belonging to various social groups. The banking business has therefore
become complex & requires specialized skills. It functions as an agent for bringing about
economic, industrial growth, & prosperity of the country. As a result different types of
bank with various services have come in to existence to suit specific requirements.
The recruitment and selection processes of an organization are two of its most
important HR activities. The basic purpose of recruiting is to ensure a sufficient pool of
applicants from which the most qualified individuals will be selected. Effective recruiting
is important because sufficient number of qualified applicants is needed to ensure that
selection will be successfully accomplished.
2
1.2 Origin of the Report
To fulfill the requirement of the internship of BBA program it is a mandatory

requirement of the program that require a student to work in a particular organization
for minimum forty-five days. As a part of course requirement, every BBA student has to
be attached with a business organization after completion of BBA examination for 60
days under internship program.
Earlier the topic of the report, along with other stuffs, was proposed to the internship
supervisor, who subsequently permitted me to work on the topic suggesting some
modifications and giving thorough guidelines. This report “The Recruitment and
Selection Process of Sonali Bank Limited” is the output of the 60 days long internship
program at Sonali Bank’s Malibag Branch located at Dhaka, Bangladesh.
1.3 Objective of the Study
Primary Objective of the Report

To know overall about the company of Dhaka Bank Limited and also know each and
every parts of the recruitment and selection process of that company.
Secondary Objectives of the Report:

 To gather knowledge about the function of human resource division.
 To identify the Recruitment Process of Sonali Bank Limited.
 To focus on the major elements of Recruitment and Selection process.
 To focus on the updated methods of modern recruitment and selection
techniques.
 To identify the problem of human resource division of Sonali Bank Limited,
especially Human Resource Planning and Sourcing.
 To recommend suggestions for the HR Division and HR Planning and Sourcing of
the Sonali Bank Limited.
3
1.4 Methodology
The study requires a systematic procedure from selection of the topic to preparation of
the final report. To perform the study, the data sources were to be identified and
collected, to be classified, analyzed, interpreted and presented in a systematic manner
and key points were to be found out. The overall process of methodology has been given
as below:
• Primary: The primary information collected through face to face interview,
observation, and by participation in the recruitment and selection process.
• Secondary: The secondary information collected from website, magazine, annual

reports, journals, books and some other relevant sources.
Both primary and secondary data sources will be used to generate this report. Primary
data sources are scheduled survey, informal discussion with professionals and
observation while working in different desks. The secondary data sources are different
published reports, manuals of Sonali Bank Limited.
1.5 Data Collection and Processing
Methods of Data Collection and data collection instruments:

The study is based on secondary sources and also primary sources. Secondary data
works as accelerator of the primary data.
1. Primary sources: Primary data were collected through telephone and direct
communication.
2. Secondary sources: Following were the secondary sources of data.
a) Annual report of Sonali Bank Ltd.
b) Different published articles published by Sonali Bank Ltd.
c) Website of Sonali Bank Ltd.
d) Different other articles and magazines.
4
Data Processing and Analysis Plan:
Various procedures were applied on the data to get useful information. Data processing
involves various processes, including:
 Data summarization
 Data aggregation
 Data validation
 Data tabulation
 Statistical analysis
1.6 Limitations
This report is subject to a number of limitations. These are:
 Lack of Information: As management systems and all employees are not clearly
disclosed in a separate title in the annual reports, there is lack of sufficient
information for analysis. For this reason it is difficult to analyze current situation
of these reporting.
 Confidentiality of data: confidentiality of data is another important barrier that
was faced during the preparation of this study. Every organization has their own
secrecy that is not revealed to others. While collecting data on Sonali Bank
limited, employees did not disclose enough information for the sake of
confidentiality of the organization.
 Inexperience: Furthermore, I carried out such an internship program for the first
time. So, inexperience is one of the main factors that constituted the limitation of
the study.
 Time limitation: the time was not sufficient for such a study. The time period of
the study is very short as I had only thirty-five days in my hand to work as an
intern in SBL which was not enough to have a practical experience about HRD
activities.
5
 Non-discloser: I have also information limitations because the people I have
interviewed they did not disclose information as I needed. Moreover, they
skipped much information technically like- internal and external recruitment
budgeting process.
 Unavailability of adequate resources: Adequate book, publication and journals
were not available.
Even I could not accumulate all the available information. However, I have tried my best
to prepare my internship report as good as possible within these limitations.
6
Chapter 2
Conceptual Framework of Bank

2.1 Definition of Bank
The bank is the life blood of modern economy. A bank is a financial intermediary and
money creator that create money by lending money to a borrower, thereby creating a
corresponding deposit on the bank's balance sheet. In other words, an establishment
authorized by a government to accept deposits, pay interest, clear checks, make loans,
act as an intermediary in financial transactions, and provide other financial services to
its customers.
Following are some definition of Bank stated various renowned economists.
“A bank is a financial intermediary, a dealer in loans and debts.”

-Professor Cairncross
“Bank is an office or an institution for the keeping, lending and exchanging of money.”
-Professor Chambers
“Bank is an institution, the principal task of which is to collect the utilized money of the
people and to lend it to others.”
-R. P. Kent
Banking in its modern sense evolved in the 14th century in the rich cities of Renaissance
Italy but in many ways was a continuation of ideas and concepts of credit and lending
that had its roots in the ancient world.
Banking in its modern sense evolved in the 14th century in the rich cities of Renaissance
Italy but in many ways was a continuation of ideas and concepts of credit and lending
that had its roots in the ancient world. Due to their importance in the financial system
and influence on national economies, banks are highly regulated in most countries. Most
nations have institutionalized a system known as fractional reserve banking, central
banking, under which banks hold liquid assets equal to only a portion of their current
liabilities. In addition to other regulations intended to ensure liquidity, banks are
generally subject to minimum capital requirements based on an international set of
capital standards, known as the Basel Accords.
8
2.2 Objectives of Bank
Bank has various objectives as per other financial organizations. But banking
organization view point is exceptional than others. The objectives of bank can be viewed
from three different perspectives:
1. Objective from the View Point of Bank Owners

i. Earning Profit: Profit motive of the owners of the Bank acts as a driving force in
engaging themselves in the business of banking like all other business.
ii. Rendering Services: Bank renders various services to the society as a part of their
social commitment and this is a prime objective for engaging in banking business.
Bankers are not only to make profit but also to do some good to the society.
iii. Investment of Fund: The owners of the bank treat the bank as a suitable sector to
invest their accumulated saved money.
iv. Earning Good Will: The owners of bank take bank as a way of earning good will by
enhancing the periphery of their banking business.
v. Raising Efficiency: The owners sharpen their managerial skill and efficiency by
ensuring smooth operation of their banking business
2. Objective from the view point of the government

i. Issuance of Notes: Government issues notes and currency as a medium of
exchange through banks.
ii. Formation of Capital: Government always encourages formation of capital in
society through households and bank act as a catalyzing force in formation of
capital in different sectors of the society.
iii. Investment of Capital and Industrialization: Bank helps investment of ideal
money through its various asset products and expedites industrialization.
Eventually this helps the growth of GDP, alleviating poverty and ensures equal
distribution of wealth.
9
iv. Control of Money Market: Bank by its various products help in controlling money
market (supply of money in the market) and guards against the economy to be
inflated.
v. Creation of Employment: Bank to fulfill its human resource requirements and
create a large employment opportunities.
vi. Counseling in Financial Matters: Banks sometimes put up effective suggestions to
Government in financial matters from their part
3. Objective from the view point of bank customers

