Analysis of recruitment, selection process and employee's performance evaluation in Aarong

Abstract

Aarong (A BRAC social enterprise) has established in 1978 with the visionary goal to change the lives of deprived artisans and underprivileged rural women by enlivening and encouraging their arts and crafts. Aarong represents the global village even in the naming. The Bengali word “Aarong” means, “a village fair or market.” It was established to help the marginalized people of Bangladesh. According to this organization lack of working capital, marketing support and opportunity for skills development are the three main obstacles for gainful employment in the rural areas. As it is a social enterprise, it provides some services to those low income and marginalized people in the rural areas or overcoming the three obstacles. Besides Aarong is protecting and promoting Bangladeshi product and they design products which contain the essence of Bangladeshi culture and beauty into every piece and pioneer in promoting the fashion industry of Bangladesh. At the beginning their target buyers were a few merchants of Dhaka.

Soon enough, Aarong started to grow and spread throughout the whole country, from one single shop to the biggest Bangladesh's biggest retail chains. Now Aarong has more than 100 product lines. Aarong provides the local and international public opportunity of owning a Bangladeshi handcrafted product.

As Aarong is the leading fashion house of Bangladesh, for conducting their business operations they need qualified staffs that would help them to run the business. This organization has a Human Resource Department (HR department) which ensures inflow of qualified human resources in the organization. Besides, this department performs some other activities. The core activities of HR department of Aarong are recruitment and selection of staffs, transfer of staffs, maintaining record of attendance of staffs, leave management, performance appraisal related activities, orientation prior to joining, placement of new staffs, job separation, and grievance management, approve loan, arranging travel authorization, providing allowances, arranging temporary staff salary, preparing visiting card and maintaining procedures of Aarong health care service. I did my internship in the HR department of Aarong. The HR department is consisting of two departments. They are “Recruitment and Selection”, and “Training”. I used to work with recruitment and selection department. I was assigned for some responsibilities related to recruitment and selection of staffs. My duties & responsibilities as an internee was screening CVs, short listing, inviting candidates to attend interview session, checking out documents of selected candidates, checking out performance appraisal forms, checking out the leave matter of the staffs, preparing ID card and giving it to the employee, preparing appointment letters for newly joined staffs, preparing personal employee files, preparing confirmation letters, preparing transfer letters and preparing experience letters, preparing doctor slip, preparing power point slide for selected candidates, doing update the employee information and their job descriptions etc. In this report, the recruitment, selection and employee’s performance evaluation activities of HR department of Aarong are concentrated on. When staffs leave the organization, new positions are introduced or due to increase in responsibility, some departments need more people. The overall recruitment and selection activities of Aarong HR department go through a certain procedure. Those are detail described in this report.