i. Safe Custodian of Public Money: Bank acts as a safe custodian of public money.
By depositing own money into a Bank account people get rid of worries like theft,
burglary and snatching.
ii. Financial Advisor: Sometimes bank acts as a financial advisers and counselor to
its customers in various aspects.
iii. Representative or Trustee: Bank sometimes performs the role of a representative
or trustee on behalf of its customers.
iv. Providing Credit Facility: Bank provides credit facility to its customers and makes
opportunities to invest in profitable sector and by the process create income
opportunities for customers.
10
2.3 Types of Bank
After the independence, the banking industry in Bangladesh started its journey with 6
nationalized commercialized banks, 2 State owned specialized banks and 3 Foreign
Banks. In the 1980s the banking industry achieved a significant expansion with the
entrance of private banks. Now, banks in Bangladesh are primarily of two types:
I. Scheduled Banks: The banks which get licenses to operate under the Bank Company
Act, 1991 (Amended in 2003) are termed as Scheduled Banks. Following are some
examples of Scheduled Banks in Bangladesh.
 Rupali Bank Limited
 Sonali Bank Limited
 Dutch Bangla Bank Limited
 Jamuna Bank Limited
II. Non-Scheduled Banks: The banks which are established for special and definite
objective and operate under the acts that are enacted for meeting up those objectives,
are termed as Non-Scheduled Banks. These banks cannot perform all functions of
scheduled banks. Following are some examples of Non-Scheduled Banks
 The Rajshahi Bank Ltd

 The Comilla Co-operative Bank Ltd
Most of the banks in Bangladesh are privately owned. Only few banks are owned by the
government. Banks can be also divided according to the ownership in the following two
ways:
I. State Owned Bank: State-owned banks are banks that are owned by the government in
which they operate. Following are some examples of state owned banks in Bangladesh.
 Agroni Bank Limited

 Janata Bank Limited
 Rupali Bank Limited
 Sonali Bank Limited
II. Private Commercial Banks: Privately owned financial institution which (1) accepts
demand and time deposits, (2) makes loans to individuals and organizations, and
11
(3) provides services such as international banking, trade financing etc. These banks are
formed on private initiative and have the motive of earning profit. Following are some
Private Commercial Banks in Bangladesh.
 Dutch Bangla Bank Limited

 Jamuna Bank Limited
 AB Bank Limited
 Bangladesh Commerce Bank Limited
The focus of banking is varied. There are various types of banks. The necessity for the
variety among these banks is because each bank is specialized in their own field. Each
bank has its own principles and policies. The vast classification of banks can be shown in
the following diagram.
Classification of
Banks
Classification on the Classification on the Classification on the

Basis of Ownership Basis of Function Basis of Scheduling
1. Government Banks 1. Central Bank 1. Scheduled Banks
2. Private Banks 2. Commercial Bank

2. Non-Scheduled Banks
3. Investment Bank
3. Joint Ownership Banks
4. Merchant Bank
4. Autonomous Banks
5. Import-Export Bank
6. Mortgage Bank
7. Industrial Bank
8. Mixed Bank
12
2.4 Role of Bank in the Economy of Bangladesh
Banking is a very vital part of an economy and plays very significant contribution towards
socio-economic development of a country. This sector is considered to be like the life
blood the economy as well. As one of the most important components of the financial
system it forms the core of the money market and plays very pivotal role in mobilizing
resources for productive investments in a country which in turn contributes to economic
development.
The efficiency of this sector is very important for overall development of the country.
Bank has various influences and plays the following roles in the economy of Bangladesh.
 Supply of Capital
 Increase of Investment
 Help in the Home Trades of Our Country
 Help in the Foreign Trades
 Industrial Development of Our Country
 Agricultural Development
 Credit Control
 Creation of Credit or Deposit
 Increase in the GDP
 Increase of Government Revenue
 Implementation of Economic Policies of Government
 Handling the Foreign Exchange
 Developing Living Status
The bank is the nerve center of modern business and it is no different for our country.
For a developing country like Bangladesh the importance of bank is beyond description
for the economic growth and overall development of this country.
13
Chapter 3
Literature Review
3.1 Definition of Recruitment
Recruitment is a process of locating individuals with sufficient qualification and

encouraging them to apply for jobs. From other perspective, it is a process of identifying
and hiring the best-qualified candidate for a job vacancy, in a most timely and cost-
effective manner.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization.”
According to Robins, “The ideal recruitment effort will attract a large no of qualified
applicants who will take the job if it is offered. A good recruiting program should attract
the qualified & not attract the unqualified. This dual objective will minimize the cost of
processing unqualified candidates.”
So recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually the process begins when new recruits are sought & ends
when their applications are submitted.
3.2 Types of Recruitment Needs
There are three types of recruitment needs. They are as follows.
i) Planned: The employment needs arising from changes in organization and retirement
policy.
ii) Anticipated: Anticipated needs are those movements in personnel, which an

organization can predict by studying trends in internal and external environment.
iii) Unexpected: Resignation, deaths, accidents, illness give rise to unexpected needs.
15
3.3 Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources. They are
1. Internal Sources
2. External Sources
1. Internal Sources
The sources within the organization itself to fill a position are known as the internal
sources of recruitment. In the following ways internal recruitment is done.
I) Promotion
II) Recommendation of employed personnel
III) Recommendation of trade union
2. External Sources
Recruiting candidates from all the other sources are known as the external sources of
recruitment. In addition to looking internally for candidates, it is customary for
organizations to open up recruiting efforts to the external community. Following are
some external recruitment ways.
I) Advertisement
II) Employment agencies
III) Vocational training institute
IV) Educational institutions
V) Unsolicited applicants
3.4 Definition of Selection
16
Selection is the second stage of the recruitment and selection process. It may be defined
as the process of choosing the best candidate from a number of applicants. There is
always an element of prediction in selection, making an informed estimate as to which
of the various applicants is most suitable for the job being filled.
According to Dale Yoder, “Selection is the process by which candidates for employment
are divided into two classes; those who are to be offered employment and those who are
not.”
DeCenzo & Robbins said “Selection activities follow a standard pattern, beginning with
an initial screening interview and concluding with the final employment decision.”
However, we can define selection as a multi-stage process of selecting the suitable

candidates for the advertised vacant positions of the organization.
3.5 General Recruitment and Selection Process in Bangladesh
Generally, recruitment and selection means selecting employees from external sources.
However, most of the organizations in Bangladesh follow the same process of selecting
and recruiting employees. They are as follows.
1. Steps Prior to Selection

This stage is also known as the recruitment stage. It is a process of discovering people
for vacant post. It involves recruitment planning, job analysis and balancing between
demand and supply of human resources. Recruitment is done in the following steps.
i) Collecting Departmental Requisition: This is the first step of the recruitment process.
After getting requisition from the departmental heads, top management assesses the
proposal and if it is seen reasonable and acceptable top management directs the HR
department for recruitment.
ii) Determination of Sources: After getting the requisition the HR department decides
from where to collect the employees according to the nature of the vacant post and
required qualification. There are two sources of employees; external & internal.
17
iii) Inviting Applicants: After the assessment of requisition proposal of vacant job, the
next step of recruitment is attracting applicants for vacant job through advertisement.
The advertisement includes name of position, nature of work, qualities required for the
job etc.
2. Steps Involved in Employee Selection
i) Receiving Application: According to the job advertisement applicants respond by

sending their CV. All the job applications and CVs are then sorted out and selected
applicants get call for preliminary test.
ii) Written Test: If selected in the primary selection applicants get call for written test. In
the written test the following things are tested.
a) Efficiency
b) Intelligence
c) Aptitude
d) Personality
iii) Taking Interview: If applicants pass the written test they are then called for an
interview. Sometimes these interviews are taken before the written test. Though these
interviews are taken for a short time, selectors can know a lot about an applicant’s
intelligence, knowledge, personality etc. in this short time.
iv) Primary Selection: Those who pass the viva voce are primarily selected. In this case,
candidates are selected based on both written exam and interview.
v) Enquiry of Personal History: The selectors then enquire for the personal history of a
candidate. This includes checking permanent address, previous work place, educational
institutes etc.
vi) Medical Test: In this case the physical ability and fitness are tested of a candidate.
Here things like strength, stamina, diseases etc are tested.
3. Final Selection
This is decision making stage. The information furnished by the applicant and gathered
by the organization is evaluated. If the information is favorable, a job offer is made; if the
information is unfavorable, no job offer is extended. The tentative job offer is subject to
18
a physical examination and a background investigation. If the candidate successfully
completes these two final hurdles, a final job offer is made.
Collecting Departmental
Requisition
Pre Selection / Recruitment

Determination of Sources
Steps
Inviting Applicants
Receiving Application
Written Test
Steps Involved in Employee Taking Interview

Selection
Primary Selection
Enquiry of Personal History
Medical Test
Job Offer
Steps after Selection of
Employee
Posting
19
Figure: General recruitment and selection process of an organization.
20
Chapter 4
Company Profile
4.1 Overview of the Bank
Soon after independence of the country Sonali Bank emerged as the largest and leading
Nationalized Commercial Bank by proclamation of the Banks' Nationalization Order 1972
(Presidential Order-26) liquidating the then National Bank of Pakistan, Premier Bank and
Bank of Bhwalpur. As a fully state owned institution, the bank had been discharging its
nation-building responsibilities by undertaking government entrusted different socio-
economic schemes as well as money market activities of its own volition, covering all
spheres of the economy.
The bank has been converted to a Public Limited Company with 100% ownership of the
government and started functioning as Sonali Bank Limited from November 15 2007
taking over all assets, liabilities and business of Sonali Bank. After corporatization, the
management of the bank has been given required autonomy to make the bank
competitive & to run its business effectively.
Sonali Bank Limited is governed by a Board of Directors consisting of 11(Eleven)

members. The Bank is headed by the Chief Executive Officer & Managing Director, who
is a well-known Banker and a reputed professional.
The corporate head quarter of the bank is located at Motijheel, Dhaka, Bangladesh, and
the main commercial center of the capital. It has eight GM offices in 6 Divisional
Headquarters and 26 Principal Offices and 32 Regional Offices. The principal office is
headed by DGM and each department is headed by AGM.
Principal office Headquarter has the jurisdiction over the entire area of a district. The
regional offices are under the control of the principle office. Regional heads exercise
control and supervision over all the branches within their jurisdictions and keep the
head of the principal office informed.
21
4.2 Corporate profile of Sonali Bank:
Name of the Company : Sonali Bank Limited

Chairman : Mr. Md. Ashraful Moqbul
CEO and Managing Director : Mr. Md. Obayed Ullah Al Masud
Company Secretary : Mr Md. Ataur Rahman
Legal Status : Public Limited Company
Genesis : Emerged as Nationalized Commercial Bank
in 1972, following the Bangladesh Bank
(Nationalization) Order No. 1972(PO No.26 of
1972)
Date of Incorporation : 03 June, 2007
Date of Vendor's Agreement : 15 November, 2007
Registered Office : 35-42, 44 Motijheel Commercial Area,
Dhaka, Bangladesh
Authorized Capital : Taka 6,000 core
Paid-up Capital : Taka 4,130 core
Number of Employee : 18,167
Number of Branches : 1212
Phone-PABX : 9550426-31, 33, 34, 9552924
FAX : 88-02-9561410, 9552007
Website : www.sonalibank.com.bd
SWIFT Code : BSONBDDH
E-mail : itd@sonalibank.com.bd
4.3 Vision and Mission
Vision
Socially committed leading banking institution with global presence.
22
Mission
Dedicated to extend a whole range of quality products that support divergent needs of
people aiming at enriching their lives, creating value for the stakeholders and
contributing towards socio-economic development of the country.
4.4 Organogram
The Board of Directors is the top of Management in the organogram which is constituted
in teams of the Bangladesh Bank’s Nationalization Order 1972. Management hierarchy
of Sonali Bank is given blow:
Board of Directors
Managing Director
Deputy Managing Director
General Manager
Deputy General Manager
Assistant General Manager
Senior Principal Officer
Principal Officer
Senior Officer
23
Officer
Figure: Organogram of Sonali Bank limited.
4.5 Functional Structure
Sonali Bank is the largest nationalized commercial bank of Bangladesh. It has 1212
branches throughout the country. It has also two overseas branches. The Head Office of
the bank is located at the Motijheel commercial are, Dhaka. The Divisions are headed by
the DGMs and the departments are by AGMs. There are also many sections under every
department in the Head Office. A DGM is the chief of the Principal office and an AGM
usually runs a regional office. Principal offices are the local points of the bank’s
administrative zone in the districts. The regional offices are under control and
supervision of principal offices. The offices are situated at Thana level within the
districts. The corporate branches are nearly equivalent to the GM office and usually
headed by the DGMs. They provide all the banking services such as general banking,
loans & advances etc.
Functional hierarchy of Sonali bank is given below:
Head Office
GM Office
Principal Office
Regional Office
24
Branch Office
Figure: Functional hierarchy of Sonali bank Limited.
4.6 Board of Directors
Name Position Summary of Other Activities

Mr. Md. Ashraful Moqbul Chairman  Former Senior Secretary
 Bangladesh National Parliament
Secretariat
 Govt. of the People's Republic of
Bangladesh
Mr. Md. Fazlul Haque Director  Additional Secretary

 Bank & Financial Institutions
Division, Ministry of Finance
Bangladesh
Mr. Md. Mahboob Hossain Director  Former Joint Secretary

Bangladesh
Mr. Afzal Hossain Director  Freedom Fighter,

 Former Director, BDBL(BSRS)
and Scout Leader
Mr. Muhammed Asadullah Director  Retired UN Executive
Dr. Md. Nurul Alam Talukder Director  Ex-Managing Director

 Bangladesh House Building
Finance Corporation
Mrs. Sabera Aktari Jamal Director •Former Deputy Managing Director,

Uttara Bank Limited
25
Mr. A.K.M Kamrul Islam, FCA, Director •Sonali Bank Limited
FCS
Mr. Md. Obayed Ullah Al M.D. &CEO Sonali Bank Ltd

Masud
4.7 Credit Rating of Sonali Bank Limited
As per Bangladesh Bank’s mandatory requirement vide BRPD Circular no. 06 dated 5 July,
2006, credit rating of Sonali Bank Ltd. was done by The Alpha Credit Rating Ltd. on the
audited balance sheet as on 31-12-2016 and other related information. The rating of
that report is as under.
Credit Rating Report (Surveillance Rating)
Surveillance Rating – 2016-17 Long-Term Short-Term

With Government Support AAA ST-1
Without Government Support A- St-2
Outlook Stable
Date of Rating 30 June, 2017
Expiry Date 29 June 2018
Financial Institutions Rating Symbols of “Alpha Rating”
Long-Term Ratings
Rating Definition
AAA An institution rated AAA has an exceptionally strong capacity to meet
its financial commitments.
A- An institution rated A- has adequate capacity to meet its financial
commitments.
Short-Term Ratings
Rating Definition
26
ST-1 An institution rated ST-1 has superior capacity to meet its financial
commitments in a timely manner.
ST-2 An institution rated ST-2 has adequate capacity to meet its financial
commitments in a timely manner.
4.8 Services Offered by Sonali Bank Limited
Sonali Bank Limited is the largest state owned leading commercial bank in Bangladesh. It
provides the following services.
Core Services
 Corporate Service  Trade Finance  Investment
 Project Finance  Loan Syndication  Government Treasury
Function
 SME Finance  Foreign Exchange

Dealing  Money Market
Operation
 International Trade
 Remittance  Rural and Micro credit
 Lease Finance  NGO-Linkage Loan  Capital Market

Operation
 Consumer Credit  Merchant Banking  Special Small Loan
Other Services
 Government  A.T.M. Card  Ancillary Services
Treasury Bonds
27
 Locker Service  Utility Bills  Merchant Banking
Collection
4.9 Islamic Banking
Sonali Bank Limited has started Islamic Banking Activities in consideration with the
increasing demand & expectation of religious Muslims. It is completely based on Islamic
Shariah. A high profiled Shariah supervisory committee consists of reputed Islamic
scholars, Economists & Bankers, has been working for proper & fair Islamic Banking
activities.
The objective s of Islamic Banking are as follows.
 To facilitate the online Shariah based banking at the door step of the religious
Muslims.
 To establish an excellent Islamic Banking System by direct participation in sincere
& public welfare Banking, ensuring a proper & developed financial Management,
based on Islamic Shariah.
 To bring dynamism in Islamic banking by utilizing the well versed experience &
good will of Sonali Bank Limited.
 To encourage the savings following direct Investment.
 To create more employment facilities by inspiring project Investment.
28
29
Chapter 5
Recruitment and Selection Process of

Sonali Bank Limited
5.1 Staffing Strategy of Sonali Bank Limited
To know the future demand of human resources, the HR division of Sonali Bank Limited
usually provides all the other divisions and branches with a general form at the
beginning of the year. From the information collected from these forms, the HR division
gets an estimate of the human resource requirement for the year. No long term human
resource forecasting is done in SBL.
The recruitment goals of Sonali Bank Limited are to attract and retain highly qualified
human resources who will perform best in their respective areas. The bank not only tries
to attract well qualified candidates but also tries to identify and recruit people who are
really interested to work in the bank for an acceptable period of time.
Having good people in a team gives a competitive advantage to a business. Employing
the right person for the role will positively influence the performance and productivity of
the work team as a whole. Selecting the wrong person can result in lower performance,
higher operating costs reduced morale and increased turnover among other staff
members.
The only way to get good people on a team is to attract applicants through a well
thought out recruitment process and then finding the best person for the role using
sound selection techniques. The recruitment and selection process also provides a
window into a business for job seekers. A professional approach to these processes
reflects positively on the farm business.
5.2 Types of Recruitment in Sonali Bank Limited
Two types of recruitment are in practice in Sonali Bank Limited. They are as follows.
 Yearly recruitment: This is done each year, according to the HR plan.
 Need-based recruitments: This is done when there is a sudden vacancy.
21
5.3 Recruitment Sources and Methods of Sonali Bank Limited
Usually, Sonali Bank Limited promotes its employees to fill vacancies. External
recruitment is also done for various kinds of empty post and beginning level job. The
external sources of recruitment are
 Universities.
 Other organizations.
 Unsolicited applicants.
The HR Division will need to take a decision regarding the source of external recruiting
considering variables like –
 Available spread of candidates

 Cost impact
 Time needed
The external recruitment methods are

 Advertising in newspapers & company website.
 Employee referrals.
22
5.4 Required Recruitment Qualifications of a Candidate in Sonali Bank Ltd.
I. Basic Qualification
Following are the basic qualifications that a candidate must have.
 He/she must be a citizen of Bangladesh.

 Third division/class in his/her academic attainment shall not be considered for
employment in the Bank.
 He/she must be physically fit. All persons to be appointed by the Bank will have to
undergo a medical test by the Bank’s approved Physician/ Medical Officer so as to
ascertain that they are physically and mentally sound health. No person shall be
appointed in the service of the Bank unless he/she is declared physically and
mentally fit by a medical officer of the Bank or by any other Medical authority
specified by the Bank in this behalf.
II. Qualifications Checked on Various Stages of Recruitment

In different steps of recruitment, the following qualifications are looked for:
Stage of Recruitment Tested Qualifications
Preliminary Screening Age, academic qualifications and performance record
Critical Analysis Test Meets minimum standards of mental alertness
In-depth Interview Necessary innate ability, ambition, loyalty and interaction skills
Verifying Biographical No unfavorable negative reports on past performance

Data from References
Personal Judgment Overall competence and ability to fit into the job position and
the organization.
23
5.5 The Selection and Recruitment Policies of Sonali Bank Limited
Personnel Management is by far the most important element of an organization. This is

particularly true for a service organization like a commercial bank. Progressive
companies pay special attention to recruitment, selection, training, orientation,
evaluation, promotion and compensation of all its Executives and Officers. The
recruitment and selection policies are made based on the following categories.
5.5.1 Core Banking Cadre Service (CBCS)

 CBCS will start with the recruitment of potential Management Trainees (MTs)
fresh from the recognized & Sonali Bank listed Universities.
 With MT concept in place, normally, there will be no recruitment at the

Mid/Senior level management position except in special circumstances to meet
dire needs.
 MTs are the high potential fresh graduates/post graduates to be recruited in the
bank management cadre service within policy.
 MTs are the future leaders to move up to different leadership positions with
gaining of experience & competence.
 MTs are usually the FAST TRACKER – planned development, nursing and
counseling for career growth is to be critically administered.
 At certain a stage, there will be natural turnover of MTs and some will leave if
blocked in the structure, then, bank will plan replacement with new MTs.
 MT’s career progression and development will be closely monitored and ensure
growth in the succession ladder up to future TOP leadership positions in banking.
 MTs recruited in core banking cadre, at times will be considered for other
support service functions as required.
 Employees/Executives in ‘core banking cadre’ with professional competence &

background may move to the ‘banking support services cadre’ in the event
appropriate positions in the job grade ladder are available to meet business
needs.
24
 Inter – bank transfer and between Head office & banks both in core banking jobs
and banking operation services jobs would be the common phenomenon.
5.5.2 Banking Operation Cadre Services (BOCS)

 Since ‘banking operation jobs’ are of routine, repetitive and clerical in nature, in
this segment, our recruitment sourcing will start with Trainee Assistant (TA)
concept fresh from Universities.
 Operation jobs are normally confined between TA and SO(Senior Officer) job
grade in the operation cadre service. Employees with mediocre potential are the
target group for recruitment.
 Only employees with extraordinary achievements in job grade SO, may be

considered up to PO/EO job grade through interview process. An employee in SO
job grade, if found ‘Very good’ (VG) or ‘Excellent’ (Ex) for last 3 consecutive years
coupled with strong behavioral competence & knowledge, will qualify for
promotion interview to the next job grade of PO. Same principle will apply for
employees move from PO to EO level.
However, not more than 15% of the total population will be considered for next
promotion from SO to PO or from PO to EO level at any given point of time.
 Inter-cadre transfer only in operation jobs across the functions would be

considered.
5.5.3 Banking Support Service Cadre (BSSC)

There are two segments of jobs in the BSSC category.
(I) Operation Jobs - ranging from TA to PO/EO level where employees will be limited in
terms of potential.
(II) Executive Jobs - starting normally with potential ‘Probationary Officer’ with requisite
job requirement & competence fresh from the recognized & listed Universities. MT at
25
times will be recruited sourced through the recruitment process in the ‘Core Banking
Services Cadre’ within policy.
Following are the policies regarding BSSC.
 Executive jobs will also be manned through recruitment from the market,
candidates having required professional experience, competence & background
as well as through internal transfer of professionals from the ‘Core banking Cadre
Service’ depending on the availability of resources.
 Inter-transfer both in executive and operation jobs would be considered.
 Normally no transfer from BSSC to CBCS would be considered. However,
executives having core banking professional competence may be transferred to
CBCS in the event positions are available in job grade ladder and the bank
management considers it fit and appropriate to do so in the interest of business.
 High potential executives may move up to SEVP level / functional heads in BSSC.
Given the Banking Cadre Services structure as above, for Sonali Bank, recruitment
should be made in the following three Categories:
I. Trainee Assistant
II. Management Trainee
III. Experienced Officers
Recruitment processes on the basis of these categories are described in the following
readings.
26
5.6 Recruitment of Trainee Assistant
Trainee Assistant (TA) for operation jobs as defined earlier shall be recruited either:
a. Through press advertisements in at least 2 (two) national dailies.

b. Directly through talent hunting but not more than 50% of the yearly
recruitment/requirement under this grade.
 Every candidate who applies in response to the press advertisement shall have to
appear at a written test & appear before the Selection Committee for an interview.
Candidates who are selected by head hunting will have to appear before the
Selection committee for evaluation.
 Candidates must not be over 30 years of age and should have minimum 8 points
based on educational qualification & no 3rd class/division in any examination.
 The candidate should also have minimum computer knowledge on the following:
 Operating System: Windows.
 Word Processing: MS Word.
 Spread Sheet: MS Excel.
 Typing speed: 40 words per minute.
5.6.1 Written Test and Interview Model for TA

Content for the written test (100 marks) should be as follows:
 Ability to write both in Bengali & English

 General arithmetic
 General knowledge
 Test organized by bank management or outsourced (IBA/BIBM/Others)
 60% marks will qualify a candidate to appear before interview/viva
In the face-to-face interview, the following are taken into consideration:
27
 Verbal communication
 Appearance
 Spoken English (moderate)
 Attitude
 Etiquette & mannerism
 Family background & need
 Willingness to stay longer in routine operation job /cash
5.6.2 Interview Committee and Interview Rating Sheet

An interview committee not less than 4 members consisting of executives SVP & above
will conduct the face to face interview / Viva for final selection of TA.
Interview evaluation sheet in respect of each candidate will be in place considering all
the factors above and will be put on record.
5.6.3 Probationary Period and Confirmation of Service of TAs

Trainee Assistants will be on probation for a period of 01 (one) year, which may be
extended by the competent authority if an officer, fails to show satisfactory
performances during the period of probation. On satisfactory completion of
probationary period their service will be confirmed as Assistant Officer in the following
manner:
a. TA(s) will pass through an evaluation process during probation. A separate

‘Performance Evaluation Form’ will be in place. Minimum G+ would be
desired rating for confirmation as AO job grade.
b. For the TA(s) who will score less than G+ rating, the probation period may
be extended for improvement not exceeding 06 (six) months or may be
terminated.
c. Subsequent growth in career limited to PO/EO level will depend on the job
performance and demonstration of skill, knowledge & behavioral
competence.
28
5.7 Recruitment of Management Trainee
Management Trainee shall be recruited either through:
a. Press advertisement in at least 2 (two) national dailies.

b. Directly from amongst the interns (business graduates/post graduates) at Sonali
Bank.
 The candidates for the post of Management Trainee must not be over 30 years of
age on the date of application.
 The candidates must have at least two first divisions in their academic feat in
public examination. No 3rd Class/Division.
 Have minimum computer knowledge of the following:-

 Operating system: Windows.
 Word Processing: MS Word.
 Spread Sheet: MS Excel.
5.7.1 MT Category, Requisite Qualifications and Placement Status

There are two categories of MT recruitment and placement profile:
a. Graduate MT cadre.
b. Post Graduate MT cadre.
5.7.2 Period of Probation

MT will pass through a period of probation for two years and successful completion of
probationary period will be confirmed in service according to category. The graduates
29
will be placed as senior officers and the post graduates will be placed as principal
officers after two years of probation.
5.7.3 MT Exposure on the Job and Performance Evaluation

MT will be exposed during 24 months traineeship period in the following portfolios in
the manner as follows besides training & monthly counseling in group.
 General banking management 8 months
 Credit Management 8 months
 Foreign exchange management 8 months
Performance Appraisal and interview by the MC will be conducted at least a month

before completion of 24 months and only VG & Excellent rated trainees will be
confirmed in substantive positions.
Subsequent career progression depends on Performance, Potential & Merit of the
individual candidates.
5.7.4 Confirmation in Service

Performance appraisal and interview by the management committee will be conducted
at least a month before completion of 24 months and only VG and E rated trainees will
be confirmed in substantive positions approved by MD within policy framework.
5.7.5 Mode of Recruitment for MT:

a) Recruitment through Press Advertisement: Every candidate will appear for a written
test. The subject matter of test should be General Knowledge, Arithmetic, English,
Economics/ Banking as may be decided by the Management from time to time. For this
purpose Sonali Bank Limited may take the help of outside experts for setting the
questions, supervising the examination work and marking the scripts.
A candidate must secure minimum 60 % mark in written Test to be eligible for
VIVA/interview as Management Trainee.
b) Recruitment from the Interns: They will be recruited based on their performance
during internship period, evaluation report of their supervising officials and performance
in the interview with the Selection Committee. However in no case more than fifty
30
percent of the interns will be eligible for appointment. Interns selected under this
criterion should join within one month of completion of his course.
An internee who has completed his internee more than six months ago will not be
eligible under this criterion. The appointment will be made according to requirement on
the basis of a panel to be prepared in order of merit by the Interview Committee and
after approval of the authority.
While interviewing the candidates for final selection, due weight should be given on the
educational background, professional excellence and technical skill in the appropriate
field.
5.7.6 Grading/Marking for MT

The Selection Committee will follow a grading system as follows:
(a) Education: 16 Marks

(b) Interview Performance: 24 Marks
(c) Written Test: 60 Marks
Total 100 Marks
5.7.7 Interview Committee, Evaluation and Final Selection of MT:

An interview committee consisting of the MD, all DMDs and Head of HR Division will
conduct the face to face interview/viva for final selection of MT. Interview evaluation
sheet in respect of each candidate will be in place considering all relevant factors and
record will be maintained for reference.
31
5.8 Recruitment of Probationary Officers
The following are the salient features in the recruitment process for Probationary
Officers:
(a) Direct entrants in the “Officer” Job Grade are termed as the “Probationary
Officers”, specially meant for the “Banking Support Services Cadre” (BSSC).
(b) Probationary Officers are the people of strong potential with their post-
graduation in various disciplines who will be recruited from the bank’s listed
universities only. There are usually the consistent “VG (Very Good) & E
(Excellent)” performers who after entry as probationary officers will gradually
succeed in executive jobs in BSSC and ultimately move to leadership positions
through proven track record of performance on the job with gaining of
experience & competence.
(c) Sourcing of the candidates will be done through campus contact with all listed
universities/institutions. The process is summarized below for clarification.
i. Contact listed universities and collect CVs of the potential post

graduates as per job profile (education and other competence) and
prepare the short list.
ii. Written Test – 60 marks: Eligible short listed candidates will appear for a
written test. The subject matter of the test should be general
knowledge, arithmetic, English, economics/banking, as maybe decided
by the management from time to time. For this purpose, Sonali Bank
Limited will organize written tests with its own resources or may take
the help of outside experts, e.g., IBA, BIBM or any other suitable agency
for setting the questions, supervising the examination work and scoring
the scripts. A candidate must secure minimum 36 out of 60 (60%) in the
written test to be eligible for viva/interview for the post of Probationary
Officer within policy.
iii. Viva/interview – 40 marks: A candidate must secure minimum 24 out of

40 (60%) in the viva/interview to qualify for the final selection as
Probationary Officer within policy.
32
iv. A four-member interview committee consisting of the concerned
functional heads, DMD and Head of HR Division will conduct the face to
face interview/viva for final selection of Probationary Officers. The MD
will finally examine the recommendations; if he wishes, he may
personally meet the candidates and accordingly may approve or
disapprove recommendations for appointment.
Interview evaluation sheet in respect of each candidate will be in place
considering all relevant factors and record will be maintained for
reference.
5.8.1 Period of Probation and Confirmation in Service of Probationary

Officer
The Probationary Officer will pass through a probationary period of 1 (one) year from
the date of joining. Performance appraisal and interview by the management committee
will be conducted at least a month before completion of 12 (twelve) months and only
VG (Very Good) and E (Excellent) rated officers will be confirmed in substantive
positions approved by the MD within policy framework. Subsequent career progression
depends on performance, potential & merit of the individual candidates.
33
5.9 Recruitment of Experienced Executives/Officials
Sonali Bank will pay attention to develop its own manpower through training process. It
must, however, need quality human resources to run its operations and expansion
program through continuous training and development strategy. Recruitment of
experienced Bankers from other banks will however, continue till the time MT process is
geared up in core banking leadership positions.
Accordingly, as per requirement of the bank experienced Executives/ Officers may be

appointed from time to time strictly in accordance with the job profile of the positions.
After proper scrutinizing of the application received from the eligible candidates, they
will be interviewed by the Management Committee. The Management Committee
should ensure that the minimum qualifications, experience and competence required for
a given job is rightly matched. Exceptions may, however, be made in case of extra
ordinarily capable candidates. This means that for such cases educational qualification
may be relaxed and similarly length of experiences may also be reduced considering
candidates’ special training and experiences in particular field of banking business.
The cases of selected candidates will be placed before the competent authority for
approval. There will be no probation period for experienced Officers/Executives, who
join from other Banks, if their services were confirmed by their earlier employers.
5.9.1 Recruitment Criteria for Experienced Executives/Officials

The bank will prepare “Job Profile” against each job available in the job grade ladder
covering three service cadres in functional areas and all recruitments will be made
according to the respective job profile.
There will be a separate “Job Profile Manual” for the bank to be maintained and
followed for recruitments. Experienced Officials from the market meeting the bank’s job
profile will be recruited within policy.
In case of candidates having high potential, not more than one job grade up in the job
grade ladder will be considered.
34
The following table shows the recruitment criteria for Executives/Officials summarized
on the basis of the post and required experiences, qualifications etc.
Serial Name of the Requirement With Requirement With higher

No. Post minimum qualifications qualifications
(B.A. / B.Com. / B.Sc.)
1. DMD 5 years as GM or equivalent 4 years as GM or equivalent
position in any scheduled position in any scheduled Bank
Bank & minimum length of & minimum length of service 25
service 28 years. years.
2. SEVP 4 Years as GM or equivalent 3 years as GM or equivalent
3. EVP 7 Years as DGM/3 years as 5 years as DGM/2 years as GM
GM or equivalent position in or equivalent position in any
any scheduled Bank & scheduled Bank & minimum
minimum length of service 22 length of service 20 years.
years.
4. SVP 5 Years as DGM/1 year as GM 3 years as DGM/1year as GM or
or equivalent position in any equivalent position in any
scheduled Bank & minimum scheduled Bank & minimum
length of service 20 years. length of service 18 years.
5. VP 2 years as DGM/5 years as 1 year as DGM/3 years as AGM
AGM or equivalent position in or equivalent position in any
any scheduled Bank and scheduled Bank & minimum
years.
6. SAVP 3 years as AGM or equivalent 2 years as AGM or equivalent
7. AVP 2 years as AGM/4 years as 1 year as AGM/3 years as SPO
SPO or equivalent position in or equivalent position in any
any scheduled Bank & scheduled Bank & minimum
years.
8. FAVP 3 years as SPO or equivalent 2 years as SPO or equivalent
35
9. SEO 3 years as PO or equivalent 2 years as PO or equivalent
10. EO 3 years as SO or equivalent 2 years as SO or equivalent
11. PO 4 years as Officer in any 3 years as Officer in any
length of service 6 years. length of service 5 years
12. SO 3 years as Officer in any 2 years as Officer in any
13. Officer 2 years as Junior Officer in any 2 years as Junior Officer in any
Scheduled Bank & minimum Scheduled Bank & minimum
14. JO Minimum 2 years as Assistant Minimum 2 years as Assistant
Officer in any Scheduled officer in any Scheduled Bank.
Bank.
15. AO Direct recruit. Direct recruit.
36
5.10 Selection Process of Sonali Bank Limited:
Selection is the part which carries an extra weight for any organization because the
organizational performance, cost issues regarding recruitment and selection, and legal
obligations depends on it. Realizing the importance of careful selection Sonali Bank
Limited practices a well-organized selection process for all type of employees but the
process varies for different positions. Focusing on the selection process for the
management trainee/ External/Internal candidates of Sonali Bank Limited, the
summarized selection process of the organization is explained below:
1. Receipt of Application
Once the recruitment process is completed, this is the first selection hurdle to join SBL.
Candidates either send their CVs in application for a specific vacancy, or they send
unsolicited CVs for any suitable position. The HR division collects job applications against
each job vacancy. In case of newspaper advertisements, the applicants are given at least
3 weeks to apply. After a specific period, each and every job is closed for applying.
2. Sorting out of Applications

The next step is the short listing of CVs. Usually the HR division is engaged in the short
listing. But the HR division may delegate this step to the respective divisions (for which
the selection is being carried out) to save time.
To recruit experienced bankers, CVs may be sorted out from the collection of unsolicited
CVs received. Or, another possibility is to find out experienced and competent bankers in
other banks. Once potential candidates are thus found out, they are contacted and
called for an interview.
3. Informing Candidates
After short listing of the CV and choosing the suitable candidates, HR division inform the
candidate over phone about written test (Entry level) or interview (upper-level). For
37
written tests, the bank issues admit cards through courier services seven to ten days
prior to the exam.
4. Assessing Candidates through Written Tests

After screening out the applicants from the previous phases, the chosen candidates sit
for the written exam known as the aptitude test. The abilities the written test measures
are:
i. Analytical ability
ii. Logical reasoning ability
iii. Numerical ability
The test question contains math based and analysis based questions where processing
information from data and forming relationship ability among the clues of given problem
are required to answer them. The exam committee checks the answer scripts. According
to the top marks candidates are invited for interviews.
5. Interview
Candidates who qualify in the written test are called for an interview. The candidates are
informed about the interview time, date and venue. The interview board consists of the
MD, DMDs and the Head of HR. Even in the selection of fresh graduates for TA or MT
positions, those top level and executive level managers are present. Usually only one
interview is conducted for selecting a candidate for a position. But in case of recruiting
experienced bankers, more than one interview is conducted if required.
In case of evaluating a candidate, the following competencies are evaluated.
 Appearance: Dress up, grooming, body language and eye contact.

 Communication Skills: communication with the interviewer,
expressiveness.
 Confidence: enthusiasm, personal selling.
 Assertiveness: positivity attitude.
 Creativity: think out of the box.
 Resourcefulness: Basic knowledge about job and theoretical knowledge
 Management skills.
38
 Planning & organizing skills.
 Commitment/ Loyalty: Dedication towards jobs and organization.
 Customer Satisfaction Ability.
6. Reference Check
When a candidate is selected for the job, his or her given reference has been checked by
HR. The candidate must give at least two references. If the candidate is fresh, then he or
she has to have one reference from his educational institute. But if the candidate was
previously employed, must have one reference from last organization, preferably the
supervisor. Subject to satisfactory response will get job offer.
7. Job Offer
After the interview is conducted and the interviewees are evaluated, the management
committee decides who is to be selected and who is to be rejected. After this final
decision, an ‘Offer Letter’ is made for each selected candidate. Once the candidates
accept this offer, they are given the ‘Appointment Letter’. The candidates that are
rejected are not informed.
An approval needs to be taken from the MD for all permanent position and temporary
position and the approval is given by Deputy Director of HR. If a candidate successfully
reaches the final stage then candidates are given a job offer. Individuals joining as MTO
have a probation period of twelve months.
8. Medical Test:
After the appointment letters are printed, the candidates are given one month for
joining. First, the candidates have to go through physical examinations. If the result of
these physical examinations is satisfactory, then the candidate is eligible to join the bank.
To measure the applicant’s health and fitness for the job effort they investigate following
test:
 General Physical Checking (blood pressure, breathing, pulse etc.)

 X-Ray Chest (Standard)
 Microscopic Urine Analysis/ Urine routine
39
 Blood Checking (Blood grouping, Hepatitis-B, Blood Sugar)
 ECG
9. Joining and Placement

After the physical examination, the candidate needs to bring the result of the medical
tests along with all the necessary documents and academic certificates for joining. After
going through the formal joining and placement process, the candidates are finally
employees of Sonali Bank Limited.
5.11 Sonali Bank Limited Training Institute
There is one college named Sonali Bank Staff College situated at Uttara Model Town and
five training institutes of Sonali Bank Limited in the Chittagong, Khulna, Mymensingh,
Rajshahi and Bogra district. All the year, the staffs of SBL train-up here and complete
different types of banking related courses. Among these training institutes, the largest is
Sonali Bank Staff College (SBSC). The members of the SBSC are: a principal, assistant
general managers, senior faculty members and faculty members.
40
Chapter 6
Problems of Sonali Bank Limited in the

Selection and Recruitment Process
6.1 Problems of Sonali Bank Limited in the Selection and Recruitment
Process
For several years, Sonali Bank Limited is facing difficulties to employ appropriate
personnel for it. There are many reasons behind the challenges which are described
below.
1. Conventional Recruitment and Selection Method
The main problem of the recruitment and selection process is that the process itself is
very old. Compared with some private commercial banks, it is clearly visible that the
conventional recruitment and selection process are no longer effective in the modern
time. For example, taking ‘hard copies’ for CVs and less use of IT in the process makes it
more time consuming compared to some other private banks. Other problems in the
conventional method are
 Manual CV evaluation.
 Traditional written examination.
 Delay in publishing result.
 Ineffective communication system etc.
2. Time Consuming
The recruitment and selection process is very much time consuming. To get
recommendation from division or to sort out application, to call for a written test or for
an interview it takes much more time than most of the private commercial banks. Again,
the main reason behind this is the conventional process that Sonali Bank Limited follows
for recruitment and selection. Also, inefficient personnel conducting the whole task
make it worse.
3. Political Influence
As politics is the main problem for many industrial sectors in Bangladesh, it is no
different in the banking sector. Especially in the government banks it is in a critical
situation. Political influence over the bank and its selection and recruitment process
make it difficult to select the right personnel. Because of it, well qualified people are left
51
out and less qualified people are getting selected. It has been a major issue for the bank
and it also seems to become worse day by day. If this problem continues to prevail over
the bank, it cannot fix its other problems.
4. Less Use of Technology
As this has been the problem with most of the government institutions Sonali Bank
Limited is no different. The less use of technology on the selection process makes it
more time consuming and less effective. Also it makes the whole recruitment and
selection process prone to fault. As the whole banking industry, especially the private
banks, are opting with latest technology, Sonali Bank Limited must adopt with latest
technology to keep pace with other banks.
Another point to note is that many of its employees are not familiar with many
technologies. Also it does not have a proper communication system. Sending paper
documents in various departments make it more difficult and time consuming.
5. Corruption in Promotion
For internal recruitment promotion is one of the ways. But many times promotion is
given on the basis of ‘good relation’ with the upper level employees and not on the base
of performance. Thus many effective and deserving employees lose motivation and
focus on his relation with superiors instead of performance.
Above were the main problems regarding the recruitment and selection process of
Sonali Bank Limited. Apart from those problems there are some more problems which
make the process less effective. Some of those problems are summarized below.
 Sonali Bank Limited’s HR planning can be made more effective if it is revised more
often according to the change in this fast moving industry.
 There is no feedback system established to find out the efficiency of the system
and correct its drawbacks.
 No study is conducted to justify the effectiveness of the recruitment tests.
 Regret letters are not sent to the candidates who are not selected after joining of
the finally selected candidates.
52
 SBL does not always check references properly, which may lead to a grave
problem for the organization.
Chapter 7
Suggestion and Conclusion
53
7.1 Recommendations to Deal with the Problems
The success of a commercial bank depends largely in the quality of service rendered to
the clients. Quality of service depends on the competence and the quality of the
employees of the organization. Therefore, the authority of SBL has to be careful in
recruiting the right person for each job.
Sonali Bank follows the conventional Selection and Recruitment process system. To have
a sound and bold selection and recruitment process it must overcome its faults in the
process. The bank should try to arrange more training programs for their officials.
Following are some recommendations for the betterment of its selection and
recruitment process.
1. Technological Advancements
Sonali Bank Limited has to be more technologically advanced with its selection and
recruitment process. More efficient personnel should be used in the process. The
amount of paper work must be reduced and the internal communication system can be
digitalized. By using technology more often it can make the process faster. To keep pace
with its competitors it must have a sound selection process.
To do so, the HR department must communicate their needs with upper level and
allocate the necessary resources. There has to be some time saving and cost effective
way for proper recruitment ways and the increase in the use of technology can be a
great help in this regard.
2. Make It Less Time Consuming

The recruitment and selection of Sonali Bank Limited is a time consuming procedure.
More specifically, the selection process because of all the process go through the
decentralized decision making process that takes more time to complete the whole
selection process. To perform an entire recruitment and selection session HRM needs
54
minimum 5 months and maximum 6 months in case of MTO / TO/ TCO placement.
Therefore, when the selection take place Sonali Bank Ltd loses more qualified candidate
because within this time most of the candidates join in another organizations. So, the
ultimate result does not become fruitful.
So from this prospect, Sonali Bank Limited has to complete the entire process as early as
possible in order to grab the qualified employees before entering elsewhere. Short
duration of recruitment and selection procedure would not only increase the HRM’s
efficiency, by employing qualified employees but also increase the organization’s
effectiveness.
3. Reduce Political Influences

This might be the hardest part to do but it is a must. If the political pressure is not
removed it will not be possible to employ the actual qualified employees. To do so
honesty among workers is necessary. They must be vigilant about facing the political
pressure.
If this problem is not dealt immediately this problem will rise and bring on more
problems. Delay will make it tough to reduce those problems. Workers will not work
properly and the efficiency will get worse.
The top management should also be honest about the internal recruitment. They should
focus on the performance of an employee and not his ‘relationship’. It will be the right
thing to do as the right employee will get promotion. It will also lead to more job
satisfaction.
Sometimes applicants who are referred by the top level management gets more favor
form the recruiting board. It is not fair because the organization may overlook the
qualified employees who are really fit for the organization. In case of selection process
nepotism should be strictly forbidden. Afterward, this malpractice has been continuing
in many selection programs.
So from this prospect, for the welfare of Sonali Bank Limited, nepotism has to be
stopped and the management bodies have to give more emphasis on conducting a fair
recruitment and selection program.
55
4.Proper Budgeting
There is no proper guideline in The Sonali Bank Limited regarding the recruitment
budget. In the beginning of fiscal year, a certain amount of budget is disbursed to
resource planning unit on basis of assumption but whether the budget is reasonable or
not; it is not verified. If the recruitment budget covers the cost, it is all right. But when
the budget is not sufficient, in that case, the resource planning unit has to ask for
additional amount of money through a formal application with proper reasons which
delays the overall recruitment and selection process.
From this prospect, there should be proper budget for recruitment and selection
purpose so that the recruitment and selection process is not hampered any way. If
possible, the Managing director may discuss with recruitment manager about the
amount of budget when it is disbursed.
All these above mentioned recommendation can make the recruitment and selection
procedures more effective and efficient.
56
7.2 Conclusion
Human Resource Management always acts to bring out potentials, to develop quality
and to also meet all the demand of the work force. The study of the recruitment and
selection process of Sonali Bank Limited revealed that employees are the most valuable
resources for the progress of the organization. For the development of these valuable
resources there are many factors involved. In this regard “Recruitment and Selection
Process” play the most important role. To increase the productivity of an organization
effective & dynamic recruitment and selection procedure is essential.
The success of a commercial bank depends largely in the quality of service rendered to
the clients. Quality of service depends on the competence and the quality of the
employees of the organization. Therefore, the authority of SBL has to be careful in
recruiting the right person for each job. As has been seen, the recruitment and selection
process of Sonali Bank Limited has rooms for improvement. The policy and process
should be revised. So although the process they have been adopting so far has been
somewhat effective, to adapt to the changing times, the process should be revised and
developed.
57
References
Books and Journals
 Annual Report, Sonali Bank Limited, 2015
 Annual Report, Sonali Bank Limited, 2016
 Caruth, Donald L., and Gail D. Handlogten. Staffing the Contemporary Organization:
A Guide to Planning, Recruiting, and Selecting for Human Resource Professionals.
2nd ed. Praeger Publishers, 1997.
 Chowdhury, L R. A Textbook in Banker’s Advances.2nd ed. Dhaka: Fair Corporation,

2003
 Gray Dessler (2003) Human Resource Management, Pearson Education, Singapore,

pg no.89, 187,241.
 Mohammad Khalekuzzaman, Higher Banking & Insurance, Edition-8

 Banking System in Bangladesh & its Role in Poverty Reduction, Fazle Kabir, Ph.D.
Governor, Bangladesh Bank, 20 March, 2016.
 Several Officer Orders of Sonali Bank Limited
Websites
 http://www.sonalibank.com.bd/
 http://en.wikipedia.org/wiki/Sonali_Bank
 http://www.bangladesh-bank.org/
 http://bankbankerbanking-bd.com/index.php/banking/
58
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Internship report on

Recruitment and Selection Process of

A.F.M Ashraful Islam

Department : Business Administration

Specialization : Human Resource Mnagement

Stamford University Bangladesh

Subject: Submission of Internship Report.

This is to certify that the report on “Recruitment and Selection

I do thereby that, the report on entitled “Recruitment and Selection Process of

A.F.M Ashraful Islam

Sonali Bank Limited the biggest commercial bank in the country. It is

Commercial banks play an important role in the economy. Skilled and

First I would like to express my deep sense of gratitude to Almighty

Completion of anything requires supports from various sources. I am

Sonali Bank Limited is the largest nationalized commercial bank in

The objective of this study was to gather knowledge about the

The study requires a systematic procedure from selection of the topic

As an intern, my scope was very limited and restricted. I had

Sonali Bank Limited has lots of scope to improve in Human Resource

Chapter1 Introductory Part

Chapter 2 Conceptual Framework of

Chapter 3 Literature Review

Chapter 4 Company Profile

Chapter 5 Recruitment and Selection Process of Sonali

Chapter 6 Problems of Recruitment and Selection

Chapter 7 Suggestions and Conclusion

Bank is a powerful medium to bring socio-economic changes in a developing country like

To fulfill the requirement of the internship of BBA program it is a mandatory

1.3 Objective of the Study

Primary Objective of the Report

Secondary Objectives of the Report:

• Secondary: The secondary information collected from website, magazine, annual

1.5 Data Collection and Processing

Methods of Data Collection and data collection instruments:

This report is subject to a number of limitations. These are:

Conceptual Framework of Bank

Following are some definition of Bank stated various renowned economists.

“A bank is a financial intermediary, a dealer in loans and debts.”

1. Objective from the View Point of Bank Owners

2. Objective from the view point of the government

3. Objective from the view point of bank customers

 The Rajshahi Bank Ltd

 Agroni Bank Limited

 Dutch Bangla Bank Limited

Classification on the Classification on the Classification on the

1. Government Banks 1. Central Bank 1. Scheduled Banks

2. Private Banks 2. Commercial Bank

Recruitment is a process of locating individuals with sufficient qualification and

So recruitment is a continuous process whereby the firm attempts to develop a pool of

3.2 Types of Recruitment Needs

There are three types of recruitment needs. They are as follows.

ii) Anticipated: Anticipated needs are those movements in personnel, which an

3.4 Definition of Selection

However, we can define selection as a multi-stage process of selecting the suitable

3.5 General Recruitment and Selection Process in Bangladesh

1. Steps Prior to Selection

2. Steps Involved in Employee Selection

i) Receiving Application: According to the job advertisement applicants respond by

Pre Selection / Recruitment